Leadership and Organizational Behavior: Job Re-Design Report

This report addresses the need for job redesign within a network operations role, highlighting the detrimental effects of a single individual handling all responsibilities. The current structure leads to employee burnout, reduced productivity, and potential system vulnerabilities. The proposed solution involves restructuring the role into a team-based approach, with a system administrator as the manager and four helpdesk representatives, along with an assistant administrator. This shift aims to distribute responsibilities, improve system reliability, and enhance employee work-life balance. The report emphasizes the importance of leadership in managing the team, including recruitment, training, and delegation. It also references the need for management training for the system administrator to effectively lead the new team. By implementing this redesign, the organization can mitigate downtime, improve employee satisfaction, and enhance overall operational efficiency.

Running Head: LEADERSHIP AND ORGANIZATIONAL BEHAVIOR 1
Job Re-Design
Margaret Normeshie
Professor Jim Duncan
Herzing University
9/22/17

LEADERSHIP AND ORGANIZATIONAL BEHAVIOR 2
A director of network operations will implement the leadership and vision to support a
company’s technologies that will serve the clients on a daily basis. The individual will be critical
to sustaining the organization’s system, operational, and secure while stimulating the changes
required for assimilation of innovative means and technology. The clients and the development
of the business will determine strategies that will dictate the way the enterprise will produce new
features, pivot quickly, and develop efficiently while operating within the relevant controls and
policies. The challenge is to enable the goals of the organization while guarding and
strengthening the team as well as providing services that will deliver superior system
performance and resiliency to maintain the organization’s growth objectives.
The candidate’s business acumen will be necessary to encompass the organization’s
strategic partnerships to deliver solutions and maintain ascendable growth while being highly
secure. You and your team will be responsible for engineering the next generation of equipment.
The candidate will be responsible for developing exceptionally expandable networks, data
centers, and should be committed to service. He or she has to be a creative thinker who is able to
solve problems in addition to efficiency in the IT policy, standards, processes, and compliance.
Their scope of vision will be indoctrinated in the experiences of other technology systems such
as project management and software development. Also, they will have to engage with the Office
of the CIO, CTO, Security Office, Internal Audit, IT colleagues, and business partners on a
consistent basis. He or she will have spent a majority of their career leading and managing
purposes to improve system availability, consistency, and increased operations efficiency with
the usage of technology in partnerships with other information technology support teams.
The job responsibilities are as follows:

LEADERSHIP AND ORGANIZATIONAL BEHAVIOR 3
 Take charge of the purposes and plans of the network communications system (8.5 hours
weekly)
 Overseeing the specifications and exact design of the network infrastructure (4 hours
weekly)
 Makes sure that there is clear detailed information for hardware, software selection,
implementation techniques for practical solutions to business needs
 Implementing technical leadership, monitoring, coaching, career development, and
feedback for performance management (5 hours weekly)
 Direct projects and relevant teams in the deployment of network solutions (4 hours
weekly)
 Troubleshoots network systems when needed and makes improvements to the network (6
hours weekly)
 Review and approve network security standards and monitoring (3 hours weekly)
 Oversee all contracted and outsourced services, such as telecom, voice, and video,
including hiring vendors (5 hours weekly)
 Ensure that proper network and communication hardware and software inventories are up
to date. Maintain all license and support contract documentation (6 hours weekly)
At my place of work, one person and not a team of people did this job. The employee
never complained, and he would regularly work long hours to get all of his responsibilities
finished. This can wind up irritating one person out, and they will become disgruntled and lower
their productivity (Schabner, 2012). He is on salary, and this makes it hard for his hours to track.
One person has to do the tasks of a team will wind up hurting the company as a whole. With one
IT person for that entire location, it will be difficult to keep every individual computer running

LEADERSHIP AND ORGANIZATIONAL BEHAVIOR 4
while making sure there are no difficulties on the network. When there were, a few computers
down, we would have to wait till he could get to them as our production times went down. This
job needs to be redesigned because of some employees and the quality of the network to our
organization.
This job needs to be done by a team of people because of the value of the system to the
organization. The system administrator can be the manager of the team, which will consist of
four helpdesk representatives that will take care of the daily activities and an assistant
administrator that will be a substitute for the director of network operations. This will help when
the director has to take a sick day or wants to go on vacation. Without this team, the director of
network operations has to do the entire job description himself, and it is impossible to do this in a
week. He is always behind the ball and can never catch up. The complete job description can be
shared between these individuals, and it will bring cause less downtime.
The redesigning of this job will limit employee burnout which is a general phenomenon,
but one that companies tend to handle as a talent management or personal concern rather than a
large organizational challenge (Garton, 2017). Consequently, it can cause many psychological
and physical problems, which can cost companies very expensively. The low productivity of the
one worker will be resolved because now he has a unit to support him. With a team, the director
of network operations will be in a managerial role and can transfer some the responsibilities
between his subordinate staff (Carmichael 2015). As such, there will be an exceptional benefit to
the organization and the workers. The organization will not have to deal with the down times,
and the employees will have a better work and life balance (Carmichael 2015).
The one problem will be the director of network operations having to believe the new
employees to delegate the work. He is used to working by himself, and he has never been in a

LEADERSHIP AND ORGANIZATIONAL BEHAVIOR 5
managerial position inside of the company. He will have to be in charge of the recruitment for
his team and ensuring that they are trained on the system operations of the enterprise. By hiring
and training the people, he will assess their strengths and limitations. As such, he can make
better decisions in assigning them obligations in the organization based on their specialty. The
company can also invest in his management training to make sure he is sufficiently qualified to
lead the team that he is assigned.

LEADERSHIP AND ORGANIZATIONAL BEHAVIOR 6
References
Carmichael, S. G. (08/2015). The Research Is Clear: Long Hours Backfire for People and for
Companies. Retrieved from https://hbr.org: https://hbr.org/2015/08/the-research-is-clear-
long-hours-backfire-for-people-and-for-companies
Garton, E. (04/2017). Employee Burnout Is a Problem with the Company, Not the Person.
Retrieved from https://hbr.org: https://hbr.org/2017/04/employee-burnout-is-a-problem-
with-the-company-not-the-person
SCHABNER, D. (2012). Americans: Overworked, Overstressed. Retrieved from
http://abcnews.go.com: http://abcnews.go.com/US/story?id=93604&page=1