In an organization design, the structure of jobs should be designed appropriately, such that, they suit the employee’s skills and abilities. However, the redesigning of a job can occur when employees change their job to suit their preferences, but the outcome of a job is what matter. A job design should align to the organizational culture, which include it goals and objectives. In an organizational design, the culture that is adopted by the organization is expected to be followed by employees; hence the stagnating employees who are not performing may result to being fired.
To elaborate more on organization design and how it affects employees, here are two examples that explain. The first is the motivation mode, whereby managers are only hired to motivate the workforce, which involves managers instilling a culture of hard work that results to rewards. This system however requires performance measurement through evaluation of employees. The bonus given depends on the effort of employees, and if an employee does not receive his bonus, he has a right of choosing not to work. Nevertheless, if a manager continues to reward an employee for his hard work, then he is motivated and committed to his job.
The second mode is the supervisory, which entails that employees receive wages for the extra effort put to work. This mode mainly involves inspection and monitoring, as a way of making sure that employees work. Therefore, it is evident in the first motivation design that, an employer saves on monitoring costs while the supervisory mode guarantees that work is done. In addition, in organizational design, some systems may be effective and efficient while others may not.
Effective systems may be as a result of the skills implemented in designing the system and the presence of quality management in an organization. Ideally, simplicity, flexibility, reliability, economy and