The process of redesigning a job post

In order to increase work satisfaction and productivity

In order to increase work satisfaction and productivity inside the company, assessing staff activities and responsibilities is a necessary step in redesigning a job post (Bauer 2012). The management takes on the responsibility of reorganizing many components that center around employee responsibilities, tasks, and duties for a certain job post. Employee inspiration and motivation will increase, which will increase output. While offering thorough solutions to the issues, this study critically examines three different case scenarios managers encounter during job redesign.

Example 1

To effectively revamp job ads for telemarketers in the first case scenario, managers must fully comprehend and take into account the five essential work components. According to Erdogan and Bauer, these requirements include identification of tasks, the variability of skills, the importance of the task, independence of employee and response to employees (Bauer 2012).

Identification of tasks

According to Griffin, this element clearly looks into the timeline employees takes to meet the pre-determined targets to achieve a particular task (Griffin 2007). Therefore, the ABC Company should provide identifiable targets and timelines for meeting the laid down tasks to efficiently redesigning telemarketer’s jobs.

Variability of skills

This element revolves around the level to which the description of the job requires staff members to employ their skills in problem-solving as opposed to their abilities (Griffin 2007). The ABC Company should allow telemarketers to take responsibility of providing contingent solutions based on a given scenario.

Independence of employee

This element revolves around employee’s freedom while working (Griffin 2007). The current job redesigning for ABC Company provides telemarketers with the freedom of work. To redesign the job post for improved performance, the management should provide specific days where telemarketers must report to work.

Response to employees

This element involves customer’s reaction to employee’s success or performance. As a result of their role, telemarketers interact directly with employees hence are able to receive a response directly. Their ability to provide solutions to customers on different scenarios thus satisfying clients provides a valuable response on their success. The ABC Company should aim to reward employees on the basis of customer’s response.

The Company’s human resource management has managed to attain most of the elements in job redesigning particularly on the independence of employees and identification of tasks. The human resource management has clearly laid out the different task and responsibilities for telemarketers. Also, employees have the independence of working from the comfort of their homes thus bringing the element of independence. However, the company should revise the element in response to employees. Telemarketers should be provided a rating on the basis of customer’s satisfaction.

Scenario 2

From the case analysis, I would advise the company’s human resource management to consider using crafting approach. Job crafting involves redefining job posts with the aim of improving performance, attractiveness, and meaning. More specifically, the best approach for the management to use is cognitive crafting where staffs members are made to perceive their task and responsibilities differently. For example, the human resource management should cognitively craft a healthy and human-centered view for the rather than a compulsion centered view with regards to employees. This could be through providing employees with reflection on why they chose careers in medicine. Ultimately, employees will have enough motivation and inspiration to offer their services rather than taking on a self-centered perspective.

Scenario 3

The Trans west Airlines scenario presents two different case analyses involving the airline pilots and online marketing group. On the scenario of Airline pilots, the company should use task crafting process. Task crafting analyzes and modifies different tasks through controlling the scope and size of task and responsibilities. The organization could craft pilot’s job through introducing trip based salary. In addition to this, the airline could also reduce trips covered by every pilot that will ultimately lower the amount of work by pilots. On the second scenario involving online marketing team, the company should use relational crafting. This methodology of crafting takes into consideration how online marketers interact with stakeholders of the airline company such as suppliers and customers. From the scenario, it would be appropriate to swap meet strategy for online marketers only. Online marketers will have the ability to communicate their preferences on their responsibilities and tasks. Online marketers will have the ability to craft tasks and responsibilities that commensurate well with their preferences and strengths contrast to pilots. Furthermore, online marketers have more personal touch contrast to pilots, therefore, relation crafting will have more impact on their job. Also, online marketers have more flexibility in their work compared to pilot’s job with fixed schedules.

Conclusion

In conclusion, job crafting and redesigning are imperative to improving employee satisfaction and productivity in the organization (Wrzesniewski 2015). The two are similar in that they improve the performance of employees through shifting their ways of operations. However, job redesign and crafting have significant differences. Firstly, Job crafting involves practical continuous adjustments without specific engagements whereas redesign involves a sequence of steps (Wrzesniewski 2015). Secondly, job crafting takes shorter time compared to job redesigning. Thirdly, job crafting involves shifting the operations to improve company’s performance whereas redesigning includes employee activities that improve the productivity of the company. Last but not least, job redesigning goal is to achieve the objectives of a company whereas crafting lays low emphasis on the objectives of a company (Wrzesniewski 2015). Job redesigning and job crafting have a positive and negative impact on the organization.

Firstly, Job redesign improves the overall efficiency of an organization through specialization of tasks and provides employees with a feeling of belonging to the company which raises employees trust (Hartzell 2015). Additionally, job redesigning improvises employee work life and motivates employees through providing the right fit for a particular job. Contrary to this, job redesign suffers from individual biases and involves too much effort (Wrzesniewski 2015). Also, employees are prone to the fear of change as a result of job redesign.

Job crafting has both positive and negative impact on the organization. According to the video by Hartzell, it encourages specialization of tasks through enabling employees to optimize on different areas (Hartzell 2015). Secondly, job crafting provides motivation to employees due to specialization and Independence which makes the job more attractive. Lastly but not least, job crafting improves the overall productivity of the organization as a result of specialization of jobs (Hartzell 2015). Contrary to this, job crafting may discourage some employees from the fear of change and may become rather difficult to anticipate the effect of job crafting.

Work Cited

Bauer, T., & Erdogan, B. (2012) Chapter 6.1: Motivating employees through job design. Introduction to Organizational Behavior. Flatworld Knowledge.

Griffin, R. (2007). Chapter 6: Organization structure and design. Principles of Management. Houghton Mifflin, New

Hartzell, S. (2015). Types of job redesign: Job enrichment, enlargement & rotation. Intro to Business. Retrieved from https://www.youtube.com/watch?v=y8X0HCGKaLA

Wrzesniewski, A. (2015). Job crafting - Amy Wrzesniewski on creating meaning in your own work. Re: Work with Google. Retrieved from https://www.youtube.com/watch?v=C_igfnctYjA