Job Design: Benefits for Employers and Employees

This essay explores the concept of job design and its impact on both employers and employees. It examines various methods of job design, including job rotation, job enlargement, and job simplification, and analyzes their benefits for both parties. The essay argues that job design is a crucial tool for organizations to enhance employee performance, productivity, and job satisfaction, ultimately contributing to the achievement of organizational goals.

Management Principles
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Table of Contents
Introduction......................................................................................................................................3
Essay................................................................................................................................................4
Conclusion.......................................................................................................................................9
Reference:......................................................................................................................................10
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Introduction
Employees or the workers of the business play a significant in the business environment. This is
the essential resource for the company as due to which goals and objective of the organisation
are achieved. It is the obligation of the management of the company to make sure that
appropriate and adequate working environment is provided to the employees or the workforce of
the organisation and to make sure about their safety and satisfaction as it is their performance
and skills due to which organisational goals are accomplished. It is necessary for the growth and
development of the organisation that the workforce or the employees are satisfied with their jobs.
This gives rise to the various methods which are adopted by the principles or the management of
the company i.e. Job Design. This assignment is based on the significance of job designing and
its impact on the employers and employees.
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Essay
Job design only benefits employers through increased job performance; it has no benefits
for workers.
It is essential for the completion of a task or the assigned work effectively and efficiently that it
is assigned as per the skills, expertise, and specialisation of the workforce. In most of the
organisation, it has been seen that on the basis of skills set and qualifications, the employees are
categorised in different departments. It must be made sure by the management of the
organisation that such tasks are assigned to the specific department who have the qualification to
get the task done effectively and before the deadline. As the business sector all over the globe is
continuously changing, due to various factors i.e. change in trends, demands, etc (Bakker and
Demerouti, 2014). At the same time, the behavior and attitude of the employees are also
changing which is required to be taken into consideration by the management or the company for
meeting the expectations of the workforce. The main issue faced by the managers in recent times
is to find a way to organise the work that permits more flexibility and encourages employees
which ultimately results in job satisfaction. It is well established that encouraged employees’
works efficiently which improves or enhances the productivity and performance level which
shows that they are working with more enthusiasm, energy and are more loyal towards the
company whereas in case of demotivated employees, they are more likely to be absent from the
working effectively and with higher productivity and this increase the job dissatisfaction in them
which affects the operating activities or the functions of the company. It is because of their
performances and skills that the company is able to achieve its objectives or goals (GOV.UK,
2018). There is a significant method which is used or adopted by the companies for the creation
of various departments and for encouraging the employees or the workforce which directs them
towards company’s goal. This method is known as “Job Design”. This impression of job design
creates a new viewpoint to establish more favorable or suitable working environment which will
include encouraging the employees more so that their performance can be enhanced and
company can accomplish its goals.
Job Design means the method to categorising the task, responsibilities, duties, relationships, and
methods, etc. that is required or is necessary for the position at which employee is employed. It
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can also be said that designing of the job take into consideration all the factors of the tasks and
the interaction amongst the employees which ultimately results in satisfying the needs of the
employees as well as the organisation (Tutor2u, 2015). As the behavior of the employees and the
workforce in the business is changing, it is essential that the jobs and tasks must be consistent
with each other. The main of the job design is to organise the work in such a way that it reduces
the dullness of the task and the frustration of the employees the reason of which may be the
repetitive work. The task or the work must be arranged in such a way that the employees must
also learn some things while performing the work such as a new technique to perform the work,
or how to complete the work before the deadline, etc. There are various methods of job design
such as Job Simplification, Job Rotation, Job Enlargement, etc. While arranging the job, there
are certain things which are to be taken care of such as:
 It must clearly define the work or the task that is to be performed by an individual or the
employee of the company. It is essential that adequate time period is provided to the
employee for completion of the task.
 For the completion of the task successfully, the management of the company must make
a decision on the level of motivation or the encouragement that is to be provided to the
employees.
 The resources that are required for the performance of the task assigned must also be
decided.
 It must be made sure by the management of the company that the rewards attached to the
performance of the task are constant with the task as the main reason behind performing
the task is the rewards which will be provided to the employee. Remuneration provided
to the employees must include bonuses, incentives, and other benefits.
There are various debates on the job design and its impact on the employers and the employees. I
It must be noted that some says that it beneficial for the organisation as its goals are achieved by
the enhanced skills and performance of the employee whereas some says that it beneficial for
employees as they earn rewards in which are attached to the performance of the task assigned
which helps them to satisfy their social needs along with learning new ways of getting the task
done, learning new skill sets, etc. which enhances the professional career of such individual. This
shows that commitment level of the employees towards the organisation and its operations. In an
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organisation, most of the times, Job Designing is performed for managing and organising the
Human Resource of the company. Under this, the health and safety and the impact of the task on
the employees are also considered.
