Nobody downloaded yet

Discuss how job redesign can improve organisational performance - Essay Example

Comments (0) Cite this document
Job Redesign and Organizational Performance 1. Introduction Prakashan (2009: 4.33) defines job redesign as “a process of deciding the contents of a job in terms of techniques, systems, procedures, etc. and fixing the responsibilities which exist between the job-holder and his sub-ordinates, colleagues and supervisors.” Job redesigning is a process of restructuring different elements of a job so as to make it more pleasing and satisfying for the employee (Huczynski & Buchanan 2010)…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92.9% of users find it useful
Discuss how job redesign can improve organisational performance
Read TextPreview

Extract of sample "Discuss how job redesign can improve organisational performance"

Download file to see previous pages This paper sheds light on how job-redesign improves the overall organizational performance, by enlisting a myriad of advantages that are linked with job redesign. 2. Job Redesign and Organizational Performance 2.1. Employee Motivation The basic objective behind job redesign is to motivate the employee so that he is willing to perform better and produce greater results than before (Zhang & Bartol 2010). Employee motivation brings about increased worker productivity because it guarantees high quality worker job experience. Smith (1994) discusses the reason why employee motivation is at all necessary, and comes up with the answer that organizations need to implement motivational strategies through job redesign to ensure their survival in the market, because when employees are motivated, they perform better. Lindner (1998), in his research about what motivates employees, found that job redesign includes motivating factors such as interesting work, good wages, appreciation, encouragement, job security, healthy workplace environment, promotions, participation in decision-making, and sympathy shown from the supervisors on personal problems. 2.2. Employee Empowerment Job redesign empowers employees, which leads to a boost in employees’ morale, job persistence, productivity, and organizational performance; and, the absence of these factors can destroy the whole organization (Kuo et al. 2010). Gitman and McDaniel (2007:323) have called this “investing in people” which includes four trends called employee “education and training, employee ownership, work-life benefits, and nurturing knowledge workers”. Bilton (2007:71) suggests that job redesign must empower the first-line entrepreneurs instead of controlling them, and that it should give “greater autonomy and flexibility” to the employee, as there are commercial reasons for it like achievement of business goals. 2.3. Job Satisfaction Tella, Ayeni and Popoola (2007, par.15) define job satisfaction as a comfortable feeling that results from “employees’ perception of how well their job provides those things that are viewed as important”. The most precious asset that a company may cherish is its employees, and it needs to be seriously concerned with all issues that may dissatisfy, frustrate or depress them. Without happy employees, no strategy is going to work, and no progress will be seen in the long run. After job redesigning, employees work harder because they have enough motivation to learn and excel (Tims & Bakker 2010). They help their employers to increase productivity and achieve customer satisfaction. Tietjen and Myers (1998) state that organizational support through job redesign guarantees improved turnover behavior among employees, because they want to stick to their jobs when they find that their employers are there to value their strengths and eliminate their weaknesses through proper training. This creates a trustworthy relationship between employees and employers, which also results in reduced workplace conflicts and enhanced organizational performance. Today, employers are spending thousands of compensation dollars to devise and implement benefit plans, ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Discuss how job redesign can improve organisational performance Essay”, n.d.)
Discuss how job redesign can improve organisational performance Essay. Retrieved from
(Discuss How Job Redesign Can Improve Organisational Performance Essay)
Discuss How Job Redesign Can Improve Organisational Performance Essay.
“Discuss How Job Redesign Can Improve Organisational Performance Essay”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Discuss how job redesign can improve organisational performance

Organisational Performance

...Learning EMEA. Hino, S. 2006. Inside the mind of Toyota: management principles for enduring growth. Productivity Press. Liker, J. K. 2004. The Toyota Way. Tata McGraw-Hill Education. Liker, J. K., and Convis, G. L. 2011. The Toyota Way to Lean Leadership. McGraw-Hill Professional. Liker, J., and Franz, J. K. 2011. The Toyota Way to Continuous Improvement: Linking Strategy and Operational Excellence to Achieve Superior Performance. McGraw-Hill Professional. Liker, J., and Ogden, T. N. 2011. Toyota under fire: lessons for turning crisis into opportunity. McGraw-Hill Professional. Magee, D. 2008. How Toyota Became #1: Leadership Lessons from the World's Greatest Car Company. Penguin Group...
13 Pages(3250 words)Assignment

Organisational Performance

...performance seeks to answer two specific research questions: What are the most viable methods for employers to establish a sense of security in employees without being misleading' Can employers actually develop self-esteem in their employee population and how is this accomplished in hectic or otherwise difficult organisational environments' This proposed study will take a qualitative approach to research analysis, which Henslin (2003) suggests involves the who, why, and how of relationships, utilising subjective analyses to determine causal relationships between two or more members of the same organisation. The qualitative research...
3 Pages(750 words)Research Proposal

