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Job Redesign and Job-Crafting Strategies

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Job Redesign and Job-Crafting Strategies

Question 1.

Business in the modern world is facing continuous revolution and transformation in change each moment due to highly advancing technology and the ever-competitive global market. As a result, managers and the top practitioners in organizations are tasks to ensure high organizational performance for the organization to attains its missions and goals. As per Devotto, Freitas & Wechsler (2020), job redesign and job-crafting strategies have been shown to play a significant role in the effective and efficient transformation of organizational operations in busting success and accomplishments (Dik & Duffy, 2012). Job crafting has enabled organizations to attains their targets timely and overcome impending challenges in their daily works. Furthermore, it shapes the manner employees utilize the limited resources and opportunities in restructuring their task process and improving their relationships as a team.

In the case of Relax Lines, Inc., for example, relational crafting would be the most effective strategy to apply in the ship crew department to transform the organization’s performance to higher levels of success. Considering the responsibility of the ship crew, which involves overall ship maintenance, navigation, and safety, a proper organization on how they divide and execute their task is fundamental. To achieving relational crafting, there must be appropriate and focused relationships between the employee in a different job. Furthermore, positives relationships should be developed throughout to ensure proper communication and team-work at the workplace. Cognitive crafting will be the most suitable strategy for hospitality staff (Dik & Duffy, 2012). Employees should be encouraged of positive mindset concerning how their involvement with transform the overall success of the company.

Additionally, Dik and Duffy (2012) denoted that the psychology of vocation is essential as it will enable the hospitality staff to engage in their various task positively and effectively. For instance, communicating confidently with their customers, ensuring appropriate entertainment throughout their journey, and responding to their customers’ needs timely. The job-crafting swap meet will be relevant to the ship crew since they have a lot of tasks to accomplish during each journey. Continued experience of the ship crew enables them to assign every single group its most appropriate job, which will eventually result in high-performance results. As per Wrzesniewski (2014), pre-visioning employees is another essential strategy in motivating employees to a higher level at work. For example, online marketers and pilots can be driven in their workplaces through a pre-visioning procedure, which provides them with an opportunity of seeing their job as a calling and with passion.

Question 2

Task significance, motivations, work ethics, and work precision are the most preferred and sufficient elements to consider in a case of ABC Corporation, a job redesign intervention. Usually, for organizations to operate more effectively and efficiently, a favorable working environment and atmosphere should exist in the workplace between the various employees (Devotto, Freitas, & Wechsler, 2020). Motivation and task significance ensure the employee understand their contribution to the work and the entire organization at large. Furthermore, work precision and work ethics are crucial as it propels the employees to higher levels of performance in their workplace. As per Devotto, Freitas, & Wechsler (2020), positive relationships, mutual understandings, and team-work are vital for the survival of the entire organization. Revision of task significance will ensure the needs and welfare of the employees are well-taken care, hence, ensuring success and accomplishments in organizational goals and missions.

Telemarketers are faced with a lot of challenges in their work since most of their work is done online with minimal or no physical interaction between customers and employees. Consequently, most of the telemarketers are faced with the issue of boredom as well as less motivation due to less interaction involved. Stress, abusive calls, repetitive work, reduced job satisfaction, lack of challenges, and motivations are some of the major factors that result in high turnover rates in telemarketing organizations (Griffin 2007). The monotonous work environment should be reduced through assigning more work and duties to the telemarketers to keep them more engaged and motivated at work. Furthermore, future careers related to the work should be developed and introduce to increase the retention rate in such businesses. Griffin (2007) denotes that proper management and sustenance of a conducive working environment is vital for positive growth.

In this case scenario, for example, revision of elements such as a task identity as well as skill identity will be inappropriate as it will off negative results on the entire job redesign intervention. Since the telemarketers have already mastered the technique of calling and enabling purchase through the online platforms, their motivation and job satisfaction should be the main areas of concern while redesigning effective and appropriate intervention.

