Factors Affecting Job Design

International organizations will have to integrate the culture’s values in which they are working in. Other countries norms may not fall under the assumption that employees can seek responsibility. There are countries who view their leadership as royalty and that norm carries over to their business. Management and employees may not be able to socialize as easily as American based business. This would create a gap in the employee’s ability to integrate their creativity and use their imagination. Countries like China, who have multiple factory “sweatshop”

Job enlargement is another method of job design. The basic idea of job enlargement is, to give the employee a greater work load through a wide range of task performed at that level. According to

Specific duties and task can be assigned to employees based on their skill set. If a member of the organization is more effective at preforming a specific task, he or she can be assigned the role of performing that particular task. This person can be considered a subject matter expert and will have the ability to pass on their knowledge to fellow employees.

Although many laws were passed to regulate better working conditions, not many were by it, many companies still made their workers, work long hours. Not many had better working conditions as still many died from lack of better safety regulations.

First, skills variety concerns about the capacity a person needs to complete a task; then, task identity defines the energy and enthusiasm a person needs to complete a job; task significance refers to the part of the job from where a worker learns new things; autonomy attribute deals with an individual’s independence; feedback refers to the part of the job where employees see their performance. In fact, there is a part of a given job that stimulates an employee’s mental condition, later mental condition influence a worker’s goals and objectives. There are three mental conditions that affect a person’s performance; primarily, knowledge of the given job and the importance of it, then, information on job results; third the gaining information, which refers to what the employee learns from the job. As a result, an employee increases interest in the job; he/she grows his/her self-esteem and productivity. In the same way, male and female differ on work motivation and job satisfaction. Managers and other professionals develop deep insights into the complexity of the individuals’ motivation and satisfaction of their work (Sultan,

The tradeoffs between specialized and broad tasks assignments include comparative advantages, costs, and incentive issues. Specialized tasking allows matching employees with jobs based on their skills, reducing the need for training and producing a higher output. (Brickley, Smith, & Zimmerman, 2009). Broad task assignment employees are completing more than one job function, costing more money to train and hire, but allowing coverage if employees call in sick. Bagby would benefit in bringing in specialized employees for hiring requirements, as well. Bagby could hire different levels of education based on job requirement; if the tasks are bundled Bagby

In creating the job structure, each job needs to be evaluated to see where it falls

Tammie, designing jobs is a continuous process. Job design determines the tasks that employees are expected to perform. The role of job design generates engagement. An efficiency approach to job design enables companies to maximize contributions toward a competitive advantage. A challenge involved in job design is “choosing which job design feature to alter to achieve the design goal” (Shantz, Alfes, Truss, & Soane, 2013).

Skill variety, task identity, task significance, autonomy, and feedback all makeup the five job attributes of the job characteristics model. As a breakdown of each (Kinicki & Williams, 2016) inform that skill variety is a variety of skills one holds for their job. I enjoyed the examples provided by using occupations. A librarian, accountant, and waitress would all hold vastly different skills that allow them to perform their job. Task identity and task significance are similar but different. Task identity is fundamental to the start to finish process of a task. This is significant to any task as there are clear set guidelines allowing you to see the step by step process which keeps you in line with deadlines. Task significance is knowing how

The operationally focused portion of the job displays aspects of the classical theory of job design

After reading the case study, Job Redesign for Expanded HIM Functions, I have decided to analyze a little bit from it. I will be studying the different principles and how they are applied to the case. I will also speak a little bit about the outcomes and even the impact that it had in various departments.

The job design strategies that would be appropriate for an organization like The Container Store would be the job enrichment satisfaction strategy. The Container Store is already making progress on excellent employee experience. Therefore, I would recommend the company keep going with the vision of motivating and assisting employees which promotes higher productivity.

2. When a company grows in size and makes the decision to expand internationally, it is vital for its image among current and future customers to complete projects effectively and on time. Furthermore, it is also likely that such an expansion would entail the representation of more than one culture among the workforce. Indeed, while many employees will be relocated from the home country, a further proportion will be hired from the host country. To facilitate the relations and

By giving a higher priority to issues of health and safety and to job security generally workers owned enterprises also reduced the degree of worry and anxiety for workers and their families that ordinarily accompany most of the jobs in our society (Ollan 2004). Sheehy’s coworkers rejected the very idea of hard work and long hours, taking shortcuts and not being productive. It is more reasonable in a Capitalist society to be more devoted to our jobs; it is the way that we make our living. To be productive on our jobs means going what we have to with pride. First you put safety first, then quality, and quantity and to go above our duties be polite. You can’t go on a job doing what you want to, be considered of others. In this day and time you will be terminated for poor job performances.

The job characteristics model was projected in the 1970s by Richard Hackman and Greg Oldham to present a comprehensive and precise description of the consequences of job design involving motivation, job satisfaction, performance, and other vital features of organizational behavior. The job characteristics model concentrates on the aspect that makes jobs intrinsically motivating. Hackman and Oldham rationalize that when employees are intrinsically motivated, good performance makes them feel good. This feeling motivates them to persist to execute at a high level, so good presentation becomes self-reinforcing.