Human Resource Management: Job Design, Satisfaction, and Performance

This essay provides a comprehensive overview of human resource management, focusing specifically on job design and its impact on employee performance and satisfaction, particularly within the Australian context. The essay begins by defining job design and its significance, highlighting the organizational, environmental, and behavioral factors that influence it. It then delves into the causes of poor job design and job dissatisfaction among Australian employees, including issues like underpayment, limited career growth, lack of interest, poor management, inadequate resources, lack of transparency, perceived discrimination, and lack of role clarity. The essay further explores the benefits of effective job design, such as improved organizational structure, enhanced HR planning, and increased employee motivation and efficiency. It also discusses various techniques and methods for achieving optimal job design, including classical, behavioral, and situational approaches. Finally, the essay examines how human resource management can enhance employee morale and job satisfaction through techniques such as setting clear expectations, training managers, using SMART goals, providing timely feedback, and focusing on employee morale, ultimately emphasizing the critical role of HRM in organizational success. The essay concludes by suggesting steps to improve job design and create a positive working environment, emphasizing the importance of rewards, recognition, and employee-centric practices to boost productivity and retention.

Running head: Human resource management
Human resource management

Human resource management
The essay presents a brief overview of the poor job design of Australia and it also
explains the causes of dissatisfaction of Australian. It evaluates and measures the reason of poor
job design. It describes how the poor job design affects the employees’ performance and
efficiency. It tells the benefits of proper and adequate job design in an organization. It also
explains the techniques and methods to improve and manage the performance of employees. It
explains that how the companies enhance the morale and job satisfaction of Australian.
Job design is the core task of the human resource management and it is related to the
requirements of the methods, contents, and relationship of employment in order to satisfy
organizational and technological requirements with personal and social requirements of the job.
Job design fixes the responsibilities and duties of the job. Therefore, job design affects the
behavior and attitudes of employees. Job design also provides information about the qualification
needed for doing the work. If the job is designed efficiently, then highly competent managers
will join the association. Job design plays a significant role in an organization to achieve the
organizational goals and objectives. The efficient job design improves the profitability and
productivity of the company (Cascio, 2015).The various factors affect the job designs, which are
discussed below.
Organizational factors: Culture, work nature, Ergonomics, workflow are the organizational
factors which influence the job design. The company should focus on the organizational factors.
Environmental factors: Environmental factors also affect the job design and performance of the
employees. These factors include the external factors as well as internal factors of the company.
Internal factors include the employee skills and abilities and external factors include the socio-
cultural and economic factors (Moran, Abramson, &Moran, 2014).
Behavioral factors: Behavioral factors include the various elements like diversity, feedback,
autonomy and skills, and abilities of employees. These factors also affect the performance of the
employees.
The poor job design affects the performance of Australian employees. Many Australians
workers feel dissatisfied with their jobs due to poor job design. Sometimes employees get
disappointed due to poor job satisfaction and they leave the job and they start to search the good
opportunities in other industries.
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Heavy workloads and stress: Heavy workloads also reflect the quality and performance of the
organization. However, if the jobs are designed badly, then it will become the reason of high
employee turnover, absenteeism, conflicts and other Australians employees’ problems. Some
other factors also influence the job design like proper scope of job, full-time challenges of the
job, organizational requirement, managerial skills, organizational structure, individual likes and
dislikes, technology and control system.
Key reasons of poor job design and job dissatisfaction are discussed below.
Underpaid: Underpaid is one of the primary reasons of Australian job dissatisfaction. Mainly,
Australian companies do not pay good wages to employees therefore, employees feel dissatisfied
with their jobs.
Limited career growth and advancement: This also influences the performance of Australians
workers and limited career growth and advancement does not provide satisfaction to employees.
Poor job design affects the productivity and efficiency of Australians.
Lack of interest: A lack of interest is another reason in the workplace therefore, employees feel
dissatisfy and unhappy in Australia. Workers want to perform duties and responsibilities which
are challenging and engaging. Sometimes companies assign monotonous and repetitive work to
employees then they get boredom from such work. It also influences the efficiency of employees.
Poor management: The management plays a significant role in an organization. The top
management is responsible for planning, organizing, controlling of an organization and it is also
responsible for motivating the workers. Due to poor management, employees do not perform
duties and responsibilities effectively. It influences the productivity and performance of
employees adversely. Managers with poor leadership and management skills also affect the
performance of workers (Abdelhak, Grostick &Hanken, 2014).
Inadequate resources: In Australia, workers do not get the proper resources and facilities for
doing the jobs. Thus, it becomes the main cause of job dissatisfaction of Australians employees.
The pathetic working environment of the company also affects the job performance of the
employees.
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Human resource management
Lack of transparency: Lack of transparency increases rumors in the organization and it also
becomes the main reason of dissatisfaction of Australians workers. It also demotivates and
demoralizes the employees.
Perceived discrimination: Employees discrimination also influences the efficiency of employees
and it is the other cause of poor job design. It also increases the conflicts and grievances among
the workers (Rao, 2014).
