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Employee
encourage and explain the benefits of the job design. With the job design
the worker get varieties of skills, the worker has ranges of skills to
performs different jobs, the more satisfying the job is to be. Worker can
easily identify the task and examine how to perform the job what things
require to complete the task. and some are as well motivator point for a
worker.
Research Problem:
the data available. For example, situation where the researcher conducted
interviews in group, and they really don't know whether or not the
interviewer telling a truth or not.
The information that might get by
researcher may not be meet the needs of researcher, even if they get the
information may not be adequate and even it may not be cover the need
of the researcher's. Those information got by researchers it might be
outdated, and this information is too old to be used. And even if the
researchers found out the information related to their need for their
research topic , it may not be comparable due to different use of unit
measurement and different collection of the timing.
Justification
The most important aspect of job design are job
enrichment and job enragement
to motivates the employee to evaluate
and give better their performance. The above mentioned Enrichment and
enlargement basically represents that why it is importance and what are
their implications. Job Enrichment and enlargement directed towards
increase in the productivity of the organization and employees
performance and motivation. That has been shown with the job
enlargement and job enrichment can be made more interesting and by
reducing the level of boredom. Which it turns to motivate employees by
giving their more devotion what they can do. Job enrichment give the
employee chance to think out of the box, thus motivating them towards
the better performance. Job design also refers to the environment within
which the job is to be performed, it also give the good working conditions
through which one employee having good relationship with other
employee and it is positive related to the motivation and performance of
the employee.
Job rotation is the other technique of the job design in
which the employee gain the different experiences and scenario with a
wider range of skills to improve job satisfaction.
In job rotation the
employee moved with planned manner to get variety of skills. Many
employee thought that with the job rotation one increase the knowledge
of an organization and help others to be more competitive.
Research Gap
The
researchers
search
about
motivation of the employee how they get? they present different ways
how they get some says about the technique of job design rotating them
job enlargement job enrichment and so on, this thing will give them
motivation. some presents different ways. but I also support the technique
of the job design because in this way the employee or worker get the skills
, get variety of skills through this worker get responsibilities and they get
to know in which situation what needs to do, they get control and enhance
their other skills . As the (Frederick Herzberg) suggests "viewed job
enrichment as a vertical job loading it also includes task formerly
Audience;
In
the
topic of job design the audience will be the employee whom to be
motivated , the employer who having such types of employee which they
wanted to motivate, those who are directly affected with the job design
process. And the other department or organization where the employee to
be send at the time of job rotation. Where ever the job design affects
directly or indirectly will be the audience.
References;
Molinsky, A., & Margolis, J.
(2005). Necessary evils and interpersonal sensitivity in organizations.
Academy of Management Review
Morgeson, F. P., Dierdorff, E. C., & Hmurovic, J. L. (2010). Work
design in situ: Understanding the role of occupational and organizational
context. Journal of Organizational Behavior, 31, 351360. DOI:
10.1002/job.642 Morgeson, F. P., & Humphrey, S. E. (2006). The Work
Design Questionnaire (WDQ): Developing and validating a comprehensive
measure for assessing job design and the nature of work. Journal of
Applied Psychology.
" methods, satisfaction of content and relationships of job in
order to satisfying organizational and technological requirements as well
as social and personal requirements of the job holder" (Buchanan,1979).
https://selfdeterminationtheory.org/SDT/documents/2007_Grant_AMR.pdf
https://en.wikipedia.org/wiki/Job_design
http://world.edu/wpcontent/uploads/2013/04/1319789168_Hackman-Oldham-1976.pdf
Linder,
J.R.
(1998). Understanding Employee Motivation. Journal of Extension,
36, 3.
Sunil, R. (2004). A Review of Employee Motivation Theories and their
Implications for Employee Retention within Organizations. Journal of
American
academy of Business 5, 52-63
(Frederick Herzberg) suggests "viewed job enrichment as a
vertical job loading it also includes task formerly performed someone at
higher level where planning and control are involved"
Effron, M., Gandossy, R., &
Goldsmith, M (2003). Human Resources in the 21st