Job Design, Job Characteristics, and Job Crafting - Essay Example

Running head: JOB CRAFTING JOB DESIGN, JOB CHARACTERISTICS, AND JOB CRAFTING Goes Here al Affiliation Goes Here Job Design, Job Characteristics and Job Craftinga. IntroductionSince, many years the main focus of management experts is towards the job analysis and job satisfaction among the employees of any company. This is because, human resources plays a vital role in the success of any company. With increase in income, more and more people are concerned with job satisfaction. One of the best methods of the job satisfaction is the job crafting. b. Summarize recent trends in job analysis.

In past several years, the management experts who are research in job area are concerned mostly about the job satisfaction of the people who are working in various positions of any company. This is because, as the specializations increases in job positions, people working in that job position become invaluable natural resources for the company. It is a known fact that the productivity declines if the people who are working are dissatisfied with their life. c. Describe methods for designing a job so that it can be done efficiently.

There are many methods which can be used for designing a job so that it can be done in an efficient manner. The first step is to assess the job fully in terms of its usefulness to the organization. Then, you need to divide the job into various parts and get suggestion about the best way of doing them quickly and efficiently. The third step is to implement the streamlined method to complete the job.d. Describe methods for designing a job to make it motivating.The best method to design a job so that it can be motivating is the job crafting which can done by the person who is working on that position.

The first step is this method is the assessment of the job profile and altering one or more than one core aspect of the work. He or she can consult with their supervisor and change the job boundaries by changing the numbers of tasks, changing the method or increasing the scope as per that person’s choices. e. Explain how organizations apply ergonomics to design safe jobs.The organizations hire the experts to study physical and other aspects to optimize the system performance as well as minimize the physical demands on the workers.

It assesses the human capabilities and designs the tools, systems and work environment in order to make them efficient, comfortable and safe jobs for the employees of any company. f. Discuss how organizations can plan for the mental demands of a job.There are many ways in which an organization can plan for the mental demands of any job. They can change the thinking of the person or his perception about the job. The person concerned can divide his job in two separate parts, one which he can think as a challenge and the other which can think as the vacation from the tedious parts.

He can assess the job profile and responsibilities very deeply. Then, he can reconfigure them as per his choices. G. Explain job crafting.Job crafting can be broadly defined as the simple visual framework which helps any employee to make long lasting as well as meaningful changes in the job during good and bad times in the economy. For that, the concerned person has to take a step back from the daily work and work out chart for his profile on the job. Then that person can reconfigure the elements of the work as per choice to make it more meaningful. h. Consider a job you hold now or have held recently.

Redesign the job using the concepts of job crafting that you have read about in the Harvard Business Review article, and in subsequent research. Be sure to adequately describe/illustrate the job before applying job crafting concepts and then after job crafting concepts.Evelyn is working as the marketing manager in a small direct marketing company which operates locally. Her job profile includes managing 8 to 10 sales executives and check daily sales. In addition to that, she makes appointment for them and plans the sales campaign in addition to monthly business strategy.

She loves to plan strategy but does not like to make direct appointment for the sales.Assessment She found when assessing her responsibilities that she is wasting more time in making direct appointment for the sales executives rather than planning promotion for the products and services and making business strategy. ReconfigurationShe deputized one person in staff for making the direct appointment for sales executives. Also, she gave him responsibilities to collect and collate the sales report from the team every day and mail them to her.

Similarly, she streamlined the whole process by asking the sales executives to mail weekly report. She further allotted each sales executive a full hour each week for one to one meeting for supervision. With this job crafting, she was able to focus on her main work such as creation of business strategy as well as promotion campaigns.i. Include in the Appendix of the paper a one-page graphic or schema of your redesigned job after applying job crafting concepts.(Attached)j. ConclusionToday, more and more management experts understand the importance of human factor during various aspects of job analysis.

Job crafting is one of the most important theory in that line. ReferencesJob Crafting’ The Great Opportunity in The Job You Already Have – Forbes 2015. ‘ Job Crafting’ The Great Opportunity in The Job You Already Have – Forbes [ONLINE] Available at http://www.forbes.com/sites/groupthink/2013/06/20/job-crafting-the-great-opportunity-in-the-job-you-already-have/ [ Accessed 19 January 2015]Ergonomics - [ONLINE] Available at http://www.referenceforbusiness.com/management/Em-Exp/Ergonomics.

html [Accessed 19 Janurary 2015]2015. [ONLINE] Available at http://tinyurl.com/kznl5oj [Accessed 19 January 1015].AppendixPatricia’s Responsibilities – Assessment of Manager’s job profile before job crafting Job Reconfiguration Job Crafting