Lack of role clarity: It happens, when incompatible and mismatch roles and responsibilities are
assigned to two different workers at the same time. This lack of clarity in Australians creates
tension and conflicts between the workers. It also influences the performance of Australians
workers. After the various researches, it has been analyzed that office gossip also affects the
performance of employees. It also influences the growth of the organization and it is the reason
of poor job design in the organization.
Poor leadership from the top management: A manager motivates the employees for doing work
but sometimes managers do not provide the motivation to employees. The aggressive and
arrogant behavior of managers also affects the performance of Australian.
After the various researches, it has been observed that all these causes affect the
performance and efficiency of Australians so it should be controlled by the organization. The
excellent job design plays a significant role in an organization. The effective job design provides
information for designing the organizational framework and structure. Therefore, it helps to
prepare the organizational structure of the company. It also helps in HR planning, human
resource acquisition, and development. It also finds out the number of jobs available in the
company. An effective job design not only determines the jobs but it also estimates the minimum
skills, qualification, and experience needed to various kinds of jobs. The excellent job design
also plays a vital role in human resource acquisition and selection process. It also helps to search
right person at the right work in the company (Paillé, Chen, Boiral &Jin, 2014).
Perfect job design reduces the risk of selecting the wrong employees to the job in an
organization. It helps to encourage the motivation and efficiency of employees for doing the task.
Thus, motivated workers commit for their best productivity, performance, and efficiency at
maximum level. Proper job design also provides job satisfaction to employees and it also
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enhances the morale of the employees (Rothwell, Hohne & King, 2012). It also ensures the
success of the company. It helps to reduce the conflict and grievances of employees within the
organization. The perfect job design also improves the quality of work and it also provides
support to maintain a pleasant relationship between management and employees. Positive
changes in job design also provide help to change the belief, faith, and attitude of employees to
make them positive for the association benefits. Therefore, all these things help to improve and
develop the quality of work life. Perfect job design also helps in supervision and management
and it reduces the cost of supervision. It also helps to implement the changing environment in the
organization. It provides support to the achievement of organizational goals and objectives
(Knowles, Holton III &Swanson, 2014).
Employment should be designed in such way that job specifications and requirements
should be balanced. It should not be under loaded as well as over loaded, therefore; it should
maintain the balance between authorities and responsibilities. The various techniques and
methods available for perfect job design in the company. Hence, some of the important methods
and techniques are discussed below.
Classical method/ approach: The classical method of job design is propounded by the F.W
Taylor. In this theory, F. W Taylor focused on the balance of the motion, work and time at work.
He designed the theory in such way that productivity and efficiency can be increased effectively.
The classical theory uses three methods to perfect job design in the organization. The methods of
classical approach are such as job rotation, work simplification and job enlargement (Knowles,
Holton III, &Swanson, 2014)
Behavioral approach/ method: Efficiency and effectiveness depend on the behavior of employees
towards the job. Employment should be enough to motivate the employees. The behavioral
technique of job design includes some behavioral aspects of workers like task identity, variety,
autonomy, feedback mechanism, and task significance. The behavioral approach includes the
following method such as job enrichment, autonomous team; modify work schedule method and
job characteristics method (Jackson, Schuler, & Jiang, 2014).
Situational theory: The Situational theory is different from the behavior and classical theories.
This theory deals with situation and condition of the company.
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Human resource management plays an integral role to provide satisfaction to the
employees. In today’s world, Australian companies are facing emerging challenges in the form
of attainment, maintaining, balancing and optimization of human personnel in the organization.
They are responsible to solve the problems and consequences of the employees. The human
resource management should collect the information about the employees related to their job
satisfaction. HR managers should appoint a person who can handle the dispute and conflicts of
employees at the workplace. Human resource department should provide the excellent and
favorable working environment to employees for doing work. HRM maintains a link between
employer and employees (Richey & Klein, 2014). Therefore, it should focus on the morale and
job satisfaction of employees. The HRM should maintain the good managerial relation with the
employees. It will provide motivation to employees. It should provide the fair and adequate
remuneration and compensation to workers to competent employees. It will enhance the working
capacity of employees. Now it is assumed that HRM plays a significant role in the company
success and it will also provide job satisfaction to Australians employees. An Australian
company cannot survive its business without human resource management so HRM is essential
in every organization. It also reduces the absenteeism, employee’s turnover and job stress of
Australians workers. HRM maintains discipline in the organization for doing work (Finn, 2011).
Human resource management uses various techniques to improve and manage the
employees’ performance. They are discussed below.
 Set clear expectations: It is the important technique to improve and manage the
employees’ performance. HR managers should continue manage and set the expectations
of Australians.
 Train managers: Train managers provide training to new and underperforming
employees. In this way, they help to improve the efficiency and performance of the
employees (Ehnert, Harry & Zink, 2013).
