Chapter 11
Alternatives to specialization
Submitted By:
Submitted to:
Fahamida Binte Jahangir
ID:C191236
Mrs. Sayema Hoque
Assistant Professor
Department of CSE
Alternatives to specialization
There are five alternative approaches for specialization .They are :-
 Job rotation :
Job rotation involves systematically moving employees from
one job to another. A worker in a warehouse might unload trucks on Monday, carry
incoming inventory to storage on Tuesday, verify invoices on Wednesday, pull
outgoing inventory from storage on Thursday, and load trucks on Friday. Thus the
jobs do not change; instead, workers move from job to job.
 Job enlargement:
Job enlargement introduces employees to a variety of
responsibilities and differentiates their workdays. So, all workers perform a wide
variety of tasks, which reduces the level of job dissatisfaction.
 Job enrichment:
Job enrichment both increases an employee's
responsibilities and allows them more power over the jobs they perform. Employees
who have control over their own work may be more efficient, eliminate unnecessary
tasks, take effective shortcuts and increase their performance. Managers may
remove certain barriers to create an environment where employees have the ability
to make decisions about the context and content of their jobs.
Alternatives to specialization
 Job characteristics approach: This approach attempts to design jobs





with the goal of increasing their motivational qualities. It considers the work system
and employee characteristics .The job characteristics approach suggests that jobs
should be diagnosed and improved along five core dimensions:
Skill variety - The extent to which the job requires an employee to use their highlevel abilities
Autonomy - How much freedom an employee has to decide how they complete their
responsibilities
Task identity - The degree to which an employee completes a task from beginning to
end
Feedback - Measures whether a person learns how effective they are at their work
Task significance - Indicates whether a task affects other people's work, health or
well-being
 Work teams:
In this approach, a manager may assign a group of employees
called a work team the responsibility of dividing tasks between themselves. The
work might flow from one employee to the next, where each person has a defined
job to perform. With this system, the team has complete authority over its
performance.