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The paper “ Reintegrating Job Design and Career Theory -Creating not Just Good Jobs but Smart Jobs’ by Hall and Las Heras” is a persuasive variant of the article on human resources. Reintegrating job design and career theory involves a variety of processes and activities. Job design is built on various theories and these theories have contributed greatly to the reintegration of careers (Douglas, 1999, pp. 621-622). Theories like the Job Characteristics Model by Hackman & Oldham (1976), and the Social Technical System Theory by Trist and others just to mention a few, have great help in bridging practice and theory (cited by Verhofstadt, De Witte & Omey, 2007, p.

137; Herrmann, Loser & Jahnke, 2007). These theories have stimulated researchers to carry out extensive research and the research findings have assisted in shaping the job characteristics that are in place today. Reintegrating job design is a process that has seen diverse changes take place over the past few decades. These changes include shifts from manufacturing to a service-oriented economy, and the advent of more learned industry workers who are exposed to really challenging job demands.

The change has also brought about the independence of employees, breakthroughs in technology, and globalization. In general, job reintegration has promoted the creation of not just good jobs but smart jobs. According to Hall and Las Heras (2010 p. 449), a job is an immediate work experience while a career is an accumulation of skills and experience built over an extensive period of time. Douglas (1999) is among the many scholars who have taken the task of establishing how the redesign of jobs affects employees, management, and so forth.

Though very few achievements have been acquired in the process of researching for effects of job redesign, major steps are being taken to break the existing theoretical and empirical ground to accommodate job redesign research. Creating smart jobs requires people to have a desire to learn and understand new things and also calls for responsibility. Motivation is key and an important factor in the quest to redesigning jobs.


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