Work Redesign: Eight Obstacles and Opportunities

Changes in the demographic characteristics and lifestyles of the workforce are occurring at a time when businesses are also in a state of flux. Global competitive pressures and the push toward greater productivity have resulted in a number of organizational changes that increase the appeal of alternative work arrangements.

Work and its role in society has become the subject of considerable public commentary and debate in recent years. Work, for many Americans, has changed significantly over the past 25 years. Some people believe that the world of work is changing so thoroughly and quickly that we should consider ourselves pioneers of a new historical era. Some say that the idea of a job has become antiquated.

Throughout the United States, the workforce has adjusted to fit the many necessities of the employees and the different organizations. It has taken time for these changes to occur, but as shown in the readings, there have been huge changes from the 1950’s to the present.

Niles describes the redesign job process as a tool used to motivate and encourage workers to prevent work burnout (2013). This approach

In the case study written by Elizabeth Layman “Job redesign for expanded HIS Functions” She explains the constantly changing environment of the Health Care Delivery System. I plan to discuss the principles set for goal setting, job enrichment, job enrichment in HIS and the impact of job enrichment on motivation and communication in the HIS department. Applied Principles of Job Enrichment Job enrichment is “the job redesign technique that allows workers more control over how they perform tasks, giving them more responsibility” What Layman talks about in this case relating to UNIT 7 WRITTEN ASSIGNMENT 3 job enrichment is giving HIS employees more freedom with their tasks Halway mentions skill leveling, boredom and mediocrity in the workplace however, she weighs the pros and cons and one of the main cons she has found is that employees may still feel stress or overwhelmed with more tasks being piled on them which can lead to poor productivity. With job enrichment comes more responsibility but also it can come with a wage increase.

The positive impact of job redesign can be seen in autonomy redesign. Before the changes the room was too hot and the hook speed was too fast. However, after the company let the employees place fans where they want and control the hook speed the autonomy score

According to Cummings and Worley (2015), the three different approaches on chapter 14 focuses on the “work design to create jobs and work groups that generate high level of employee fulfillment and productivity. Work design has been applied and researched extensively in organizations” (p. 403). When work is designed to fit all the factors for the organization, it is both satisfying and productive for the employees and the organization. As an employee, working for an organization that focuses on the employee fulfillment is fundamental in maintaining employee morale and retention.

I analized and described how the principles of goal setting were applied to the case study conducted by Elizabeth Layman, PhD., regarding Job Redesign for Expanded HIM Functions and what was the impact and outcome of job enrichment in this case.

Workforce choice practices have gotten to be more conspicuous throughout the years, especially with law requirement enrollments. This upgraded utilization of methodology choice takes into consideration more propelled routines for surveying police officers. One specific explanation behind this great accentuation on choice frameworks is the end of inadequate police initiate candidates, accordingly guaranteeing that money related assets are not squandered on the poorly prepared (Cochrane. Tett. & Vandecreek, 2003). A few elements affect the potential achievement or disappointment of police volunteers, including tertiary studies; productive relational abilities; past good and moral conduct and mental ampleness of

Work reform, as interpreted by the employer, is a modern concept that has at its core increases in efficiency and effectiveness and a content and stable workforce. Work reforms are a means to an end; the end being increases in efficiency, production, and profits in a volatile global market. Depending on which method is used, the goals are to motivate their workers to gain their compliance. By paying more attention to a workers values, attitudes, and psychological needs, etc. a company can set the foundation for a more militant workforce and perhaps circumvent unionization. A company can try to create a “corporate family”, for example, via a corporate culture to try to facilitate this type of reform. The implementation of a corporate

The Strategically Managed; Aligned; Regenerative Work Environment; and Transitional Management (SMART) and Benefits Realization Approaches (BRA) are two project integration models that offer differing approaches to project management. The goal of both models is to create relevant and practical solutions for the challenges presented in the modern business environment. In this paper, our team has evaluated both models, referencing relevant research and accessing our personal experiences to explore both the practicalities and challenges offered by the two perspectives. From this analysis, we offer our thoughts regarding which model we would select to best solve the paradox of information projects that cost huge sums of money yet failing to

Principles of job enrichment is meant to “assist all departmental members to work smarter”. Various Acts, statutory instruments and regulatory revisions have set the need for new roles. As a result, more roles have been integrated as part of current ones. A step by step approach has been formulated to provide guidance on how these can be implemented “in realigning work and integrating these new roles to meet departmental goals” as follows:

For boredom, absenteeism, tardiness, low morale and production delays,the introduction of job variety, rotation, enlargement and enrichment was introduced by introducing increased task identity and control, increased capacity and coverage. Boredom, mediocrity and skill leveling were countered with employee development using job enrichment. Low moral and accountability werecountered with increased autonomy, increased responsibility, increased feedback and task identity. Delays in decision making led to reduced supervisory roles and equalizing supervisory load. The lack of team spirit was countered by increased task identity and social interaction. Excessive fragmentation was countered by decreasing routine tasks and variety and increased task

within a highly regimented workplace staff are expected to work within strict deadlines, unwelcoming areas and other un-motivating factors, if an organisation wants this hard work to continue they must contribute to innovation to allow staff to enjoy their time at work, this can be through a colour change, personalising of desks or more time allowed for them to collaborate and speak to other employees during the working day.

The job characteristics model is one of the most influential attempts to design jobs with increased motivational properties. Proposed by Hackman and Oldham, the model describes five core job dimensions leading to three critical psychological states, resulting in work-related outcomes.