Job Design and FWA - Application

Hi-Spec manufactures sports gear. Currently, each of the steps in assembling the sweat-shirts is performed by a separate worker using an automated assembly line. The firm is considering redesigning the sweatshirts assembly job. Job design at Hi-Spec: 

• currently emphasises job rotation. 
• currently emphasises job enlargement. 
• currently emphasises job simplification. 
• currently demands creativity from workers. 

Hi-Spec manufactures sports gear. One worker concentrates on making hoods for sweatshirts, another makes up the arms, and a third worker makes up the bodies. Job design at Hi-Spec: 

• provides a high level of intrinsic rewards for most workers. 
• makes it easy to train workers. 
• encourages human resource maintenance. 
• is highly challenging. 

Hi Spec's current design allows workers to change tasks with each other. This illustrates job: 

• enlargement. 
• simplification
• rotation
• enrichment

Hi-Spec has now changed the job design so that each worker is given all the parts necessary to complete a garment. Each worker is also held accountable for the planning, assembly and quality of each garment. This illustrates job: 

• enrichment
• specialisation
• simplification
• enlargement

Lovepreet's job now has not one step but five steps he needs to learn in order to complete a sweatshirt. This is an example of:

• job feedback.

• skill variety.

• task significance.

• autonomy.

Upinder's work is exemplary and he has demonstrated creativity. As a result, he is now given substantial freedom to schedule the work he does and to determine the procedures used to carry his work out. This is an example of:

• job feedback.

• skill variety.

• task identity.

• autonomy.

The team at Hi-Spec are highly motivated. Each week their production quotas are posted on the company's notice board. This demonstrates: 

• skill variety. 
• task significance. 
• feedback. 
• task identity. 

Ahmad works with his team, and together they set performance goals. He provides support and between them, they evaluate the results and decide on improvements and further training that may be required. This demonstrates:

• the feedback process.

• the Management by Objectives process.

• key performance indicators.

• flexible work arrangements.

Hi-Spec's owners wish to implement new work arrangements as an experiment. Each employee will be offered the chance to work ten hours a day for four days a week. This method of working is known as: 

• flexitime
• compressed work-week. 
• v-time. 
• teleworking. 

Hi-Spec's sales are down, and there is a possibility that some workers might be laid off. A way to avoid this situation might be to reduce the daily working hours and increase the vacation allowance. This is known as: 

• compressed work week. 
• job-sharing. 
• v-time. 
• flexitime