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El diseño del trabajo (también conocido co … El diseño del trabajo (también conocido como diseño de tareas) es la especificación de contenidos, métodos y relación en los puestos de trabajo para satisfacer las necesidades tecnológicas y organizacionales como también los requisitos personales y sociales del titular de trabajo. Sus principios van enfocados objetivamente en como la naturaleza del trabajo de una persona afecta su comportamiento y actitudes en el ámbito laboral, peculiarmente relacionado con su variedad de habilidades y su autonomía.El objetivo principal del diseño del trabajo es mejorar la satisfacción en el trabajo, mejorar la calidad y reducir los problemas de los empleados. y reducir los problemas de los empleados.
, Work design (also referred to as job desig … Work design (also referred to as job design or task design) is an area of research and practice within industrial and organizational psychology, and is concerned with the "content and organization of one's work tasks, activities, relationships, and responsibilities" (p. 662). Research has demonstrated that work design has important implications for individual employees (e.g., employee engagement, job strain, risk of occupational injury), teams (e.g., how effectively groups co-ordinate their activities), organisations (e.g., productivity, occupational safety and health targets), and society (e.g., utilizing the skills of a population or promoting effective aging). The terms job design and work design are often used interchangeably in psychology and human resource management literature, and the distinction is not always well-defined. A job is typically defined as an aggregation of tasks assigned to individual. However, in addition to executing assigned technical tasks, people at work often engage in a variety of emergent, social, and self-initiated activities. Some researchers have argued that the term job design therefore excludes processes that are initiated by incumbents (e.g., proactivity, job crafting) as well as those that occur at the level of teams (e.g., autonomous work groups). The term work design has been increasingly used to capture this broader perspective. Additionally, deliberate interventions aimed at altering work design are sometimes referred to as work redesign. Such interventions can be initiated by the management of an organization (e.g., job rotation, job enlargement, job enrichment) or by individual workers (e.g., job crafting, role innovation, idiosyncratic deals).ng, role innovation, idiosyncratic deals).
, Rancangan pekerjaan (bahasa Inggris: Job d … Rancangan pekerjaan (bahasa Inggris: Job design) ialah fungsi inti dari manajemen sumber daya manusia dan hal yang berkaitan dengan perincian akan pokok, metode dan hubungan dari pekerjaan dalam rangka memenuhi kebutuhan teknologi dan organisasi sebagaimana keperluan sosial dan perorangan dari pemilik pekerjaan atau karyawan. Prinsip ini diarahkan pada bagaimana sifat dasar dari pekerjaan seseorang memengaruhi sikap dan perilaku mereka atas pekerjaan, terutama berhubungan dengan karakteristik seperti variasi keahlian dan otonomi. Tujuan dari sebuah rancangan pekerjaan ialah kepada meningkatkan kepuasan kerja, untuk memperbaiki pergerakan produksi, meningkatkan kualitas dan mengurangi permasalahan karyawan (misal: keluhan, absenteisme).an karyawan (misal: keluhan, absenteisme).
, Die psychologische Arbeitsgestaltung als T … Die psychologische Arbeitsgestaltung als Teil der Arbeitspsychologie beschreibt alle in einen effizienten und effektiven Arbeitsprozess eingebetteten Maßnahmen, die der Förderung von Persönlichkeits- und Kompetenzentwicklung Beschäftigter dienen und deren Leistungsfähigkeit sowie Gesundheit langfristig zu erhalten versuchen.undheit langfristig zu erhalten versuchen.
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El diseño del trabajo (también conocido co … El diseño del trabajo (también conocido como diseño de tareas) es la especificación de contenidos, métodos y relación en los puestos de trabajo para satisfacer las necesidades tecnológicas y organizacionales como también los requisitos personales y sociales del titular de trabajo. Sus principios van enfocados objetivamente en como la naturaleza del trabajo de una persona afecta su comportamiento y actitudes en el ámbito laboral, peculiarmente relacionado con su variedad de habilidades y su autonomía.El objetivo principal del diseño del trabajo es mejorar la satisfacción en el trabajo, mejorar la calidad y reducir los problemas de los empleados. y reducir los problemas de los empleados.
, Die psychologische Arbeitsgestaltung als T … Die psychologische Arbeitsgestaltung als Teil der Arbeitspsychologie beschreibt alle in einen effizienten und effektiven Arbeitsprozess eingebetteten Maßnahmen, die der Förderung von Persönlichkeits- und Kompetenzentwicklung Beschäftigter dienen und deren Leistungsfähigkeit sowie Gesundheit langfristig zu erhalten versuchen.undheit langfristig zu erhalten versuchen.
, Rancangan pekerjaan (bahasa Inggris: Job d … Rancangan pekerjaan (bahasa Inggris: Job design) ialah fungsi inti dari manajemen sumber daya manusia dan hal yang berkaitan dengan perincian akan pokok, metode dan hubungan dari pekerjaan dalam rangka memenuhi kebutuhan teknologi dan organisasi sebagaimana keperluan sosial dan perorangan dari pemilik pekerjaan atau karyawan. Prinsip ini diarahkan pada bagaimana sifat dasar dari pekerjaan seseorang memengaruhi sikap dan perilaku mereka atas pekerjaan, terutama berhubungan dengan karakteristik seperti variasi keahlian dan otonomi. Tujuan dari sebuah rancangan pekerjaan ialah kepada meningkatkan kepuasan kerja, untuk memperbaiki pergerakan produksi, meningkatkan kualitas dan mengurangi permasalahan karyawan (misal: keluhan, absenteisme).an karyawan (misal: keluhan, absenteisme).
, Work design (also referred to as job desig … Work design (also referred to as job design or task design) is an area of research and practice within industrial and organizational psychology, and is concerned with the "content and organization of one's work tasks, activities, relationships, and responsibilities" (p. 662). Research has demonstrated that work design has important implications for individual employees (e.g., employee engagement, job strain, risk of occupational injury), teams (e.g., how effectively groups co-ordinate their activities), organisations (e.g., productivity, occupational safety and health targets), and society (e.g., utilizing the skills of a population or promoting effective aging). population or promoting effective aging).
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, Work design
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, Arbeitsgestaltung (Psychologie)
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