Job Redesign and Workplace Rewards Assessment

...). There is little or no recognition for the functions they perform. "People are motivated to higher levels of job performance by positive recognition from their managers and peers (Keller). Creative use of personalized non-monetary rewards reinforces positive behaviors and improves employee retention and performance. These types of recognition can be inexpensive to give, but priceless to receive" (as cited in Ryan) At the same time the staff has little say in the management and governance of their department. There are limited meetings with the Directors; and even when they take place the focus is on the achievements of the company. The...
6 Pages(1500 words)Essay

Job Redesign/ Workplace Rewards Assessment

...Lewis Real Running head: JOB REDESIGN/ WORKPLACE REWARDS ASSESSMENT Lewis Real E Investment Consultant Management Assessing the Moraleof the Real Estate Sales Associate in the Current Economy Name of Client Name of University Name of Class Lewis Real 2 Lewis Real Estate Investment Consultant Management : Assessing the Morale of the Real Estate Sales Associate in the Current Economy The current economy is creating a problem within the world of the real estate business that is causing issues with those who make their living in sales. However, there is still a need for those who perform this service despite the low level of current sales. While a great number of real estate agents are jumping ship, others are sticking it out... in...
6 Pages(1500 words)Essay

Principle of Management to consider how the business is structured at the organisational level, by performing an internal analysis, and then determine whether a more centralised management structure is most appropriate or whether decentralising leader functions would give employees a better motivational environment. Many traditional construction units are still managed by authoritarian managers in centralised structures, however contemporary leadership philosophy suggests that giving employees greater control and autonomy can improve turnover rates. The most important task is to review how the business is organised and look for new...
14 Pages(3500 words)Essay

Job Redesign Strategies for a Healthcare Organization

..., mostly due to financial and technological turbulences, are constantly undergoing re-formations, both small and drastic. Healthcare organizations such as hospitals are seeing re-organization of work processes, reductions in hospital staffs and changes in skill mix due to these changes and the most pre-dominant effect that they have appeared to have on the performance of these organizations is not positive in nature. While some organizations do manage to turn this change into a positive force, most are ill adept at handling the re-structuring efforts and poor execution as well as a lack of proper communication can manage to do these organizations much more harm than good. This report aims to outline and...
6 Pages(1500 words)Case Study

How Employee Motivation Enhances the Organisational Performance

...Employee Motivation – A Vital Element for Success of any Organisation Introduction For any business, employee engagement is the fundamental for its growth. Any negative employee motivation can impact employee retention within business organisation. Employee motivation can be used for increasing the organisational performance. The main objective of this research essay is to demonstrate how companies are employing the employee motivation to enhance the organisational performance by analysing various real case studies. Employee Motivation – How it enhances the...
12 Pages(3000 words)Assignment

Job Redesign

...Developing Plan for Redesigning Role of Human Resource Management AFFILIATION: Developing Plan forRedesigning Role of Human Resource Management Introduction The world of business and economics is changing and it is in the state of flux. The human resource of the organizations is under constant pressure to evolve into better and improved professionals in the modern era of the 21st century. The human development creates the backbone of organizational science in the recent years because the collective of intellects of all employees of the companies play some kind of role in creating corporate success in the long term perspective (Cooke & Saini, 2010). The greatest of all leaders, Steve Jobs once said that he considers his workforce... goals...
12 Pages(3000 words)Essay

Job Redesign and Worplace Rewards

...goals are acceptable and useful in the long run. Job redesign and work place rewards can therefore be identified as among the most important features every organisation should strive to take part in for better productivity of the organisation since employees are happy and satisfied therefore elevating their productivity levels. Both types of motivation, extrinsic and intrinsic have received broad evaluation and studies and their understanding has led to massive changes in how organisations run their activities. Hourly employees may have powerful extrinsic motivators but lack intrinsic motivation which...
9 Pages(2250 words)Essay

Job Redesign and Workplace Reward

...on their operational costs and as a result, most firms are opting for casual hourly workers at the expense of salaried employees. Research, however, indicates that hourly employees have a high sense of extrinsic motivation but less intrinsic motivation because they obliged to perform or because of the rewards and incentives they are to receive at the end. For this reason, an overhaul of this culture will most probably improve the motivation of the employees, thus inspiring them to improve and enhance productivity levels in organizations (Lauby, 2005). Job Redesign Approaches The nursing discipline is care based whereby the nurses offer caring services to...
10 Pages(2500 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Discuss how job redesign can improve organisational performance for FREE!

Contact Us