Being the most valuable
resource, ensuring the satisfaction of “people” is not easy. People do have
different choices and interests where mitigating them all together in a common
box is critical in general context. So, considering them in an organizational
picture, HR has to be the core element of matching all desires and essential
requirements by covering the most common aspects to ensure the employee
satisfaction.
When the organization’s employees are highly satisfied with
their jobs, they always try to create new things to the society as well as they
try to work in the innovative mind. (Lease 1998) Various
psychological literatures on employee motivation contains may claims that
changes in job design can be expected to produce better employee job performance
and job satisfaction – Lawler (1969). Modern behavioral scientists like Argris,
Maslow, McGregor, Likert, Herzberg etc. believe that challenging, complex,
varied and aligned jobs can let the employee to be satisfied while
accomplishing the higher order needs.
Not like in the past,
in the current context job design has become a vital factor for a healthier
work relationship. Design of work including content and structure where both of
them affect employee motivation, morale development and overall organizational
productivity. Well organized and improved job content can stimulate growth
where from that employees are motivated through satisfying the needs.
In today’s world
individuals are more of tech savvy where they try to excel in a digitalized
world. Technological advancements have affected in many job contexts where
modern trends should be addressed to proper job design while aligning the
organizational objectives as well as personal career goals. Job enlargements,
rotations and enrichments should be more of global touch when applying them
into the modern organizational behaviors.
With a multi-talented
and multi-skilled workforce with high end needs which grow day by day so do the
job design must simultaneously grab the changes for efficient and effective
professional and organizational needs. HR must ensure the job policies and
tools are well aligned with current trends and whether they are significantly
gives advantages over past practices. When employees are well satisfied with
the work context and have strong needs for growth organizational relationship
are strong and positive.
Another important
factor is job improvement in physical environment or job contextual factors
will only remove employee dissatisfaction but will not increase the motivation.
Improvement in working conditions, methods, job security, financial benefits,
interpersonal relationships are only capable of sustaining and maintaining
motivation and performance of employees.
Every employee doesn’t want
a challenging job where they will not happy with variety of tasks and
decision-making responsibility. Because some individuals are only thinking to
work on jobs of simple routine natures. Employees are differed in their need
for social interaction. Some prefer to work alone while others do better work
as being a part of group. In many working contexts, employees on jobs are
either under qualified or overqualified for the assigned job role.
Consequently, the under
qualified worker is frustrated because he lacks the skills to meet the job demands
where the overqualified worker is also frustrated because he finds his job dull
and boring where he lacks of opportunity to rise and shine. Not only that a
major role of work design is affected to quality of work life of the employees
where majority of workforce is keeping attention on new concepts as great
places to work, work life balance etc.
References
Impact of Job Design on
Employee Performance Business Essay, Uni Assignment Centre, Available from: https://www.uniassignment.com/essay-samples/business/impact-of-job-design-on-employee-performance-business-essay.php
Onimole S.O, Work Design & Job Satisfaction, International Journal
of Humanities & Social Science, Vol. 5, No. 10, (October 2015) Available
from: http://www.ijhssnet.com/journals/Vol_5_No_10_October_2015/22.pdf
Job designing is one of the major process that HRM has to do. But it is not the only way to satisfy the employee and motivate them. There are so many interconnected process have to do the HRM for better workforce management and get the good outcome from the employees such as Selection and recruiter the correct employees for the designed job. Arrange required tanning and development programmes to develop their skills , Time to time appraisals, Remuneration, benefits, Promotions transfers and manage the employee retaliation.
ReplyDeleteThese HRM function directly affect to staff motivation and company betterment.
Agree with you.
DeleteWhat are the five components of job satisfaction? 👀
ReplyDeleteEngagement.
DeleteFair compensation.
Respect, praise, and appreciation
Motivation
Life satisfaction
I think, what you have included in this is article is really true! Job satisfaction happens when we do what we love which is mainly adjusted through effective job designing.
ReplyDeleteJob satisfaction happens when you are doing what you love. But as we know many people do their jobs because they have to and not because the choose to do it. But to get the 100% of them you have to make them feel satisfied too about their jobs. So what are your suggestions to make that kind of people feel satisfied about their job?
ReplyDeleteBuild teams within departments, and throughout the entire company, to allow an open discussion of goals and obstacles. Listen to employee suggestions and It’s no surprise that people appreciate being recognized for a job well done these little things will make people happy working within the organization
DeleteImportance And Benefits Of Job Design. The job design specifies the contents and procedures of performing the task in the organization. Hence, it helps in designing organizational structure. The organizational structure is determined by the job design process.
ReplyDelete