1.6 ADVANTAGES

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1.      Creates a Right Person-Job Fit:
To satisfy stakeholders and remain competitive, employees with the right knowledge, capability, experience and interest and attitude are selected. An organization's ability to select and retain a sufficient number of high-quality employees is a major source of competitive advantage (Rynes & Barber 1990 & Ibiam 2016). 

2.      Improve Employees Relation:
Job enrichment is positively correlated with feedback-seeking behaviour, which in turns improve not only job performance, but also organizational effectiveness (Cheng and Lu 2012).

3.      Enhances the Quality of Work-Life:
Chen and Lu (2012) state that job design has a positive impact on employee motivation and increased employee performance, while at the same time it is associated with the psychological meaningfulness of employees and their feedback-seeking behavior.

4.      Minimize Employee Turnover:
Higher levels of job satisfaction are associated with the overall life satisfaction (Saari and Judge 2004; Drakou et al. 2006). On the other hand, job dissatisfaction is related to absenteeism, decreased productivity and performance, lateness and decision to retire (Saari and Judge 2004).

5.      Increases Organization’s and Employees’ Productivity:
Positive job satisfaction is related to higher job performance and increased productivity (Saari and Judge 2004).

6.      Changes in job complexity and skills development:
Increasing the degree of job complexity may push workers out of their comfort zone, confronting them with new situations and choices and, possibly difficult, problems. Workers will learn and develop their skill set as they seek to find satisfactory solutions to these new situations (Russo 2016).

7.      Avoid Monopoly:
However, there are some obstacles in implementing an effective job rotation procedure, such as the negotiation power of labour unions, the job rotation to another job position with similar risks, and lack of knowledge and skills on behalf of the employees for a specific job (Jorgensen et al. 2005).

8.      Job enrichment method of design ensures more value addition & decision-making power, which ensures personal as well
job enrichment “is the technique entails enriching job, which refers to the inclusion of greater variety of work content, requiring a higher level of knowledge and skill, giving workers, autonomy and responsibility in terms of planning, directing, and controlling their own performance, and providing the opportunity for personal growth and meaningful work experience” (Ali and Aroosiya 2012).


References
  1. Ali, H., & Aroosiya, M. (2012). Impact of job design on employees’ performance. https://jm.sljol.info/articles/abstract/10.4038/jm.v8i1.7553
  2. Chen, J.W., & Lu, K.M. (2012). The role of job design and mechanism in motivating feedback-seeking behaviour in transportation service. The Service Industries Journal, 32:13, 2047-2057.
  3. Drakou, A., Kambitsis, C., Charachousou, Y., & Tzetzis, G. (2006). Exploring Life Satisfaction of Sport Coaches in Greece. European Sport Management Quarterly, 6:3, 239-252.
  4. Ibiam, Arua Inya (2016). Personnel selection and employees’ performance.  Ph.D  2nd seminar paper presente to the department of management, Ebonyi State University. Nigeria.
  5. Jorgensen, M., Davis, K., Kotowski, S., Aedla, P. & Dunning, K. (2005). Characteristics of job rotation in the Midwest US manufacturing sector. Ergonomics, 48:15, 1721-1733.
  6. Russo, G. (2016). Job Design and Skill Developments in the Workplace, Discussion Paper No. 10207 September 2016.
  7. Rynes, S. L & Barber, G. (1990), Interviewer assessment of applicant "fit": An exploratory investigation, Personnel Psychology.
  8. Saari, L.M., & Judge, T.A. (2004). Employee attitudes and job satisfaction. Human Resource Management, 43:4, 395-407.

Comments

  1. Charitha JJune 3, 2020 at 11:54 PM

    Agreed with your views. According to Lingard et al., (2010), the main advantages of job design as job satisfaction and motivation of employees. The other main objective of job design is to improve an organization's ability to meet its objectives efficiently and to present job satisfaction to the employees. Lastly, it must be noted one more part of job design, which makes a connection between the job characteristics and the work-life balance of the personnel.

    ReplyDelete
    Replies
    1. Gayani DissanayakeJune 4, 2020 at 10:47 PM

      Hi Charitha, Thank you for adding your views. As a another advantage, Job satisfaction is closely related to both role ambiguity and role conflict, which are in turn related to job design. The role ambiguity is associated with the uncertainty experienced when the employee does not know the requirements of his/her work, how to achieve them and how he/she expects others to behave in the same work (Belias & Sklikas ,2013) .

      Delete
  2. Pushpa HerathJune 10, 2020 at 12:02 AM

    In addition to your views, Foss et al. (2009) say, a good job design satisfies the needs of work and rest schedules enabling the employees to have proper rest and achieve work life balance, which would work as influence individuals to be more committed to the organization and stay with the company for a longer term.

    ReplyDelete
    Replies
    1. Gayani DissanayakeJune 12, 2020 at 6:50 PM

      Thank you Pushapa Adding your views. Agreed, Job design has major effects on job satisfaction: positive or negative effects. Job designs usually consider the motivational factor which can lead to higher job satisfaction through increasing job involvement or it can lead to lower job satisfaction through increased training time and higher stress levels (Al-Maabadi Rn, Salemm & Baddar, 2018)

      Delete
  3. Arshana Sachintha FernandoJuly 23, 2020 at 12:20 PM

    I agreed with you Gayani. Your content is simple but have powerful facts. Locke (1976, as cited in Zournatzi et al., 2006, p. 19) has identified jobsatisfaction as a pleasurable or positive emotional state resulting from the appraisal of one's work or work experience. Job satisfaction is one advantage, but it cant defined in a way. Satisfaction have different kind of reflections in a employee lifespan in an organization by Zournatzi et al. (2006).

    ReplyDelete

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