ABSTRACT
This chapter concerns primarily with the sociological approach to job redesign. The degree of flexibility that could be achieved and the setting up of a common job assessment scheme and pay structure for craft and general workers to reflect this greater flexibility, was the main aim of Productivity and Pay Scheme (PPS). New Working Relationship Agreement (NWRA's) effects at local level fall into two main categories: traditional issues such as manning levels and redundancy, payment for change and new grading systems; and the effects of the 'job enrichment' part of the agreement. The chapter considers recent theories which attempt to criticise both the ideology and practice of job redesign as associated with modern human relations theory and psychology. Sociologists have challenged the theories of motivation underlying the behavioural science initiatives by referring to the very much more complex debate about the nature of orientations to work, and the relationship between orientation and satisfaction.
