Job Redesign

  • Length: 887 words (2.5 double-spaced pages)
  • Rating: Excellent
Open Document

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

Text Preview

More ↓

Continue reading...

Open Document

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.

Need Writing Help?

Get feedback on grammar, clarity, concision and logic instantly.

Check your paper »

How to Cite this Page

MLA Citation:
"Job Redesign." 21 Jun 2018
Title Length Color Rating  
Job Redesign And Workplace Rewards Assessment Essay - Job Redesign and Workplace Rewards Assessment 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....   [tags: Quality Employee Attraction Retainment Strategy] 1506 words
(4.3 pages)
Strong Essays [preview]
Organizational Approaches to Job Design Essay - The idea of job arrangement is nothing new. It has roots to the horizontal the origination of the unskilled era when Babbage wrote on simulated, sequent, and rationalized jobs. Perhaps the best-known intellect on job program is Frederick President, who wrote The Principles of Technological Direction. He proposed analyzing and breaking jobs into simplified tasks through move studies. Job system defines and delineates the tasks, duties, and responsibilities of a job. This collection of data becomes the basis for the developed into corresponding job descriptions....   [tags: Job Arrangements, Organizations]
:: 5 Works Cited
1564 words
(4.5 pages)
Powerful Essays [preview]
Hiring and Employee Development: The Fleishman Job Analysis System Essay - Organizational Structure Significance of Hiring and Employee Development It is vital that organizations hire employees that will support their goals to meet their mission and vision statement objectives. In order to hire the “right” people for the job; an organization must properly define what exactly the organization needs the employee to provide or produce to meet the company’s goals and objectives. This done in today’s workplace through job analysis. A job analysis is s systematic study of a job to identify its major components (Werner & DeSimone, 2012, P....   [tags: job analysis, skills, abilities. training]
:: 4 Works Cited
1477 words
(4.2 pages)
Powerful Essays [preview]
Essay on The Concept of Redesigning Job Tasks and Motivating The Employees - The concept of job design is not newly introduced; Frederick Winslow Taylor was the first to initiate the concept of redesigning job tasks and motivating the employees to optimizing their performance in early 20th century. Job design is an effectual tool for enhancing the employee’s performance. Job design includes techniques that encourage employees to execute productive results. It can be defined as “the application of motivational theories to the structure of work for improving productivity and satisfaction” (draft, 1994)....   [tags: job design, employee performance, motivation] 659 words
(1.9 pages)
Better Essays [preview]
Job Design and Job Analysis Essay - SYNOPSIS: It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization....   [tags: Human Resource Management]
:: 6 Works Cited
764 words
(2.2 pages)
Better Essays [preview]
Essay about Business Process Redesign Or Reengineering - Business Process Redesign or Reengineering Business Process Redesign (BPR) or Reengineering is "the fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service, and speed" (Hammer and Champy, Reengineering). Since the BPR idea has surfaced it has been under constant ridicule by the popular press. They say it takes far too long, creates management headaches, fails 70% of the time, and it's only for big companies with big checkbooks (Hydrel...)....   [tags: essays research papers] 975 words
(2.8 pages)
Strong Essays [preview]
Job Analysis is Imperative for Human Resources Essay - Know what job analysis (e.g., what data is gathered, who is involved, what methods are available, etc.) and the uses of job analysis data. Job analysis is an imperative method for human resource managers to gather, study information in depth, analyze, and develop job duties and requirements in order to accomplish the job. The methods used by human resource managers in order to develop the job analysis are: job description, job specification, source of job information, position analysis questionnaire, Fishman Job Analysis system, observation, interview, competency models, and trends in job analysis....   [tags: recruiting, recruiting, training] 991 words
(2.8 pages)
Better Essays [preview]
The Principles of Goal Setting and Job Enrichment In Health Information Systems - According to by Elizabeth Layman (2011) case study on Health Information systems (HIS), HIS departments have been experiencing significant changes due to the implementation of electronic health records and changes in healthcare delivery systems. The paper will highlight the principles of goal setting and job enrichment applied in this case study. It will also analyze the outcomes of job enrichment and the impact of job enrichment on motivation and communication in HIS departments. According to the case study, “Leaders can examine their departments' alignment to achieve organizational goals at four different levels....   [tags: motivation, communication, employees]
:: 2 Works Cited
607 words
(1.7 pages)
Better Essays [preview]
Motivation Theory of Job Enrichment Essay - How are the Principles of Goal Setting Applied in This Case. In order to answer this question we must first consider what a Goal is and what is Goal Setting. Merriam Webster (2014) defines a goal as “something that you are trying to do or achieve or “the end toward which effort is directed”. Goal Setting on the other hand is defined by Business Dictionary (2014) as “Motivational technique based on the concept that the practice of setting specific goals enhances performance, and that setting difficult goals results in higher performance than setting easier goals”....   [tags: Principles, Goal Settings, Specific, Measurable]
:: 5 Works Cited
887 words
(2.5 pages)
Better Essays [preview]
Workplace Attitudes and Job Behaviors Essay - This study aims to increase understanding of factors that influence employees’ reactions in the workplace. The relationship between conflict among employees, the perception of organizational politics, conflict or ambiguity of workplace roles and several other work outcomes was explored by studying 11 research articles to investigate individual and organizational effects of workplace attitudes and behaviors. Employees need to work together toward common goals in order for an organization to function well but there are many roadblocks hindering the process....   [tags: Human Resource Management ]
:: 11 Works Cited
2328 words
(6.7 pages)
Research Papers [preview]

