How relevant is the understanding of job design for devloping organization effective.ess?
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Job Design- Specifying the responsibilities and concepts of any job in a way that major requirements of the employee can be met (Buchanan, 1979). These requirements can be social, personal, technological and organizational desires. Satisfied employees become more motivated to contribute more to the achievement of the company’s goals and hence their own performance is also increased. The design of the job includes a variety of factors like tasks involved, knowledge, social and contextual characteristics as well (Morgenson & Humphrey, 2006). According to Belias, D., & Sklikas, D. (2013), a job should be designed keeping employee’s expectations in mind. Job rotation help employees to explore various departments and flexibility to move from one task to another in a given period of time and increasing their productivity, job enrichment helps build the recognition, responsibility and stimulated the work and job enlargement to incorporate different tasks and help employee increase their learnings. All these three factors contribute to the job design which in turn contributes to employee’s performance and loyalty towards the organization.
Job design has always played a vital role and one of the most effective tools in maximizing the performance of the employees. A well-designed job design will help increasing employee involvement and satisfaction and motivates them to perform well by giving their best to their work. It helps employees to become highly productive and increases their loyalty towards the organization as well. Designing an effective job design helps bringing the involvement of an employee in his work-related activities which helps in forecasting the employee output, departmental productivity and company’s success (Bates, 2004; Harter, 2002; Baumruk, 2004).
Involvement in one’s job is increased and performance increases if their job design is properly aligned with the employee psychological requirements. It will not only increase their involvement but also help employees enjoy their work and exert all their energies into achieving goals (Khan, 1992). If job design is of employee’s choice, then they have the capability to bear more pain for achieving their goals, enjoy what they do and invest extra time willingly to finish their work. Employees believe that they have been given what they demanded from their jobs and try to fulfill their responsibility as an ethical duty. On the other hand, unsatisfied or poorly aligned employees feel exhausted, frustrated and unwilling to perform well. They do not utilize all their skills and time they in performing well instead they put in their time in non-productive issues and hence destroy the organizational culture. Dissatisfied and demotivated employees can affect the company in both ways, if they stay or if they quit then they can hamper company’s employee turnover cost (Taylor, J., 2012).
Job design has always played a vital role and one of the most effective tools in maximizing the performance of the employees. A well-designed job design will help increasing employee involvement and satisfaction and motivates them to perform well by giving their best to their work. It helps employees to become highly productive and increases their loyalty towards the organization as well. Designing an effective job design helps bringing the involvement of an employee in his work-related activities which helps in forecasting the employee output, departmental productivity and company’s success (Bates, 2004; Harter, 2002; Baumruk, 2004).
Involvement in one’s job is increased and performance increases if their job design is properly aligned with the employee psychological requirements. It will not only increase their involvement but also help employees enjoy their work and exert all their energies into achieving goals (Khan, 1992). If job design is of employee’s choice, then they have the capability to bear more pain for achieving their goals, enjoy what they do and invest extra time willingly to finish their work. Employees believe that they have been given what they demanded from their jobs and try to fulfill their responsibility as an ethical duty. On the other hand, unsatisfied or poorly aligned employees feel exhausted, frustrated and unwilling to perform well. They do not utilize all their skills and time they in performing well instead they put in their time in non-productive issues and hence destroy the organizational culture. Dissatisfied and demotivated employees can affect the company in both ways, if they stay or if they quit then they can hamper company’s employee turnover cost (Taylor, J., 2012).
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