Job Redesign
Imagine you are a receptionist, taking phone calls and do filing everyday. Imagine you work in job and proceed same tasks everyday. Employees will get bored eventually and not motivated in their job because they were not learning and proceed same task everyday. Job redesign is an element that jobs can be reshaped into order to make them more motivating. It is among popular in some of the companies. Generally, job redesign consists of six components. They are job rotation, job enlargement, job enrichment, flextime, job sharing and telecommuting.
Job Redesign, which affects companies and workers more positively than negatively, composes of Job Rotation, Job Enlargement, Job Enrichment, Flextime, Job Sharing, and Telecommuting. rganizing these components well, companies can get multiple benefits, such as increasing employees’ motivation and satisfaction, reducing absenteeism and turnover costs, and expanding productivities. The textbook Organization Behavior says that Job Rotation, is that “The periodic shifting of an employee from one task to another”(215). Consequently, employees can escape from boredom and also increases motivation. Job Enlargement defines that “Increasing the number and variety of tasks that an individual performances result in jobs with more diversity”(217). For example, housekeepers in some small hotels manage various tasks, like cleaning bathroom, making beds, and preparing meals. These works helps to increase their responsibility and duties. Job Enrichment is that “…increasing the degree to which the worker controls the planning, execution, and evaluation of his or her work”(217). Flextime is flexible work hours. Employees can schedule their work hours, in which they are more productive. In addition, it has some degree of freedom that they can freely come to work and leave. Job sharing is that “An agreement that allows two or more individuals to spilt [their work hours]”(219). It allows workers to have good balances between works and family responsibilities. As a result, employees can satisfy their work and life. Furthermore, their satisfactions increase companies’ productivity. Telecommuting allows employees to work at home at least two days a week through a computer (219). It gives employees flexibility and also it affects toward companies in a good way, like decreasing office-space costs.
If companies tactfully organized these components, companies and employees can get mutual benefits.
Types of calls are often divided into outbound and inbound. Inbound calls are calls that are made by the consumer to obtain information, report a malfunction, or ask for help.
In the previous study, the authors stated that there are various studies about the telecommuting include references to corporate attitudes toward telecommuting, motivation, productivity, supervision and employee satisfaction.
Organizations face massive challenges in attracting and retaining a high-quality and productive workforce. Companies are continually looking for new ways to keep their employees satisfied at all levels in order to harness greater productivity and ideas from people while keeping them motivated and happy. One real challenge examined earlier is the need to transform General Motors to be a much more productive and fully utilized organization by examining the hourly workforce. This is a great change from the traditional "us versus them" mentality of the past between management and the union.
Imbalanced, our lives are imbalanced. We do not have time to climb the ladder of success if we want to be home to raise our children. We do not have time to raise our children if we want to climb the ladder of success. There are not enough hours in the day to do all the things that we need to do to have a fulfilled life. We do not have time to cook a healthy meal from scratch. We grab a box of Hamburger Helper, a can of peas, and a bag of rolls and we have dinner. Exercise consists of walking between the car and the door and maybe a little wrestling around with the kids before bed. At work productivity is counted by how many hours you spend doing your job instead of the results that our produced in that time. Mindsets like this hold us back. Flexibility for the employee is the future to balancing our lives.
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 culture is an attempt to get workers to “buy in” to the firm’s overall goals (Krahn, Lowe, Hughes, 2011 p. 244-248). Key themes include workers as human beings, organizational cultures, constant adaptation, co-operation, creativity, flexibility, work teams, doing more with less, continuous learning, flatter organizational structures, customer-service, and participative management, etc. The goals and motivations for work reform as it pertains to a workforce differ from those of firms. Workers see changes such as enhanced on the job decision-making, increased autonomy, a decrease in monotonous and arduous tasks, and more input into large company decisions(that will ultimately affect them) as positive. Other changes that workers would embrace are pay increases and the addition of family friendly work policies such as more free time, and on-site daycare. Since a number of large manufacturing and service firms are unionized, a motivation and goal for work reform, in this respect, would be for a co...
a. Job design is specification of job features, primarily the duties, the quantity of work expected, and the level of responsibility. A job analysis is a systematic process of collecting data for determining the knowledge, skills, and abilities required to perform a job successfully and to make numerous judgements about it. Simply put, with job design you are designing a new job position vs. job analysis you are evaluating an existing position.
Not only the type of the work employees are required to do changes, place, method, and environment of the work is also subject to transformation. With high turnover being common characteristic among modern organizations, people have to work in teams each time composed of different people.
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.
The advantage of telecommuting for some employees can be invaluable. One huge advantage an employee has when telecommuting is flexibility. Telecommuting allows for increased flexibility to coordinate work schedules with personal and family priorities. Flexible working arrangements improve quality and work done (Dudman, 2001). Achieving a balance between work and personal duties can help individuals gain more control over their lives.
Employees are increasingly interested in jobs with flexible work schedules. What factors are driving this interest?
Like every other organization they all expect better performance and productivity, whereas people have their own expectations, such as; pay, promotions, enjoyment, and job satisfactions, all while maintaining their personal lives. Work influences the non-work life and vice-versa, the non-work life has a way of influencing work life. The benefits of achieving work-life balance is an increase in job satisfaction (Schleicher, Watt, & Greguras, 2004), which organizations aim at. If employees are satisfied with their jobs, then they will increase their level of efficiency. Organizations play a vital role in assisting employees find a balance between their work and family life. Many organizations have come up with ways or rather have implement strategies with the purpose to help the employee’s need, by starting up programs such as aftercare, elderly-care, flexi-time or even
also practices Job Enrichment as well as Job Enlargement within the organization to further expand the employees experience and skill. Job Enrichment is the practice of giving employees a high degree of control over their work, from planning and organizing through implementation and evaluating the result. Google Inc. in particular, gives its more specialized and professional engineer a greater responsibility and control over their jobs
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
...ease employee engagement in jobs the redesigning of jobs and careful attention towards Job analysis. Telework could play a vital role in this manner.
Job Rotation is the third approach known for helping the employees have a greater variety with their jobs by rotating employees from one specialized work to another. Given the appropriate training, employees are allowed to perform more than one job, which will help them increase their motivation and engagement. With the implementation of Job Rotation, easier scheduling will be achieved thanks to the variety of abilities learned by the different trainings and
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)