 Use SMART goals: SMART goals stands for specific, measurable, achievable, realistic,
and time bound. Therefore, it encourages the people to achieve the goals and objectives.
 Give timely and frequent feedback: Feedback plays a significant role to evaluate and
measure the employees’ performance. If the employee is doing good work then senior
managers give positive feedback of the employee. If the employee is not doing work
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effectively then it can affect the performance of employee. So the human resource
management should take timely feedback of the employees (Berman, Bowman, West,
Van Wart, 2012).
 Focus on morale: It is the integral technique to improve and manage the performance of
Australians employees. Human resource management should focus on the morale and
self-esteem of Australians (Marler & Parry, 2016)
Human resource management can take various steps to improve the poor job design and
provide job satisfaction to employees at the workplace. The various steps are discussed below.
Provide a positive working environment: HR managers should provide the positive working
environment to employees for providing satisfaction to employees. Therefore, it is one of the
important factors to improve the poor job design. In addition, the company should provide some
extra services to employees like childcare information, employee discount program, check
cashing and money order. Thus, it will encourage the motivation of employees and it will also
increase the productivity of the company (Card & Krueger, 2015).
Reward and recognition: Reward and recognition is a powerful tool to build morale and
motivation of the employees. HR managers should provide the reward and recognition to
competent and potential workers. In this way, the company can create a good working
environment in the organization (Wright, Guest & Paauwe, 2015)
Develop workers skills and potential: The Company can develop the worker's skills and potential
through training and development programs. Training and learning programs make employees
more innovative and productive for doing work in the organization. Training and development
programs play a vital role in an organization to improve the poor job design. Well trained
employees are more capable to perform their task effectively. Well trained employees do not
need more supervision, they can perform the task individually also. It will help to build a good
relationship between management and employees (Saleem, 2015).
Measure and evaluate the job satisfaction: It is the never ending process, thus the main objective
of the evaluation is to analyze and measure the progress and it also improves the performance of
employees. It also helps to evaluate and measure the attitudes, motivation, and morale of the
employees.
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Human resource management
Encourage teamwork: HR managers should encourage team work and maintain cooperation
among Australians to improve the poor job design in the organization. Teamwork is the biggest
motivators to encourage the employees for doing work. In teamwork, people work together and
they share their ideas and thoughts. Therefore, it provides benefits to new employees because
they learn many things from their seniors (Guest, Paauwe & Wright, 2012).
Be transparent: Lack of transparency is the important cause of poor job design so HR managers
should maintain the transparency in the organization. Transparency is one of the effective ways
to encourage the employees for doing work and it builds trust among Australian employees
(Kaufman, 2015)
Provide adequate resources: Human resource department should provide the proper and adequate
resource to the employee. In Australia, many companies do not provide the basic facilities to
employees, therefore, it affects the performance of Australian. In this way, HR managers can
improve the poor job design in the Australia (Rummler & Brache, 2012).
Communicate effectively: Communication is the important key to improve the poor job design
and provide satisfaction to employees. It will improve the productivity and efficiency of
employees for doing the job (Van Tiem, Moseley & Dessinger, 2012).
Job satisfaction of employees provides various benefits to the company as well as
employees also. After the many research, it has been studied that job satisfaction improves the
communication in the organization. It also improves the attitudes and values of Australians
employees. Proper job design and job satisfaction also help to find out the causes of indirect
productivity problems. It will improve the poor quality of work and it also improves the
effectiveness of organization (Bratton & Gold, 2012). Through job satisfaction of employees, the
company can attain the organizational goals and objectives. Further, job satisfaction also
maintains coordination and cooperation between employers and employees. Production and
productivity of the association depend on the job satisfaction of employees. Performance
appraisal is also an important key factor to evaluate the job performance of employees. It also
enhances the morale and satisfaction level of Australians workers (Zairi, 2012). If the employees
satisfy with their jobs then they give innovative ideas and thoughts to achieve the organizational
goals and objectives. There are several HR practices also play a significant role to improve the
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performance of Australians. The various HR practices include placement practice, compensation
practice, training practice, human resource planning, motivational forces, promotion practices,
performance appraisal system, compensation system and recruitment and selection practices. All
these HR practices can provide the job satisfaction to employees (Banfield & Kay, 2012).
Now it is concluded that proper job design plays a significant role in every organization.
In Australia, many employees have dissatisfied the poor quality of work and inadequate job
design. Therefore, HR managers must promote the productivity and efficiency of Australians
employees. HR managers play important role in the company because they maintain a link
between managers and employees (Marchington, Wilkinson, Donnelly & Kynighou, 2016).
Human resource management implements various rules, policies, and strategies in the company.
They play a major role in organizational success and progress. Thus, without human resource
management, an organization cannot survive its business for a long time period. The Australian
companies should make proper and adequate job design for the employees and they should
provide job satisfaction to employees. A proper job design helps to improve and manage the
performance of Australian employees. It also helps to achieve organizational goals and
objectives. Every organization should use the effective job design policies and method.
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