Guide To People Management: Definition, Tips and Skills

Running head: MANAGING AND DEVELOPING PEOPLE AND ORGANIZATIONS
MANAGING AND DEVELOPING PEOPLE AND ORGANIZATIONS
Name of the Student
Name of the University
Author Note

MANAGING AND DEVELOPING PEOPLE AND ORGANIZATIONS1
Table of Contents
Introduction: The management problem.........................................................................................2
The Research Question....................................................................................................................2
The Research Evidence....................................................................................................................3
The Stakeholders.............................................................................................................................4
The Organizational evidence...........................................................................................................6
Recommendations............................................................................................................................7
Leadership lessons...........................................................................................................................8
References........................................................................................................................................9

MANAGING AND DEVELOPING PEOPLE AND ORGANIZATIONS2
Introduction: The management problem
Managing people becomes central to the productive functioning of any organisation. The
report is focused on a people management problem that presently affects the Saudi Electricity
Company. The organization is facing issues pertaining to Job Role Design and role allocation to
the employees. Job role design is a significant challenge that affects various organizations.
Allocation of proper job roles to employees is not always done in an effective manner across the
corporate sectors. Hence, the report is focused on understanding this problem and find possible
solutions. The company in focus for the report is Saudi Electricity Company (SEC). It is an
electric energy company based in Saudi Arabia. The Saudi Electric Company operates 45 power
generation plants in Saudi Arabia. According to Forbes, it is the 5th largest company in the
country. It has annual sales worth 17.1 billion US Dollars. The company was established in the
year 2000 by the Council of Ministers of the Country. In the power transmission, generation and
distribution sector of Saudi Arabia, the Saudi Electricity Company enjoys monopoly. More than
80% of the company is owned by the government. It is currently engaged in the first solar power
generation project in Saudi Arabia. The company has total assets worth more than 307 billion
Saudi Riyal. The net income of SEC is 3.6 billion SR.
Job Design refers to the integration of job responsibilities among the employees engaged
in the various departments of any organization. Job design is important in the context of
organizational behaviour. The alignment of important roles to employees based on their areas of
expertise creates positive value concerning organizational behaviour amongst them. Job role
design requires the effective allocation of the right jobs to the right persons. However, like many
other organizations this is a significant people management-oriented problem that exists within
the Saudi Electricity Company (SEC). The departmental functions are not properly defined in the
SEC. This leads to confusion at times concerning the actual job roles that are to be managed by
the people involved in various designations. The company has also expanded in recent years with
the formation of a solar power station and the subsidiary transmission company, National Grid
SA. The lack of proper job alignment is rooted in the old job role allocation system that is
followed in the company. There have not been significant changes in the job role design and
allocation process for a long time despite various changes taking place in the organization.
The Research Question
The management problem that is being faced by the organization is significant in view of
the challenges it can create for the productivity of the company. The improper allocation of roles
within the organization can result in important job functionalities being assigned to people with
lack of skills concerning the specific role. Subsequently, this can lead to sharp drops in
productivity in the organization. Improper job design can lead to improper utilization of
resources. It can be a huge challenge for the growth and developmental prospects of the
organization. The organization would not be able to realize its optimal performance potential as a
result of the job role allocation issues. Additionally, the improper allocation of job roles can lead
to workplace conflicts. While forming the research question, it is important to understand the
implications that the identified problem can have for the SEC. Despite being a monopoly
business the SEC needs to judiciously consider Job role design.
SEC has the aim of increasing its power generation capability to 91 Gigawatts from 60
Gigawatts in 2020. This would require the organization to allocate job roles to individuals, teams
and departments more effectively. Currently, there are discrepancies in the job role allocation

MANAGING AND DEVELOPING PEOPLE AND ORGANIZATIONS3
process and the job responsibilities of various departments. A cause and effect oriented research
question has been formed for the report considering all the above mentioned factors.
The research question for the report is: can better job role design contribute to higher
levels of employee motivation, productivity and growth in the Saudi Electricity Company. The
question has been formed on the basis of its relevance concerning all the employees that work for
SEC and the organization as a whole. The question concerns more than a thousand employees of
SEC. The establishment of better job roles can help in realizing the optimal growth potential of
the organization. Effective utilization of job role designing can help in the better people
management in the organization. The research question is focused on bringing about positive
outcomes concerning the future of people management in the company.
The Research Evidence
The study needs to be based on strong research evidences. The foundation of the study
should be on the previous literatures that have provided the best possible findings concerning the
subject matter. The search process became extremely important as proper information was
required from the best possible sources. Some of the most important aspects that were considered
for the search process were effectiveness, mechanism, context, safety, acceptability, prevalence
and appropriateness. These aspects also determined the guidelines for the selection of the best
qualitative sources. As part of the research process, it became important that proper keywords
were used to search the internet. This was done in order to get the best possible sources for
undertaking the research. Much of the search process was undertaken through the internet. This
was helpful in getting access to various previous pieces of literatures that were helpful in
determining the effectiveness of the research process. Some of the important works that were
found and used for research and analysis are appraised concerning their significance for the
research.
One of the important work that was used for the research was of Zhang and Venkatesh
(2017). The evidence that was there to support the research was the utilization of the knowledge
management system (KMS) in determining the job roles of employees. The findings suggest that
peer intervention is very effective in determining the job roles of employees. The utilization of
better knowledge management techniques can help to improve job role design. The research
evidence that is found from the article helped to better analyse the management processes. The
article by Parker, Morgeson and Johns (2017) considers the perspective of the big picture
concerning work design research. Some of the most important elements related to work design
are explored through this study. Five important aspects that were much importantly derived from
the study are sociotechnical systems, job characteristics model, autonomous work groups, model
of job demands-control, job-demands resources and role theory. Moreover the study provides
important information concerning the psychological aspects that are related to the job roles. The
consultation of this paper has enabled the deeper analysis of the subject matter. The study has
made effective utilization of another important work by Peiró et al. (2020). The journal examines
the effect of work characteristics on job performance. The journal further evaluates the mediating
role of the work-design and performance relationships concerning job performance. The work is
very important for the study. It has greatly contributed towards the development of better
understanding in regards to job role design and the vital factors that determine employee
performances.