JOB DESIGN adalah hasil dari job analysis dan

berkaitan dengan penataan pekerjaan untuk

meningkatkan efisiensi organisasi dan kepuasan
kerja karyawan
Job design is an outgrowth of job analysis and is concerned with structuring jobs to
improve organizational efficiency and employee job satisfaction
Spesialisasi
Alasan utama untuk spesialisasi adalah
kemampuan untuk memusatkan usaha seseorang
dan dengan demikian menjadi mahir dalam jenis
pekerjaan tertentu.
misalnya profesor perguruan tinggi sering
mengkhususkan diri dalam mengajar kursus
tertentu, beberapa mekanik mobil mengkhususkan
diri dalam perbaikan transmisi
Specialization:
The main reason for specialization is the ability to concentrate one’s efforts and
thereby become proficient at that type of work.
e.g. College professors often specialize in teaching certain courses, some auto
mechanics specialize in transmission repair.
 Untuk mengatasi masalah spesialisasi dan untuk
meningkatkan produktivitas dan kepuasan kerja
karyawan, manajer layanan kesehatan telah menerapkan
sejumlah job design dan pilihan job redesign untuk
mencapai keseimbangan yang lebih baik antara tuntutan
organisasi terhadap efisiensi dan produktivitas serta
kebutuhan individu akan kebebasan berkreasi.
To counter the problems of specialization and to enhance productivity and employee job
satisfaction, healthcare managers have implemented a number of job design and job redesign
options to achieve a better balance between organizational demands for efficiency and
productivity and individual needs for creativity autonomy.
Behaviour approah to Job Design :
-Job Redesign (job enlargement and job enrichment)
-Employee empowerment;
-Work group redesign (Employee involvement, groups and Employee teams)
-Work schedule redesign.
 Penataan Ulang Pekerjaan

Perluasan pekerjaan; memperluas cakupan pekerjaan

secara horizontal, memberikan tingkat
kebebasan/otonomi dan tanggung jawab yang sama,
untuk memberikan berbagai macam tugas kepada
karyawan. Sebagai alternatif, pengayaan kerja
memperluas pekerjaan secara vertikal, menambahkan
dan memberi lebih banyak otonomi/kebebasan dan
tanggung jawab kepada karyawan
Job enlargement expands the scope of a job horizontally, providing the same
level of autonomy and responsibility, to provide greater variety of duties to
the employee. Alternatively, job enrichment expands a job vertically, adding
and giving more autonomy and responsibility to the job and to the employee
 Pemberdayaan Karyawan

Pemberdayaan karyawan memberi karyawan tingkat

otonomi dan tanggung jawab tertentu untuk
pengambilan keputusan mengenai tugas organisasi
spesifik mereka. Hal ini memungkinkan keputusan
dibuat di tingkat organisasi yang lebih rendah dimana
karyawan memiliki pandangan unik mengenai isu dan
masalah yang dihadapi organisasi pada tingkat tertentu.
Employee empowerment is giving employees a certain degree of autonomy and
responsibility for decision-making regarding their specific organizational tasks. It
allows decisions to be made at the lower levels of an organization where employees
have a unique view of the issues and problems facing the organization at a certain
level.
Job Diagnostic Survey
This job … (1=SD to 7=SA)
1. Provides much variety.
2. Permits me to be left on my own to do my work.
3. Is arranged so I often have the opportunity to see jobs or
projects through to completion.
4. Provides feedback on how well I am doing as I am working.
5. Is relatively significant in my organization.
6. Gives me considerable opportunity for independence and
freedom in how I do the work.
7. Provides me with different responsibilities.
8. Enables me to find out how well I am doing.
9. Is important in the broader scheme of things.
10. Provides an opportunity for independent thought & action.
JDS: continued

11. Provides me with considerable variety of work.

12. Is arranged so that I have the opportunity to complete
the work I start
13. Provides me with the feeling that I know whether I am
performing well or poorly.
14. Is arranged so that I have the chance to do a job from
beginning to end (i.e., an chance to do the whole job).
15. Is one where a lot of other people can be affected by how
well the work gets done.
Job Design Summary
Specialization Employee Response Contemporary
Job Content
•Variety Low Medium High
•Identity Low Some High
•Significance Low Low High
•Autonomy Low Low High
•Feedback High High High
Formal Org. Context
•Responsibility Low Low High
•Authority Low Low High
•Info. Flow Downward Downward All Directions
•Work Methods Standardized Standardized Flexible
•Coord. Requirements Low Medium High
Informal Context
•Friendship Opportunities - Attempt to increase High
•Teamwork Requirements - but not via job design High

Theoretical Basis Traditional Human Relations Human Resources

Social Information Processing & Job Design
Job Characteristics Model

Job Need Job Job

Characteristics Fulfillment Attitudes Behaviors

Social Information Processing Model

Job
Attitudes

Job Need Job

Characteristics Fulfillment Behaviors