Characteristics of Job Design

1. Task Variation: Task Variation changes the required actions so that a single employee can switch between jobs at different times. This enables employees to shift to various job verticals, and these changes differ in both their mental activity and their physical well-being. Moving from one vertical job to another (job to job) causes changes in brain activity, and changing body postures for different kinds of jobs causes variations in physical well-being.

2. Task Identity: Wherever possible, tasks should fit together to form a full job, as this offers the employee the sensation of accomplishing a complete job from start to finish, with a visible output. One of the most significant advantages of task identity is that it makes it easier for employees to link their performance to the organisation’s broader objectives and target success. Employees might develop a sense of belonging and begin to recognise that they are partners in the organisation’s progress.

3. Task importance: By determining task importance, organisations can give employees a feeling that they have accomplished something significant while working. They become more significant as a result, which raises their self-esteem.

4. Autonomy: To promote autonomy in job design, organisations should, if possible, provide input to their employees on how their jobs should be done—the order of tasks, the speed of work, and so on. After that, these employees should be given more freedom by lessening the level of supervision and control so that they can begin to understand that they are in charge of their work and that they are the ones who own the position.

5. Feedback: The provision for feedback is the last aspect of job design. Employees get the chance to learn about their strengths and limitations through feedback, which helps them grow and attain higher excellence in their future work projects. Automated feedback systems are widely available in organisations so that employees can assess their level of performance.