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Business Research Methods

Job Design And


Motivation Introduction

Employee

Job design focused on the process of inputs


into outputs and consider the organisational and human factors that
impact of this transformation. Job design has different aspect
in
organization at different level. Job are designed in that way that
encourages specialization. Work design is divided into specific task, with
employee assigned to perform each tasks, while becoming skilled,
accurate and efficient.
The job design process has been
defined as " 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).
Employee motivation has a important art in the field of
management both as theoretically as well as practically. Motivation is seen
by manager as an integral part of the performance at all level, while the
organisational researchers see it as a fundamental building block model in
the development of the theories of effective management practice.
Whereas the researchers examined several articles where they have come
researching work motivation. So, this forum focus where they are going
so, Motivation can be through job design techniques. some of them are :
JOB ROTATION : in this the
manager or employee can be send from one department to another
department to perform specific task,. through this technique of job design
the worker get a chance to enhance the skills , improve the productivity of
the organization and increases the performance of the organization at
several level. This provides to worker multi-skills and provides new
opportunities and give a chance to judge his/her capabilities. Job rotation
is also provides to employee mobility and service at the different
organizational levels. While individual's experiences at different post and
responsibilities in an organization and he/she can evaluate his/her own
capability.
JOB ENLARGEMENT: It is
another technique to motivate the employees by giving them more control
on what they do. By providing them more responsibility and authority,
through which they may work with more efficient and effectively by
completing their task and increase the productivity of the organization.
How the employer determine
that how the employee can be motivated? What is motivation? Motivation
can be defined in different ways: one of them explain the definition that
motivation can be defined as inner force to drive the individual to
complete the personal and organizational goals. (linder,1998)
So job characteristics model may help to

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:

During the research about


the job design and motivation of the employee some questions arise
which are not clear about some component, In the big or large
organisation how does employee get the motivation which will affect the
performance of the employee.? How the employee's motivation will affect
with the change in the nature of work which need to be performed.? How
can one employee identify the problem in large firm faster than others?
These
finding maybe differ with the motivational theories, since motivational
orientation may individual involvement differ, so the managers use
different ways to increase the job satisfaction of their employees by giving
them bonus and rewards.
Research highlights several issues
related to the managerial problem and also reason for de-motivation and
dissatisfaction for the employees. So the management sometime quite
faced these problem but they cannot communicate it within the
organization and not resolve these issues.
In the finding regarding that how the
employees can be motivated in the large organizations. So this research
made of qualitative research method, Under this qualitative research
method , this research study used data collection of job design.
Exploratory research used when the research objective focused on the
background information and clarify the research problem to creating
hypothesis and establishing the priorities. And in the exploratory research
method, the researcher try to used the group research for gaining the
clear picture and for understanding why the employees are de-motivated
and why they are dissatisfied in the large organization. With this help the
grouped focus research , the researcher called that to identified that how
the employee's can be motivated. Moreover this grouped focus research
help out to get the employee's behaviour , attitude and perception toward
the organization, so they get the employees interview and recorded and
capture their words for employees attitude and their behaviour.
while, there are some limitations related to this research
which is gathering the information is quite difficult and it takes a lot of
time ,little is known about the information, information is Limited, data
access available for the researchers for backing of their point of view.
Moreover, the researcher doesn't know whether the information is
accurate or not for what they are gathering for and controlling factor of

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

performed someone at higher level where planning and control are


involved".

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

Century. U.S: Wiley.


Emery, C., & Oertel, s. (2006). An examination of employee culturebased
perceptions as predictor of motivation. Journal of Organizational Culture,
communication and Conflict 10(2), 13-29

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