Bpp learning Media is an acca approved Content Provider

encourage innovative behaviour
(e) 
Reflect the nature of jobs 
in the organisation and the skills or experience required. The reward 
system should therefore be consistent with seniority of position in the organisation structure, and 
should be thought fair by all employees 
(f) 
Motivate
: that is, increase commitment and effort 
5.3 Job design as a motivator
The 
job
itself can be used as a motivator, or it can be a cause of dissatisfaction. 
Job design
refers to 
how tasks are organised to create 'jobs' for individuals. 
5.3.1 Micro-design 
One of the consequences of mass production and scientific management was what might be called a 
micro-division 
of labour, or 
job simplification
. Micro-designed jobs have the following 
advantages
. 
(a) 
Little training
. A job is divided up into the smallest number of sequential tasks possible. Each 
task is so simple and straightforward that it can be learned with very little training. 
(b) 
Replacement
. If labour turnover is high, this does not matter because unskilled replacements can 
be found and trained to do the work in a very short time. 
(c) 
Flexibility
. Since the skill required is low, workers can be shifted from one task to another very easily.
(d) 
Control
. If tasks are closely defined and standard times set for their completion, production is 
easier to predict and control. 
(e) 
Quality
. Standardisation of work into simple tasks means that quality is easier to predict.
Disadvantages
of micro-designed jobs, however, include the following.
 
(a) 
The work is 
monotonous
and makes employees tired, bored and dissatisfied. The consequences 
will be high labour turnover, absenteeism, spoilage and unrest. People work better when their 
work is variable, unlike machines. 
(b) 
An individual doing a simple task feels like a small cog in a large machine, and has no