How attractive is the job/work design to outsiders?
Company does not use its job/work design as a recruitment tool.
Company aware that its job/work design could be a recruitment tool and is working to determine how.
Company uses its job/work design as a recruitment tool.
Company has a reputation as an employer that offers meaningful work in an optimum structure.
STAY
an organiz-
ation
where people
want to
stay
How satisfying is the job/work design to staff?
Company does nothing to ensure that its work is motivating and satisfying for those who do it.
Company is working to ensure that its work is motivating and satisfying for those who do it.
Company ensures that its work is motivating and satisfying for those who do it.
Company provides an enriched and challenging work experience that makes employees want to stay with the company.
PERFORM
an organiz-
ation
where
people
want to
contribute
How supportive is the job/work design structure to high levels of performance?
Company unaware of the impact of job/work design on employee performance.
Company aware of the impact of job/work design on employee performance and working to improve.
Work is designed to produce high levels of performance.
Company job and work design optimizes both operational and human requirements into one high performance system.
ADAPT
an organiz-
ation
where
people
willingly
adapt to
change
How responsive is the job/work design structure to changing conditions?
Company unaware of the impact of job/work design on employee response to change.
Company aware of the impact of job/work design on employee response to change and working to improve.
The job/work design allows staff involvement in changes that could impact them.
The job/work design empowers staff to make the changes needed to respond to new demands.
The way work is put together can mean the difference between a boring job and one that is full of excitement, challenge and meaning. The use of teams as an organization structure foundation is another hallmark of High Performance Workplaces. We also expect our workplaces to be healthy and safe. The table below shows how we assess job/work design and structure. There are four levels in the grid extending from 'Entry Level' to 'Workplace of Choice'. Where does your company score?
OVERALL
How work is organized into jobs, jobs grouped into units and units coordinated and integrated.
Company unaware of job and work design basics.
Company aware of job and work design basics and is working to improve
Company job and work design is compatible with both company and staff needs.
Company job and work design optimizes both operational and human requirements.