Related Searches

These calls are substantially different from outbound calls, where agents place calls to potential customers mostly with intentions of selling or service to the individual.
The call center industry historically deals with extremely high turnover, with some outbound and telemarketing centers experiencing rates greater than 100% annually. More typically, a service or other inbound center may experience rates ranging from 10% to 50% or more annually. According to a recent poll of 1,000 call center managers, the average turnover is 19 percent. The highest were credit card centers at 46.9 percent. There are more than three million customer service representatives working in North America. This means approximately 600,000 new CSRs must be recruited and trained each year. At an estimated cost of $5,000 each to replace each CSR, agent turnover can soon become a costly business. Some managers now turn to job redesign to address this issue.
A call center direstor in New York suggests a kind of job rotation they are using in his company. Career path program allows employees to rotate for three months in other departments. They work half a day on the phones, the other half in the Correspondence Dept, or in the Research Dept, Work Force Management, or Quality Assurance. This breaks up their day, teaches them new skills, and provides managers with a pool of trained staff whenever they are needed it.
Harrah Hotel implemented a kind of job enlargement program. Agents who used to answer calls for individual hotels now assist callers on behalf of multiple hotels. It helps the hotel cut cost since they do not have to have the same amount of call agents to work for them.
At length, job redesign has mutual beneficial on employees and the organization. However, there are three natures that determine job redesign is suitable for organizations or not.
Generally, there are two types of structures in organizations – a centralized or de-centralized system. An organization with centralized system would not flavor telecommunicating. Having employees work at home will create beliefs of home-oriented rather than company-oriented because they would want employees bond and keep in touch with the organization. On a other hand, a de-centralized system would flavor telecommunicating because the organization does not restrict on the employees. Organization including call center, web site designing and digital designing company would flavors this type of job redesign because it can cut cost on the employees.
In our daily life, there are natural job redesign components applied in the industry. For example, when a professor teaching different level of classes, graduate and undergraduate, rather teaching one level of courses, it is a natural component of job enlargement.
At last, it also depends on the quality of the employees. Employees have different need. We can not treat them all alike. In an organization, manager needs to take the time necessary to understand what’s important to each employee. Also, as the book stated, “design jobs to align with individual needs, and therefore, maximize the motivation potential in jobs”

Return to