Motivating Employees through Effective Job Design

Running Head: ORGANISATIONAL BEHAVIOUR 0
Organizational Behaviour
9/26/2018

ORGANISATIONAL BEHAVIOUR 1
The essay brings about the description of the concepts in the field of organisational
behaviour in business organisations. The topic in the essay states that elements essential for
organisational and employee performance are built up over time, leading to bigger success.
Motivation is the vital element in employee performance and productivity, and drives for
organisational success. It drives people towards contributing and showing commitment
towards organisational goals and objectives. The topic highlighted for the analysis is
“Motivating employees through effective Job design” (Albrecht et al., 2015).
Job design is the important or core function of human resource management in every
organisations. It is the responsibility of every manager to clearly define the job to be
performed by employees to satisfy their goals. The essay includes thesis/argument of the
topic, supported with a number of arguments from multiple perspectives. Thus, in the later
part, the reader gains an understanding about how managers can create effective job design,
to facilitate creation of motivational jobs (Parker, 2014).
Motivating employees through Job Description
The thesis statement of the essay focuses on the topic mentioned above “Motivating
employees through effective job design”; describes about the importance of the motivation
leading to creation of motivating jobs in an organisational context. Employee motivation
represents the level of energy and commitment that the workers or employees in an
organisation bring to attain organisational goals. In the terms of human resource
management, concern for employee motivation is found to be very important by the managers
of the organisation. Managers define employee motivation as factors, which induce
employees to achieve work-related tasks or goals. It includes two aspects of motivation, i.e.
extrinsic and intrinsic motivation (Van de Walle, Steijn & Jilke, 2015).
Intrinsic motivation leads to higher employee performance in the organisations.
Intrinsic motivation to employees explains about the internal factors of the organisation
(Breevaart et al., 2016). It represents the behaviour of the individual, influenced positively by
the internal rewards in the organisation. Intrinsic rewards or benefits to employees lead to
satisfaction amongst employees, as they feel motivated to work more when rewarded for
work. Intrinsic motivation acts as stimulator for employees, and they become more
committed towards their work. Extrinsic rewards motivate employees in financial terms,
whereas intrinsic motivation focuses on abstract terms. It includes aspects such as gaining

ORGANISATIONAL BEHAVIOUR 2
recognition, title, and appraisal/promotion, involvement in the decision-making process,
flexible working hours, effective work-design, positive feedback from managers, and other
related aspects (Menges et al., 2017).
An effective work-design or job design policy is the main factor highlighted through
this essay. Managers must focus on designing jobs encouraging their employees to create
motivating jobs. The way the function of job-design is performed, will influence the
performance, commitment towards organisation, absenteeism, and rate of turnover in the
longer term (Cummings & Worley, 2014).
Job design is a psychological theory of motivation, which states that a manager should
emphasize on systematic and purposeful allocation of tasks or jobs to the individuals in an
organisation. Manager defines about various jobs stating the purpose of job design, which
further leads to job analysis. Job analysis aims at determining and organising tasks, duties,
and responsibilities into a single unit of work in organisation. The process of job design, vary
with the nature of organisation and operations performed. The basic structure of job design is
similar to every organisation, as it includes certain elements and components which manager
in every organisation follows to achieve goals and objectives (Petrou, Demerouti &
Schaufeli, 2018).
Principles or the key factors, which managers must consider implementing effective
job, design in the organisation. These factors include variety, responsibility, autonomy, task
identity, feedback, employee involvement in decision-making, and working environment and
so on. Managers can help employees to create meaningful and motivating jobs in the
organisation by creating variety in their jobs as it improves the interest, challenge, and
commitment of the jobholder of the task. Repetitive tasks may create dissatisfaction, and
employees may lose interest in the job; variety means adding something more to the duty.
Responsibility is the major factor in every job, so it should be clearly defined by the
managers or job-providers. Appropriate description of jobs to the employees will help them
determine their responsibilities and accountabilities. It also helps them to understand
significance of their work and how work done by them accomplishes purpose of the
organisation. Responsibility is followed by factor of autonomy given to the employees to
regulate or control their own work in the organisation. Employees are at discretion within the
set parameters of performance. For an instance when a manager provides discretion at the
decision –making processes to determine the methods of working is one of the factors, which