Page 120 - Psychological Management of Individual Performance

100 organizational design and organizational development
PERFORMANCE-ORIENTED JOB DESIGN AND THE DESIGN
OF ORGANIZATIONAL DEVELOPMENT

There is much more knowledge available on how work and jobs should be designed
than on how the design processes should be managed in order to attain these work and
job solutions. Therefore, high-quality change management and continuous improvement
processes are crucial to developing and establishing good job design.
Figure 5.4 shows a logical procedure and the interdependence of different design
steps within fundamental change processes. With regard to effectiveness, efficiency, and
humane working conditions, it is vital to overcome traditional, functionally oriented
work organization and leadership structures. Therefore, in sustainable change processes
it is often necessary—as we have discussed—to define work systems with complete
work tasks and processes, which are based on a well-founded strategy.
This focus on tasks is a precondition for the design of order processing, work systems,
work groups, and work tasks that are in line with the criteria described above.
In such processes, an equal importance should be assigned to humane and economic
goals. This can be reinforced by principles of change that have a solid basis and fos-
ter confidence between management and employees. Examples of well-founded and
important principles for change processes include the following:
Changes should be made on the basis of sound evaluation of the strengths and weak-

nesses of the organization. This evaluation should be based on the outlined levels of
the design of order processing, work systems, work groups and the individual works
tasks.
Changes should be made that meet the criteria of a humane, effective, and efficient

design of organization and jobs. Sustainable change processes should be well balanced
concerning goals of the employees and goals of the company.
Changes should be oriented toward well-founded criteria for the design of order pro-

cessing, work systems, work groups and the individual works tasks.
Changes should proceed while informing and involving employees at all levels.

Politics

Definition resp. Reflection of upon Enter-
prise Strategy
C C
u Definition of the Core Tasks and u
Processes of the Enterprise
l l
t Definition of a Concept for Organizatio- t
u nal Design, Leadership, Technology u
r Definition of the Tasks and Processes of r
e the Work Systems e
Definition of Individual Work Tasks
and Work Roles
Politics
FIGURE 5.4 Logical procedure in complex change processes