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EFFECT OF JOB DESIGN ON EMPLOYEE SATISFACTION LEVELS IN PRIVATE UNIVERSITIES IN KENYA; A CASE STUDY OF MOUNT KENYA UNIVERSITYJUDITH NG ANI Tramadol. 2 (92), pp 1314 1340, Oct 26, 2015, www.strategicjournals.com,
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To fill out the effect of job design, follow these points:
02
Begin by analyzing the current job design and identifying any areas that need improvement.
03
Review employee feedback and gather input from team members to understand their preferences and needs.
04
Develop a clear understanding of the goals and objectives of the job design, keeping in mind both organizational requirements and employee satisfaction.
05
Identify the essential tasks and responsibilities of the job, ensuring they align with the overall job design goals.
06
Consider the skills and abilities required for the job and match them with the capabilities of employees.
07
Determine the appropriate level of autonomy and decision-making authority for the job, considering the individuals' experience and expertise.
08
Create a detailed job description that reflects the revised job design, outlining the key responsibilities, qualifications, and expectations.
09
Communicate the revised job design to all stakeholders, including employees, managers, and HR departments, to ensure clarity and understanding.
10
Implement the revised job design by assigning employees to their new roles and responsibilities.
11
Continuously monitor and evaluate the effectiveness of the job design and make adjustments as necessary to optimize performance and employee satisfaction.

Who needs effect of job design?

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Effect of job design is needed by:
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- Organizations seeking to enhance employee productivity and job satisfaction.
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- HR departments aiming to improve organizational effectiveness and efficiency.
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- Managers and team leaders who want to create motivating and engaging work environments.
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- Employees looking for meaningful and challenging work experiences.
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- Industries undergoing changes or technological advancements that require job redesign.
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- Companies focused on employee retention and talent management strategies.
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The effect of job design refers to how the layout and organization of tasks within a job can impact employee performance, satisfaction, and well-being.
Employers and HR departments are typically responsible for filing the effect of job design.
The effect of job design can be filled out by outlining the job tasks, responsibilities, and expectations for a specific role.
The purpose of the effect of job design is to ensure that job roles are structured in a way that promotes productivity, efficiency, and employee engagement.
Information such as job title, description, responsibilities, qualifications, and reporting structure should be included in the effect of job design.
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