Kent Institute Australia: MGTP102 - Job Design Argumentative Essay

This argumentative essay delves into the multifaceted aspects of job design, a critical element within management principles. The essay examines the concept of job design, which involves the arrangement and rearrangement of work processes, and its relationship to job analysis. It presents a detailed discussion of both the advantages and disadvantages of job design, focusing on its impact on organizational structure, employee motivation, and labor relations. The essay argues that while job design can lead to improved organizational design, employee motivation, and enhanced communication, it can also create issues related to increased pressure, lack of training, and potential conflicts. The essay concludes by highlighting the complexities of job design and its implications for both employers and employees, emphasizing that the ultimate goal of job design might be to benefit the employer more than the employee.

Running head: MANAGEMENT
Management Principles
Name of the student
Name of the university
Author Note:

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Introduction
The huge global competition in the market and the change in the social and the
physiographical trends have been one of the important considerations for the different kinds
of the business organizations (Bruseberg & Shepherd 2017). Apart from this, the changes in
the global technology and the acceptance of new and innovative technologies has been key to
the success of the organizational forces in the globe. The changes in these trends have been
important for the business to ensure success and follow the right path to success. The
organizations in the global market are slowly moving away from the traditional human
workforce and have been shifting towards the modern and technologically advanced
workforce that are able to meet up to the new challenges of the market. This is the time where
the term Job Design emerges.
According to, Bruseberg & Shepherd (2017) the term Job Design refers to the work
arrangement or work rearrangement process. The process of the job description involves the
likes of the organizational elements that includes the increase in the productivity of the
company. Though there have been a large number of different benefits of the following
process, there are contrasting examples that show that the job design basically is meant for
the benefits of the employers and it does not helps in any other benefits for the organization.
There are both supportive and contrasting elements that define the following topic. The
following essay is thus an argumentative essay that deals with the discussion of the following
topic in a constructive manner.
Discussion
Job Design is just the step that is carried after the step of Job Analysis. The job design
process is aimed at outlining the different important areas of the task and also ensure the
duties, responsibilities and aims of the people in a strong manner. Job design generally

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involves the likes of integrating tasks that needs to be carried out by the management of the
organization in a structured manner. According to, Daniels et al. (2017) the involvement of
the integrating responsibilities of the job and the contents of the same are important for the
success of the business in the most essential manner. There are a number of different kinds of
issues that are looked after by the implementation of the job design process. Some of them
includes the checking of too much pressure in work, checking the work upon load, to ensure
the absence of repetitive tasks and also clear the work process in a daily manner. These
processes generally helps the employees to relieve extra pressure from themselves. However,
there are major flaws in the system that mitigates the chances for the benefits of the
employees. Different researchers argue that the employers are the ones who are able to
benefit in a successful manner while the employees are the one who generally fails to receive
the benefits from the total process. The different problems generally leads to different
problems that tends to limit the success of the job design process. The supportive and
contrasting elements of the job design process forms a subject of interesting argument.
The implementation of the job design process helps the management of the business
to create an organizational design which is important for building an organizational structure.
The structure is determined by the job design process. The job design process also helps to
select the best employee and helps to motivate and commit them towards performing in a
better and efficient manner (Romiszowski, 2016). The motivation and commitment of the
employees towards the business organization is a result of the success of the management in a
structured and engaged manner. The better the commitment, the better will be the success of
the communication channel. The changes in the labour relation process and the
environmental adaption are the other two major advantages of the job design process. These
advantages provide a much needed advantage to both the employees and the employers as
both of them are able to gain significant inputs from such a development process. The

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management of the organizations generally gain a strong job design through the
implementation of a number of different processes. This processes also includes the likes of
the employee input and training process where the employees goes through a training regime
where they are taught about the process of the job design. According to, Romiszowski (2016)
the process of the job design thus involves the employees and helps them to gain an easy
adjustment in the workplace after the necessary changes are done. The presentation of the
proper process helps in the reduction of dissatisfaction, and the enhancement of motivation.
Job Design is a systematic and chain process that helps to gather the job related tasks
and helps the employees to perform and carry on their tasks in a successful manner.
However, as said earlier, the presence of a number of different issues have been quite
problematic for the organizations to implement the job design process. The presence of job
enrichment are highly argued by the researchers to be disadvantageous for the organization.
A large number of different disadvantages tends to create serious problem for the employees.
First of all the increase in the pressure of the tasks provides a tough time for the employees to
adjust the tasks in a plain and intriguing manner. The more the pressure, the more will be the
chances of the employers to earn profits. On the other hand, the study of Noe et al. (2017)
shows that the increase in pressure utilizes the employee strength in a negative manner. The
re-prioritization of the tasks and time leads to serious problems as the employees finds it
quite difficult to manage the time and space for completing the tasks. On the other hand, the
absence of proper training is another major drawback for the employees as here also the
employers try to steal away all the benefits. The time when the employees are provided
greater depth of tasks, the skill and capability might not be present in them to take up such
challenges. However, this challenges can be taken up through the presence of a strong
training regime. The absence of the training process also does not help the cause of the
employees, as because they risk of getting out of the process of success.

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Apart from the above mentioned components, the employees also fear to be involved
in different kinds of the conflicts with the non-participants. There are people in the system
who are capable and successful enough to face any complex modern challenges in the
company. The presence of the modern challenges thus needs each and every member of the
organization to stay super active. On the other hand, the study of Greenbaum (2017) has
shown that the choice of some person against another able and capable person leads to the
creation of unnecessary dispute that can continue for a larger period of time. The better the
management of the business, the better the success of the organization. The conflicts with the
non-selected employees however, can be said to be quite justified as because it is not possible
for the management of the organization to select all the people capable of any tasks. The
management provides chances to each and every capable people at one time or the other.
Therefore the process of not selecting people for tasks is said to be quite controversial in
nature. Apart from this the other major disadvantage of the job design process is that it does
not ensure the proper performance of the business organization. This is because, too much
pressure and the presence of different other issues forces them to work in a restricted manner.
The poor performance of the employees on the other hand can risk them of losing their jobs
which can be problematic for the business organization. This kinds of the problems leads to
different types of the issues that can ultimately slow the production of the organization.
Conclusion
The essay has presented a clear and transparent understanding of the advantages and
the disadvantages of the job design process practiced by the management of the business
organizations. The different kinds of the process of advantage and disadvantage has been
quite selective in nature. After the analysis of the essay it can be seen that there are different
problems that can lead to problems for the employees. The tremendous pressure being
provided to the employees ultimately does not help in the development of the employees as

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they seem to create havoc for the organization. Thus it can be said that the development of
the job does not always tend to help the employees, rather it is aimed to make profit for the
employer section.

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References
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