The Principles of Job Design Essay Example | Topics and Well Written Essays - 2250 words

The Principles of Job Design - Essay ExampleA good art design allow lead to lower staff or employee turnover as well as less absenteeism. Basically, staff turnover refers to the amount of time a worker spends within an musical arrangement from the initiative day at that new job to the last (Rollinson et al 2008). When employees ar satisfied with their jobs, they will be motivated to stay longer and this will positively rear to the growth and development of the arrangement. This means that on that point will be lower costs for the organisation and it will make life easier for the HRM. There will also be lower costs in recruiting new employees precondition that the efforts of the HRM will be specifically focused on pointing and developing the employees already working in the organisation in raise for them to keep pace with the changes that whitethorn take place within the company. This will also enable the devoted employees to gain the much needed experience required for t hem to complete the tasks assigned to them. Job design bathroom affect job satisfaction in many ways. People are more satisfied when reliable things are present in a job so it is important for the HRM to identify these things (Rollinson et al 2008). Factors such as opportunity for promotion or the use of an employees particular talents or skills can contribute to job satisfaction which will entail lower staff turnover. This translates to mean improved profitability for the organisation as well as general worker satisfaction in the workplace. It can also be noted that job design can affect both physical and mental health of variant employees within the workplace. There will be fewer chances of employees suffering from stress related... This paper stresses that the major coldness of adopting a new modern job design is that it may be expensive to the organisation given that a lot of resources would be needed to train the employees to meet the standard expectations of the organisat ions operations. Whilst it is a good idea to give due consideration to the needs of the employees, there is also need for the organisation to have a clearly defined line of authority which can make it easier for the responsible plurality to monitor and manage performance in the organisation. If everyone is given the power to make decisions in their operations, the organisation may not be able to pull the efforts of all the individuals towards the attainment of the set organisational goals since the individuals have different goals which may not be the same as the organisations. Tjis report makes a concluison that the main difference between the modern approach to job design and Tayloristic principles is that the modern job design puts more emphasis on the human needs while the while the mechanist approach is mainly concerned with productivity of the organisation. However, some of the Tayloristic principles are still relevant in todays organisation depending on the nature of the ind ustry concerned. The potential job with implementing a modern job design is that it can be expensive for the organisation to train and develop all the workers such that they can be able to make decisions on their own. The other problem is that they may have different views about the organisational goals.