Job Enrichment is the addition to a job of tasks that increase the amount of employee control or responsibility. It is a vertical expansion of the job as opposed to the horizontal expansion of a job, which is called job enlargement.
Job satisfaction
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.
Job satisfaction is in regard to one’s feelings or state-of-mind regarding the nature of their work. Job satisfaction can be influenced by a variety of factors, eg, the quality of one’s relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc.Source from
http://managementhelp.org
Job Profile
A job profile is brief summary of the job. Whereas Job Description would explain in detail reporting manager key responsiblities department and peformance parameters.
Job Profile: Graphics Designer for Investment Banking Department
Job Description:
- Department: Investment Banking Mumbai
- Reporting to: SVP Investment Banking
- Designation: Manager – Graphics
- Key Responsiblities: Designing Corporate PowerPoint Presentations Co-ordinating with team members and training them storing presentations
What Is Job Stress?
Workplace has become a source of extreme stress as a result of technological changes, mass retrenchments, mergers and acquisitions, information overload, demand for more productivity, fierce competition, and uncertain future.
When your parents joined their jobs, they did so with great certainty: that they will one day retire doing the same kind of work, and probably from the same place. Today’s generation is not that lucky. Even if you have been trained for long number of years to be experts in an area, you cannot be certain that you will be doing the same kind of work a few years down the road.
According to National Institute for Occupational Safety and Health, USA workplace stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker. Stress at the workplace can lead to poor health and even injury.
Workplace stress has become one of the major causes of concern.
Stress in the workplace is not good for the organization as it leads to decrease in quality and productivity. It is also not good for the individual either as it is leads to job dissatisfaction and low morale.
Symptoms of Job Stress
Early Warning Signs that coping with workplace stress is becoming difficult for an employee are –
- headache,
- upset stomach,
- sleep problems,
- Irritability and short temper,
- Difficulty in concentrating,
- Job dissatisfaction,
- Low morale, etc.
Since stress at the workplace arises due to continuing workplace conditions, the above health conditions may continue for long periods, and may lead to serious health problems.
Some corporate bosses are of the opinion that some amount of pressure and job stress on employees is good for increasing productivity. But, organizations with recent studies have shown that organizations actively taking care of employees’ health concerns in the form of internal policies are able to increase their bottom lines.
Organizations are waking up to the truth that high levels of job stress in the organization do not make for good business practice. Increased job stress leads to increased absenteeism, tardiness and intentions to leave the job, all of which lead to decreased productivity.
Workplace stress can be dealt with at two levels –
Coping with job stress through Stress Management
Some organizations provide training to employees on stress management and Employee Assistance Program (EAP). Nearly half of the companies in USA are providing training to employees on ways to handle stress. These programs teach employees the causes and consequences of stress, the way to handle them and some relaxation exercises.
These programs are able to alleviate some symptoms of stress, like sleep disturbances and anxiety.
Some companies also provide counseling sessions to some employees who also have some personal problems.
However, these benefits are short lived in nature as they do not strike the problem at the root, if the genesis of the problem lies somewhere in the work practices being followed by the organization.
We recommend Mind Tools’ Stress Management Masterclass course for learning to deal with job stress. With it’s unique approach, it enables you to tackle the deep structural problems that cause stress in your working life. It introduces you to relaxation techniques, shows you how to win control of your job and career, build positive relationships with powerful people and co-workers and thrive under intense pressure.
{Source from http://www.stress-and-relaxation.com/job-stress.html}
Job description
A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range. Job descriptions are usually narrative, but some may instead comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.
A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification or may be known as Terms Of Reference.
A job description may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues.
A job description need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in future.
(Source From http://en.wikipedia.org)
Job analysis
Job analysis is the process of describing and recording aspects of jobs and specifying the skills and other requirements necessary to perform the job.
One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; describing a job; developing performance appraisals, selection systems, promotion criteria, training needs assessment, and compensation plans.
In the fields of Human Resources (HR) and Industrial Psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.
The field of vocational rehabilitation uses job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation.
Professionals developing certification exams use job analysis (often called something slightly different, such as “task analysis”) to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called “job evaluation.”
Job analysis aims to answer questions such as: 1. Why does the job exist? 2. What physical and mental activities does the worker undertake? 3. When is the job to be performed? 4. Where is the job to be performed? 5. How does the worker do the job? 6. What qualifications are needed to perform the job? 7. What are the working conditions (such as levels of temperature, noise, offensive fumes, light) 8. What machinery or equipment is used in the job? 9. What constitutes successful performance?
(Source From http://en.wikipedia.org)
Job Evaluation
Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs.
The two most common methods of job evaluation that have been used are first, whole job ranking, where jobs are taken as a whole and ranked against each other. The second method is one of awarding points for various aspects of the job. In the points system various aspects or parts of the job such as education and experience required to perform the job are assessed and a points value awarded – the higher the educational requirements of the job the higher the points scored. The most well known points scheme was introduced by Hay management consultants in 1951. This scheme evaluates job responsibilities in the light of three major factors – know how, problem solving and accountability.
Some Principles of Job Evaluation
- Clearly defined and identifiable jobs must exist. These jobs will be accurately described in an agreed job description.
- All jobs in an organisation will be evaluated using an agreed job evaluation scheme.
- Job evaluators will need to gain a thorough understanding of the job
- Job evaluation is concerned with jobs, not people. It is not the person that is being evaluated.
- The job is assessed as if it were being carried out in a fully competent and acceptable manner.
- Job evaluation is based on judgement and is not scientific. However if applied correctly it can enable objective judgements to be made.
- It is possible to make a judgement about a job’s contribution relative to other jobs in an organisation.
- The real test of the evaluation results is their acceptability to all participants.
- Job evaluation can aid organisational problem solving as it highlights duplication of tasks and gaps between jobs and functions.
(Source From http://www.managers-net.com)
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