Question 3

The job crafting approach would be the best recommendation for the sports clinic as it will provide an effective and efficient strategy for the three practitioners to manipulate and customize their various duties and work to remain more engaged and satisfied (Wrzesniewski 2014). Furthermore, job crafting will ensure the sports clinic will continue rewarding and less monotonous. The most effective strategy approach is to incorporate the technique of job crafting. Precisely, relational crafting will solve the solution in the case of the sports clinic (Wrzesniewski 2014). Consequently, the application of relational crafting will enable the three employees in the clinic to engage in positive team-work and communication, hence, ensuring the division of duties among the three practitioners. As a result, the strategy will play a significant role in ensuring there is an extension of relationships between the patient and the three employees. In the process, it will be a more engaging work as works are subdivided into several categories.

Furthermore, the employees will remain more engaged, hence, reducing the incidence of boredom at work, which can result in less motivation and eventually frequency of high turnover rate (Dik & Duffy, 2012). Communication of the strategic goals among the health practitioners in the sports clinic will play an essential part in building team-work and the relationship between the employees. As a result, the strategy will ensure the employees remain more engaged and can attain job satisfaction. Furthermore, Dik and Duffy (2012), assert that relational crafting will be more efficient and effective in such a scenario since positivity and passion at work propel high performance, success, and accomplishments. In its bid of maintaining a rewarding and less monotonous workplace, the owner should consider open interaction between the employee at work, ensure proper tasty fare, and diversify tasks in the clinic as this will keep them engaged throughout their working hours. Therefore, the clinic will be able to ensure they stay low work turnover rate.

Question 4

Job Redesign

Job Crafting

Job enlargement is simply the addition of more new tasks at actual work to increase opportunities and promotion to the current workers (Griffin, 2007). Usually, it is aimed at expanding the general activities of a company and expanding the development and motivation of the employees.

Task crafting is a strategy employed in the job crafting process and involves a partial or complete change of standard tasks involved at individual workplaces (Devotto, Freitas, & Wechsler, 2020). Furthermore, the technique seeks to improve the total overall performance at the workplace by altering some tasks or completely changing some to meet organizational interests and goals.

Job rotation is a strategy utilized by management and involve shifting of employees to different works and different interval to expose them to new experiences and exploration of various practices (Bauer & Erdogan, 2012).

Relational crafting is mainly concerned with the most appropriate and efficient mutual relationships between employees at the workplace (Wrzesniewski, 2014). Trust and transparency will propel the company’s targets and goals in the long run.

Job enrichment is a vital technique engaged in job redesigning whereby employees are motivated and given job satisfaction through assigning more works that were previously executed by top managers and other persons at the higher levels in the management system (Devotto, Freitas, & Wechsler, 2020).

Cognitive crafting is a manner in which employees engage in critical thinking on how to transform the entire job operations to attain high performance at the workplace (Dik & Duffy, 2012). Therefore, employees will be responsible for the impact they contribution and the results of their efforts at work.

According to the definition and the comparison from the table above, cognitive crafting, which is a manner in which employees engage in volunteer transformation of activities involved at the workplace, is more similar to job enrichment strategy utilized in job redesign. According to Dik & Duffy (2012), cognitive crafting involves reshaping on how to properly conduct various tasks at the workplace to maximize the performance output. In the same case, job enrichment involves ways in which employees are given more opportunities to attain their job satisfaction level with a focus on accomplishing and transforming operations at the workplace.

 

Contradicting factor is job enlargement and task crafting, which differs concerning their actual meanings. Job enlargement is a job redesign strategy utilized in increasing the number of tasks and operations in an organization (Griffin, 2007). Usually, the extra task introduced is purposed at promoting and motivating the current employees. Task crafting involves the complete or partial change of the regular activities in a business organization. Furthermore, it is usually done to ensure the interest and goals of organizations are attained. For instance, a task that results in less production and costs is eliminated and replaced with a better job.

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