job design

USAGE SUMMARY

The phrase "job design" is correct and usable in written English.
It is typically used in the context of organizational behavior, human resources, or management to refer to the process of defining the way work is performed and the tasks that are required for a specific job. Example: "Effective job design can lead to increased employee satisfaction and productivity."

✓ Grammatically correct

Formal & Business

Academia

Science

News & Media

Human-verified examples from authoritative sources

Exact Expressions

60 human-written examples

What is their job design?

Harvard Business Review

Job design implications are discussed.

Applied Ergonomics

Your employee's ability is your job design.

Harvard Business Review

Job design also has important psychological consequences.

Stanford University

This includes job design, working conditions, culture, and peers.

Harvard Business Review

Skill, Job Design, and the Labor Market under Uncertainty.

Harvard University

Job design is a critical issue in human resource management.

Tourism Management Perspectives

Implications for job design and work motivation are discussed.

Organizational Behavior and Human Decision Processes

Now, you keep saying it's by design, and we talked a little bit about job design.

Harvard Business Review

This progression implies alterations in job design, personnel policies, and the reward structure.

Harvard Business Review

Why? Researchers believe that a great deal of CMO turnover stems from poor job design.

Harvard Business Review

Expert writing Tips

Best practice

Incorporate "job design" considerations early in project planning to optimize team performance and prevent later task-related issues. Think about how different roles interact and ensure clarity from the outset.

Common error

Don't mistake "job design" solely as a recruiting or compensation issue. It encompasses the core structure of a role, influencing skills required, training needs, and long-term employee satisfaction.

Linguistic Context

The phrase "job design" functions primarily as a noun phrase, often acting as the subject or object in sentences related to human resources and organizational management. It refers to the process of structuring and organizing work tasks and responsibilities. Ludwig provides many examples where it is used in this way.

Expression frequency: Very common

Frequent in

Science

31%

News & Media

27%

Formal & Business

0%

Less common in

Academia

42%

Ludwig's WRAP-UP

In summary, "job design" is a grammatically sound and frequently used noun phrase referring to the structuring and organization of work roles. Ludwig AI confirms its correct usage. Predominantly found in professional, academic, scientific and business contexts, it plays a key role in discussions about human resources and organizational management. To communicate this idea, alternative phrases such as "work structuring" and "role design" can be used. When using the phrase "job design", avoid confusing it with broader HR functions and consider linking it to factors such as employee motivation and task variety to optimize clarity.

More alternative expressions

Phrases that express similar concepts, ordered by semantic similarity:

work structuring

Focuses on the arrangement and organization of work tasks.

role design

Emphasizes the definition and arrangement of roles within an organization.

task allocation

Highlights the distribution of specific tasks to individuals or teams.

workflow arrangement

Focuses on the sequence and organization of tasks in a process.

job engineering

Implies a more technical or systematic approach to designing jobs.

work organization

Broader term referring to the overall structure of work.

position structuring

Highlights the organization of specific positions within a company.

assignment planning

Focuses on planning and allocating assignments to employees.

duty assignment

Refers to the specific duties assigned to a particular job.

responsibility allocation

Highlights the distribution of responsibilities among employees.

FAQs

How does "job design" impact employee satisfaction?

"Job design" can significantly impact employee satisfaction by influencing factors such as autonomy, task variety, and opportunities for growth. Effective /s/job+design considers these elements to create engaging and fulfilling roles.

What are some key elements of effective "job design"?

Key elements of effective "job design" include task variety, autonomy, feedback mechanisms, and opportunities for skill development. These elements contribute to a more engaging and motivating work experience.

How does "job design" differ from job analysis?

"Job design" focuses on structuring and organizing the tasks and responsibilities of a job, while job analysis involves systematically gathering information about the requirements and characteristics of a job. Job analysis informs /s/job+design.

What is the relationship between "job design" and organizational performance?

Effective "job design" can enhance organizational performance by improving employee motivation, productivity, and job satisfaction. Well-designed jobs align with organizational goals and empower employees to contribute effectively.