Job Design Essay

Dundon et al. (2004) claimed that employee voice is a form of contribution to decision-making, an articulation of individual satisfaction or dissatisfaction and a demonstration of collective organisation. Another way of saying, employee voice is the process of employees communicating their thoughts, ideas to employers to provide feedbacks and make improvements. Bryson (2004) described employee voice as a two-way communication between management and employees. This two-way communication between senior managers and employees enables them to exchange ideas. To be more specific, it brings different and new perspectives from employees, give them a sense of ownership towards the decision-making process with relatively higher level of effort and reduced labour cost. Moreover, it has lower cost and reduce risk of disruption due to employee resistance. It is crucial for senior management to understand the importance of ‘employee voice’ since it plays a significant role in constructing a high-involvement working environment and has a crucial impact on organisational performance. There are various advantages of employee voice, however, too strong employee voice will inevitably cause negative impact in the organisation.

Consider the different methods used to give effective voice to employees and critically evaluate the importance of this to the employment relationship

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).

However, this is not the situation at MSH as employees and managers complain of dissatisfaction and alienation. Kyle, through his unconventional approach to human resource management, has failed to design an appropriate job design that can bring satisfaction to employees. Most employees are leaving the organization as they complain that their roles have been reduced and that they are not trusted to handle the operations that they previously handled so successfully. According to Cohen (2002), job design is one way of motivating employees apart from the monetary compensation and that it can significantly lead to high productivity levels. Therefore, the current situation at MSH requires that the management design a job design that will make sure that employees have more responsibility. An approximate job design can be achieved through job enlargement, job rotation, job simplification, and job

Besides employee obligations that come with a job, perhaps the best factor that impacts worker inspiration and pleasure, and how effective they are, is their workplace. Remarkably so, if a workplace is ‘right' and an employee fits well into the organization’s lifestyle, one is on good conditions with superiors, colleagues and co-workers, and one feels safe operating in the workplace then the services offered by such an employee are of high quality. In addition, the attitude of such an employee will be business-oriented and produce top notch services. Businesses need to make and develop a proper and balanced workplace to be able to be able to entice the best skills and maintain their employees (Bakker, 2011). Employees will reduce absenteeism,

The Voice of the Employee focuses on providing a safe and secures workplace in response to instances of violence and poor employee relations (Evans, 2011). Organization utilizes the Voice of the Employee (VoE) to focus on internal processes as traditionally employees’ perspective wasn’t a top priority and not taken into consideration as far as the business was concerned. As part of an organization strategy to continue to evolve, compete, and improve the businesses’ bottom line, as they are devoted to understanding and communicating an open dialogue with their employees. A business seeks to respond to the needs and condition of

Dundon, Wilkinson, Marchington and Ackers 2004 journal article entitled ‘The meanings and purpose of employee voice’ presents a framework for exploring the different practices and meaning of employee voice. The article puts forward a model to conceptualise the different meanings of employee voice and the mechanisms for putting the meanings into practice, articulating four different

In this era of modernisation and globalisation, the changing environment has tremendously shaped the role of an individual in an organisation. In relation to this it is important that every employee has proper description to coherent what is employees roles and responsibility and decisively what is the performance level that is expected from the upper management.

Job Design can be defined as the process of deciding on the contents of a job in terms of its duties and responsibilities on the methods to be used on carrying out the job, in terms of techniques, systems and procedures and on the relationship that should exist between the job-holder and his superiors, subordinates and colleagues.

Involvement of employees in the goals and direction of the organization are imperative in the empowerment of the employee. Contributions from

A job analysis defines the jobs in question, specifies what employee behaviors are necessary to perform them, and lastly it develops a hypothesis about the personal characteristics necessary to perform those work behaviors (Cascio & Aguinis, 2011). A job analysis helps individuals especially at the corporate level analyze jobs within their company to see if adjustments need to be made to accommodate needs. A job analysis serves various needs within the organization. The job analysis will analyze organizational design, human resource management, work and equipment design, as well as research purposes, and vocational guidance (Cascio & Aguinis, 2011). A

Besides, power imbalance between employer and employee in the workplace seems to be unavoidable. As noted by Wilkinson et al. (2014), employees are citizens who have the right to be informed and consulted; therefore, the aim of employee voice is to communicate with management and express employees’ concerns about their work situation. Nevertheless, in recent years, decreasing union density has gradually shifted the form of voice in most organisations and countries from collective and unionized channels to direct and individualized mechanisms (Wilkinson et al., 2014).

In the Human Performance it states that, “Existing job design models have been criticized for being able to explain affective outcomes more consistently than they do those of task motivation and performance.” (Burr and Cordy, 2001, pp. 27.) Business dictionary defines Job Design as, “Work arrangement (or rearrangement) aimed at reducing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. Through job design, organizations try to raise productivity levels by offering non-monetary rewards such as greater satisfaction from a sense of personal achievement in meeting the increased challenge and responsibility of one's work. Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job design exercise. In my current work position as an assistant to an elementary school district strategist, I can account for many aspects leading to me being promoted to this position from an assistant teacher through the characteristics of job design. In Organizational Behavior and Management, it states that, “job design specifies three characteristics of jobs: range, depth, and relationship.” (Ivancevich, Konopaske, Matteson, pp. 147) The number of duties a jobholder or employees has is defining job range. For example, one of my jobs as an assistant teacher was to make copies for a week of work for the entire first grade class, a week ahead of

Moreover, employers need to establish a relationship with employees so they are more productive, more content and are open to being creative (Bains, 2007 p. 241, cited in Fleming 2009). The introduction of happy dynamics such as ‘fun Friday’s’ and performance appraisals will lead to improving good communication systems that will promote the aid in developing employment relations (Boulton 2009). For this reason, employers must enforce well organised policies so that employees are given the confidence to be themselves and the workplace runs efficiently enabling the benefit of retaining employees in the long term (Baptiste 2009). Boulton (2009) puts forward the idea of necessary executions by modern day organisations and taking a

The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does