Job Redesign2

Running head: JOB REDESIGN 1

Job Redesign

Name

Institutional Affiliation

JOB REDESIGN 2

Job redesign

Question 1

Griffin (2007) asserts that job redesign often includes the different actions and procedures

assumed by the organization towards ensuring effectiveness in the reorganization of its members'

responsibilities. Reorganization of the member’s responsibilities is essential for ensuring their

cultivation and motivation as well. The adoption of such approach it becomes easier to motivate

the workers towards improving their production and is thus achievable through job rotation, job

enrichment, and job enlargement. Work enlargement mainly entails prolonging the daily tasks

and jobs towards causing the stimulating effect of the spot to increase significantly, as it is

necessary for inspiring the worker’s imagination.

On the other hand, job enhancement mainly entails restructuring of the job

responsibilities that are essential for increasing the excitement associated with a particular task

besides ensuring effectiveness in disregarding some of the repeated efforts. Job rotation mainly

entails swapping or moving the staff around to ensure that they engage in responsibilities that are

more diverse in assisting them to gain more insight concerning the different positions and

increasing their diversity (Griffin, 2007).

In my present organization, I would consider job rotation. Job rotation is the best

approach since my organization necessitates staffs that are all round to ensure the effective

functioning of the organization. The employees thus require more skills for ensuring their

productivity in the organization and enhancement of such is achievable through job rotation. Job

rotation often plays a significant role in providing the staff with the chance of acquiring

experience in the different positions besides facilitating their encounter with the diverse issues at

JOB REDESIGN 3

the workplace. As such, the staffs are at a better position of ensuring effective meeting of the

organizational objectives despite the changes in the work conditions. Moreover, there is the

necessity for noting that the labor system of our company is often affected significantly by the

high turnover ratio. Job rotation thus offers a better solution to the regular disruption of

productivity as the rotation equips every individual with the necessary skill for managing the

different tasks hence ensuring shielding of the company from underproduction. The company as

well does not have to suspend its different processes as a way of managing the employee

turnovers, as the remaining staffs are capable of filling the position in time.

Question 2

The primary characteristics of job enrichment often include tasks significance, feedback,

autonomy, skill variety, and task identity. I would strongly advocate for changing the

significance of the task as part of the job redesigning in my firm. Presently, the task significance

as applied in my firm entails the staff is capable of ensuring effective valuing of any given task

as of great significance to the wider society. There is the necessity for changing such to ensure

that it reflects the direct significance of the tasks to the firm (Bauer & Erdogan, 2012). Focusing

the larger community is essential in ensuring that the staff forget their personal obligations and

rather focus on the maximizing the success of the organization. Such change is essential to the

organization, as it will make a significant contribution towards the improvement of the quality of

work performed. The change is also essential in improving the involvement of the staff and in

deciding what to do and how to do it and thus ensuring the promotion of their levels of

motivation.

Question 3

JOB REDESIGN 4

Job crafting mainly refers to the process of ensuring that the employees redefine and

reimage their job designs in seemingly personal meaningful ways. Such changes are often

essential for influencing the meaningfulness of the work (Duffy & Dik, 2012). Meaningful work

mainly refers to the nature of work that the employees deem significant through its capability to

serve an important purpose. Meaningfulness thus captures the degree or amount of significance

that the staffs attach to their work. Meaningfulness has a strong association with the different

work-related benefits that include increased job satisfaction, performance, and motivation.

Job crafting thus plays a significant role in ensuring that the employees are capable of

maximizing their use of the job opportunities towards customization of their tasks through active

changing of their interactions and responsibilities with significant others in the company. The

primary job crafting approaches commonly adopted in the different organizations mainly include

cognitive, relational, and task crafting. The most appropriate approach for my organization

includes task designing. The preference for task crafting mainly arises from its capability to offer

clear descriptions of the different mechanisms that the employees can undertake towards their

modification of the responsibilities specified in their job descriptions with the aim of ensuring an

increase in the task significance (Wrzesniewski, 2015). Task designing is essential for ensuring

assumption of high responsibility by the staff for their self-evaluations concerning the value of

the services that they offer. Realization of the task significance amongst the staff is essential for

boosting both their productivity and commitment and the eventual success of the organization.

Job crafting is thus strongly associated with a positive influence on the employee's motivation

which is crucial for maximizing the output of the organization.

JOB REDESIGN 5

References

Bauer, T. & Erdogan, B. (2012). Motivating Employees Through Job Design. Introduction to

Organizational Behavior. Retrieved from

http://catalog.flatworldknowledge.com/bookhub/3?e=bauer-ch06_s01

Duffy, R. & Dik, B. (2012). Job crafting. Make Your Job a Calling: How the Psychology of

Vocation Can Change Your Life at Work (1st ed.). West Conshohocken, PA: Templeton

Press.Retrievedfrom

http://www.drryanduffy.com/uploads/3/1/7/2/31724447/duffy__dik_2013.pdf

Griffin, R. (2007). Principles of Management (1st ed.).

Wrzesniewski, A. (2015). Job crafting - Amy Wrzesniewski on creating meaning in your work.

Re: Work with Google. https://www.youtube.com/watch?v=C_igfnctYjA

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