Human Resource Management: Critical Thinking Paper

Running head: CRITICAL THINKING PAPER
Human Resource Management: Critical Thinking Paper
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1CRITICAL THINKING PAPER
1.
Obtain the job description for your current or most recent job (prepare one yourself if one
does not exist). Redo this description by using the job characteristics framework presented
in Exhibit 6.2. Design a job that would be more interesting, challenging, and enjoyable for
you.
The last company I worked with I was being hired as the call sales executive. It was an
entry-level job for me. While I joined this company, I did not have any idea of company's do's
and don’ts because the company had no handbook. I was into the training that lasted only for
three days. The only concern for the company was that I am continually focused on making a
sale every day. The pressure of making sales and the attrition rate in the company did affect my
morale to work. The experience did help me realize that I won’t ever work with a small business
as there are fewer opportunities but more work pressure.
2.
What are the critical factors to consider in the design of work systems? What particular
role does technology play in the design of work systems?
To me, the most critical design of work systems is a work-life balance. Employees, in
particular, the millennials have their inseparable attachment with the term. They are attracted
towards a good salary package; however, find this difficult to sustain with it if the job offers an
average work-life balance system (Haeger & Lingham, 2014). Technology is constantly evolving
as the way to earn the market competency. However, it must be appropriately integrated with the
management strategies to make it feasible with the company (Voudouris et al., 2012).

2CRITICAL THINKING PAPER
3.
Compare and contrast job enlargement, rotation, and enrichment. How are they similar to
and different from each other?
Quality and quantity define the difference between job enrichment and job enlargement.
Job enrichment exhibits a more vertical expansion whereas job enlargement has the horizontal.
Job enrichment is related to promotions whereas job enlargement is with putting extra work
pressure on existing employees especially during the economic downturn (Parker, 2014).
Job rotation is about shuffling tasks between workers. It may be required in case when
the resource is less or else. It requires an extensive training for workers to help them be
acquainted with the new work (Parker, 2014).
4.
What barriers to change exist in most organizations, and how can they be overcome?
Most organization circulate enough notification on change while there are many others
who do not. Such companies are susceptible to face a lot of pushback from employees. It is due
to many reasons such as job stability.
With planning and communication, the barrier can be mitigated. By being in regular
communication and keeping employees in the loop of the change, such things could be
controlled. It is important to keep their morale high throughout the change process (Kuipers et
al., 2014).
5.
Describe a successful and unsuccessful attempt at job redesign that you have experienced