Job Redesign (Essay Sample)

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Job Redesign
Introduction
Job redesign is the alteration of a specific job with the intention of increasing the on-job-productivity of employees as well as their quality of work experience as noted by Hackman (1975. p. 4). Slocum (1981) on the other hand described the process of job redesign as the deliberate and yet purposeful planning of a given job   and includes all of its social and structural aspects as well as the effects of these aspects of the employee. Mergers can have profound effects on the design of organizations.
Certain changes may occur within the administration while others may occur within the general organizational workforce structures as well as organizational processes. There may be a need for the managerial positions to be simplified with the truncation of the redundant management positions while some organizational functions may also need to be merged or even adjusted.
In addition, there would be a need for the optimization of medical as well as operational procedures. The standardization of the clinical, information technology, business as well as clinical programs can be necessary for the increasing of the quality of the patient care as well as safety. This can also help in the improvement of staff as well as physician satisfaction as noted by Betka, & Mengwasser (2009).
How to begin the process of job redesign The process of job redesign begins after a careful evaluation of the job to be redesigned as well as the expected quality of work life (Slocum 1981). A consideration of Taylor’s (1911) view of job design indicates that a series of activities must be carried out in order for the job redesign to yield a productive workforce. Job Redesign Process:
* Revising the Job Content: Job redesigning process involves recollecting and revising job-related information to determine the inconsistency between the person and the job.
* Analyzing Job-related Information: Once the job analyst is through with recollecting and revising the job content, analyzing the discrepancies is the next step. It is done to determine the hindrances in performing job-related tasks and duties and investigate why an employee is not able to deliver the expected output.
* Altering the Job Elements: The next step is to amend the job elements. It may include cutting back on extra responsibilities or the addition of more functions and a higher degree of accountability. The basic aim of altering the job content is to design a job in such a manner that encourages employees to work harder and perform better.
* Reformation of Job Description and Specification: After altering the job elements, a job analyst needs to reform, the job description and specification in order to make sure that the worker placed in a particular place is able to deliver what is expected of him.
* Reshuffling the Job-related Tasks and Duties: Next is to reallocation of new or altered tasks and functions to employees. It may be done by rotating, enriching, enlarging and engineering the job. The idea is to motivate the performers while increasing their satisfaction level.
2. What are the ethical considerations, if any, of implementing administration's recommendations?
The ethical considerations of implementing administration recommendations:
* Building an Ethics Infrastructure: According to Renz and Eddy (1996) offer four strategies to build a solid ethics infrastructure:
* Link Organization's Values to Mission and Vision
* Facilitate Communication and Learning about Ethics
* Analysis of the Ethical Issues
* Create Structures that Support an Ethical Environment
3. What work processes and performance expectations must be considered once the design is completed?
The employees who are then selected for the particular jobs must be matched in accordance to their levels of skills. This means that the employees must be selected and matched according to the particular skills that are demanded by the particular jobs. The employees should then be trained by the management on how to effectively perform the various tasks as indicated by the scientific analysis or research of the given job. Finally, for the purpose of employee motivation, incentive systems must be used for rewarding the employees for a job well done. Before initiating the job redesign, it is worth considering a focus on the on the characteristics of the jobs to be performed by the employees. The main idea is to build into the job distinctiveness that would create conditions of higher motivations, performance as well as satisfaction.
4. Based on the Lewin’s theoretical model what steps should be taken to encourage workers and managers to adapt and excel in spite of the changes?
According to Lewin the process of change entails creating the perception that a change is needed, then moving toward the new, desired level of behavior and finally, solidifying that new behavior as the norm. The steps that should be taken to encourage workers and managers to adapt and excel in spite of the changes include:
* Unfreezing: Before a change can be implemented, it must go through the initial step of unfreezing. Because many people will naturally resist change, the goal during the unfreezing stage is to create an awareness of how the status quo, or current level of acceptability, is hindering the organization in some way. Communication is important during this stage so that employees can become informed about the imminent change, the logic behind it and how it will benefit each employee.
* Changing: This refers to as transition or moving which is marked by the implementation of the change. During this stage people begin to learn the new behaviors, processes and ways of thinking. But for this to be effective, education, communication, support and time is critical for employees as they become familiar with the change.
* Refreshing: This symbolizes the act of reinforcing, stabilizing and solidifying the new state after the change. The changes made to organizational processes, goals, structure, offerings or people are accepted and frozen as the new norm or status quo.
5. How can you plan and control the intraorganizational and interorganizational communications that must occur to implement the job design changes?
The successful implementation of redesig...