What is the main outcome of the job design process?

The main outcome of the job design process is the division of labor, which plays a crucial role in enhancing organizational efficiency and productivity. Effective job design focuses on structuring tasks in a way that optimally distributes work among employees, ensuring that tasks are clearly defined and aligned with individual skills and abilities. This division promotes specialization, where employees can develop expertise in their respective roles, leading to improved performance and faster task completion.

By analyzing and redesigning jobs, organizations can also foster greater engagement and job satisfaction among employees. A well-structured job design takes into consideration factors such as task variety, autonomy, and feedback, which can enhance motivation and a sense of ownership over work processes. When jobs are designed effectively, employees are more likely to be productive and satisfied with their work, contributing to lower turnover rates rather than increasing them.

In contrast, the other options mention negative outcomes that are typically not associated with effective job design. For instance, increased employee turnover and reduced job satisfaction are generally the results of poorly designed roles that fail to meet employee needs. Similarly, while job design can influence operational costs, a well-executed division of labor typically aims to lower these costs through enhanced efficiency rather than raise them.