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Change and Culture : Job Redesigning - Case Study Example

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Change and Culture Case Study 2: Job Redesigning Institution Date Introduction The following is a discussion on how to redesign a job within a health care organization, which has just merged with a previous competitor in a bid to increasing efficiency, effectiveness, and reduce the level of competition…
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Change and Culture Case Study: Job Redesigning
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Download file to see previous pages Planning and controlling intra-organizational and inter-organizational communications that must occur to implement the job design changes as well as enhancing the management to ensure individual job satisfaction for this position also form part of the discussion. Job Redesigning Overview Job redesigning may be defined in different ways as long as the element of restricting is present. In this paper, job redesigning is referred to as the process of restricting various job elements such as tasks, duties, powers, and responsibilities amongst others in a bid to making it more inspiring, motivating, and encouraging for employees who will be given the position. Job redesigning is usually a collection of activities that achieve the restructuring objective. Some of the activities included within job redesigning include revising, altering, reshuffling, reforming, and analyzing all the contents of current job while creating and developing new contents (Edwards, Scott & Raju, 2003). One of the driving forces to job redesigning is creation or development of contents that match the right employee for the right job thus enhancing attainment of maximum output from the same. Process of Job Redesigning In order to effectively and efficiently accomplish objectives and aims of job redesigning, there are specific processes or procedures that an organization or any in-charge should follow. Nonetheless, it should be noted that these processes are just a guideline to performing job redesigning (Hales, 2001). Job redesigning may different from one organization to another and from one job to another as well. The following are the processes and procedures that most organizations follow in the redesigning jobs: I. Revising the Job Content: The first step in job redesigning is collecting and revising information relating to the job in question. One reason why there is need to collect and revise such information is to establish and evaluate any inconsistencies within the current job that warrants job redesigning. In addition, this process aims at finding proof and evidence for redesigning. II. Analyzing Jon-related Information: Once information regarding a particular job is obtained, there is need to carry out an analysis that aims at establishing the need for redesigning. Analyzing existing and identified job discrepancies will provide a vista and direction to understanding how a particular job is to be redesigned. III. Altering the Job Elements: Redesigning as identified earlier on is involved with alteration of its elements in order to achieve some specific objectives. From the identified and analyzed discrepancies, the in-charge will be able to identify the various elements requiring restructure. After such elements are identified, the third step is to engage in alterations to achieve desired objectives. IV. Reforming of Job Description and Specification: With the newly developed and altered elements, the redesigned job will demand another set of specifications and description that is different from the previous one. It is therefore important that the job description and specification be revised and reformed in order to conform to the new elements. V. Reshuffling the Job-related Tasks and Duties: After the job ...Download file to see next pagesRead More
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