The functions and activities of an organization, as well as the relationships between them, are referred to as the design of work at an organization. Work design determines whether employees stay with the company for a longer or shorter period of time. Employees may leave the organization if they are dissatisfied with the organization's work or job design. As a result, this has an impact on both individual employees and organizations. (Armstrong, 2006).
Employees will be affected mentally and physically by all work activities. As a result, the job and work design should identify the appropriate facilities, furniture, machines, and tools to complement the employee's characteristics, capacities, and activities in order for the employee to operate well. When an organization has a person-environment fit work design, it will achieve the best results.
A positive, appropriate, and effective work environment will increase employee commitment, self-motivation, performance, job satisfaction, and mental health, and reduce absenteeism and sickness absence. (Gervais, 2017).
Importance of job design for an organizations
According to Chimoriya (2016), Job design assisted in the
selection of right man for the right job. Employee job satisfaction and
commitment are high in this scenario. Furthermore, self-motivated and directed
employees require less supervision, which reduces supervisory costs.
Work design demonstrates the career path to employees and assists them in gaining knowledge, increasing capacity, and participating in training and development sessions to improve their skills and talents, all of which have a significant influence on performance.
A high-performance work design that includes multi-skilling, encouragement, and training results in self-managed teams that take full responsibility for planning, controlling, and monitoring the work. (Armstrong, 2009).
Conclusion
After all, the design of work is critical to the organization
because it serves as the foundation for employee motivation. A well-designed
job role or work improves the organization's productivity, quality, innovation,
and well-being. When the design matches up with the organizational goals,
employees can perform the activities to achieve the same goals without stress.
Work design has evolved and will continue to evolve to fulfill the challenges of a demanding work environment in order to have a sustainable organization.
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References
Armstrong, M.,
2006. A Handbook of HUMAN RESOURCE MANAGEMENT PRACTICE. 10th Ed. London and
Philadelphia: Kogan Page. (Accessed
Aug. 2023.)
Armstrong, M.,
2009. Job and Role Design and Development. In: ARMSTRONG’S HANDBOOK of HUMAN
RESOURCE MANAGEMENT PRACTICE. S.l.:Kogan Page, Pp. 466-476. (Accessed
Aug. 2023.)
Chimoriya, B.,
2016. Job Design: Process, Benefits or Objectives, Methods in HRM. [Online]
Available At:
Https://Www.wisenepali.com/2016/02/Job-Design-Process-Benefits-Or.html (Accessed
Aug. 2023.)
Gervais, R. L.,
2017. Definition of Work/Job Design. [Online] Available At: Https://Oshwiki.eu/Wiki/Definition_of_work/Job_design
( Accessed 2 Aug. 2023)
