Work content
Work content are in the organization theory all to perform a task necessary activities .
General
After § 106 GewO the employer may force instruction right the contents of the job performance of the employee to reasonably determine more. He thus concretises the work content that is usually only described in general in the employment contract. This first requires a work breakdown process that breaks down the work tasks within the framework of a work analysis and synthesis into the smallest process sections , the so-called elementary tasks . This results in a sequence of several interdependent sub-steps to form a coherent workflow . The work steps that are combined to form a work flow are summarized in a job description that makes the work content transparent for all employees.
In addition to the tasks to be performed, the work content also includes the use of material resources , cooperation with other offices , the exchange of information and compliance with laws and internal work instructions .
Division of labor
In order not to assign too extensive work content to a workplace , the division of labor has the aim of assigning each workplace a narrow, controllable work content. This results in clearly formulated components of work tasks, with the division of work being of particular importance for the work content. The higher the division of labor, the lower the work content per job and vice versa. The division of labor leads to specialization . In the case of job rotation , on the other hand, employees change jobs, but the work content remains unchanged. As a result, employees are confronted with different work content. As part of the timing coordination, an attempt is made to distribute the work content in such a way that the work content is as uniform as possible at all workstations in the work system .
Work motivation
After the two-factor theory of Frederick Herzberg motivators influence the work motivation and thus the work performance and come mainly from the work content. In addition to recognition , a sense of achievement , prospects for advancement , development opportunities and responsibility , according to Herzberg, the work content is an important motivator. For employees , the one-piece flow results in increased work motivation due to the larger, perhaps complete work content (see work structuring ). Whether a job is monotonous or varied is aimed at the job content that is a condition of satisfaction or dissatisfaction . Monotonous work content, which has arisen particularly through specialization, leads to dissatisfaction. They are characterized by a task that is uniform in terms of content, which makes only minor demands, and which can nevertheless demand sustained concentration . Job enrichment as a vertical restructuring of the work content is intended to counteract the monotony by expanding the work content through additional planning or control functions , job clarification through horizontal expansion of the content in the form of additional tasks from neighboring areas.
Individual evidence
- ↑ Meinulf Kolb, Design of work structures: elements of an instrument for changing work content , 1980, p. 15
- ↑ Hans-Jörg Bullinger / Hans-Jürgen Warnecke / Engelbert Westkämper (eds.), New organizational forms in companies , 2003, p. 21
- ↑ REFA Association for Work Studies and Business Organization e. V. (Hrsg.): Methods of business organization: Lexicon of business organization , 1993. P. 179 - ISBN 3-446-17523-7
- ↑ Frederick Herzberg, One more Time: How Do You Motivate Employees , Harvard Business Review (46) No. 1, 1968, p. 8
- ↑ Jörg Felfe / Detlev Liepmann, Organizational Diagnostics , 2008, p. 89