Taking into consideration, the benefits of job design to the organisation. There are different ways
of designing the job, one of which is job rotation. Under this method, the employees are shifted
from one job to another within a specified period of time. Moving the employees from one job to
different job helps the organisation to get different types of work done by a single employee. At
the time of lack of workforce, these employees are useful for the organisation as they have
developed knowledge and skills for performing most of the organisational task and achieving the
objectives of the company (Wagner III, and Hollenbeck, 2014). Another way of job designing is
Job Enlargement. This means that the organisation expands the responsibility and the duties of
the employees for performance of the task. This helps the organisation to make sure that whether
such individual is appropriate for the task assigned to him or not. It is beneficial for the
organisation for the future times as the management will have an idea that what kind of task can
be performed by which employee. The ultimate outcome of this is that the company will be able
to accomplish its goals before the time period or the deadline for the work. Moreover, it reduces
the absence of the employees from the place of employment which depicts the level of
commitment of the employees towards the company and this enhances the performance and the
productivity of the employees and helps in completing the task effectively. The job can also be
designed by Job Simplification. It means that dividing the job into smaller parts and assigning
each part to different workers. This means distributing a part of work to a different person so that
it can be completed on time. Such parts of the jobs are assigned according to the skills of the
employees, this ensures the effective performance of the task. The main aim of job simplification
is getting the task done by less skilled and trained employees so that it improves their
performance and they develop some new skills while performing.
From the discussion made above, it can be analysed that job designing is beneficial for the
organisation. This focuses on the designing the job in such a way that it is easily understandable
by job design, the goals and objectives of the organisations are easily achieved as job design
enhances the performance of the employees by directing and supervising them towards the
completion of the task (Certo, 2018). Moreover, this allows the organisation to rotate the
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individual from job to job for developing the skills for performing a variety of task i.e.
diversification of work. This allows the organisation to increase the responsibilities and the
duties of the employees to try whether such employee is able to handle the pressure of work or
not. Moreover, job design allows the organisation analysing the motivation level required for
getting the work done by the employees.
Now, the benefits of job designing of the employees will be considered. The workforce is the
most precious resource of the organisation as they are responsible for managing the operations
and performing the task which ultimately results in giving benefits to the organisation (Stanton,
et. al., 2017). It is understandable that the employees don’t only work for helping the
organisation to achieve its goals. The main of the employees are to satisfy their basic social
needs, get recognition in the organisation, earn money and appropriate development of the
professional careers and the skills required under it. In other words, it can be said that most
important of all these, the job or the position on which the employee is employed must provide
satisfaction to the employees. If it doesn’t provide any job satisfaction, then the company will
not be able to retain the employees, most of the times. By designing of the job, there are various
benefits for the employees working in an organisation such as:
Enhancement of skills and knowledge: There certain which are required for the position on
which such employee is appointed or employed. Designing of the job helps to gain different
skills which make the performance of the task more effective (Tims and Bakker, 2014). Such as
in job rotation, employees get the experienced of doing various works which develop different
skills due to which the employees become diversified i.e. he is able to do different work in the
organisation.
Recognition in the organisation: As mentioned above, from job enlargement, the
responsibilities and duties of the employees are increased which may be based on the past
performance of the employee or for getting the employee ready for the future opportunities. Most
of the times, the responsibilities and duties of the employees are increased, when the
management company believes that such duties will easily be satisfied or performed by such
employee. This allows that employee getting recognition in the organisation.
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Job Satisfaction: It is the most significant factor which is considered under the job designing.
An employee is satisfied with the job only when he is able to satisfy his basic needs. It is ensured
while designing the job that the rewards attached to it meets the level of work and its
performance (Bratton and Gold, 2017). The repetitiveness of work also develops boredom and
outcome of which is dissatisfaction. This is solved through job rotation as under this different
works are assigned to the employees.
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Conclusion
From the discussion made above, it can be clearly seen that job designing is beneficial for both
the employees and the organisation. The main aim of job designing is direct the efforts and
performance of the employees towards achieving the organisational goals and objectives. There
are different methods of designing the job so that the work or the tasks can be assigned to the
best suitable employees with required skills and knowledge. Under this, the attitude and behavior
of the employees are also considered as only then the encouragement strategies will be made. At
the same time, job designing is beneficial for the employees of the organisation as through job
design, various skills and knowledge is developed into the employees which helps the employee
in enhancing his professional career. Moreover, it also saves the employees from the dullness of
repetitiveness of the work.
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Reference:
 Bakker, A.B. and Demerouti, E., 2014. Job demands–resources theory. Wellbeing.
 Bratton, J. and Gold, J., 2017. Human resource management: theory and practice.
Palgrave.
 Certo, S.C., 2018. Supervision: Concepts and skill-building. McGraw-Hill Education.
 GOV.UK, 2018. Organisation and job design. Available at:
https://www.digitalmarketplace.service.gov.uk/g-cloud/services/140802239687964.
[Accessed: 05.05.2018]
 Stanton, N.A., Salmon, P.M., Rafferty, L.A., Walker, G.H., Baber, C. and Jenkins, D.P.,
2017. Human factors methods: a practical guide for engineering and design. CRC Press.
 Tims, M. and Bakker, A., 2014. Job design and employee engagement. Employee
engagement in theory and practice, pp.131-148.
 Tutor2u, 2015. Job Design. Available at: https://www.tutor2u.net/business/reference/job-
design. [Accessed: 05.05.2018]
 Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing
competitive advantage. Routledge. Cascio, W., 2018. Managing human resources.
McGraw-Hill Education.
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