The paper “ Job Characteristics Model and a Perfect Blend between the Efficiency of Job Specialization and the Morale Drawn from Job Satisfaction” is a motivating option of essay on human resources. Statistics have shown that most companies need and look for employees with flexible sets of skills and knowledge. This is because they will be handier in performing their work and coordinating with other functions in the company as well. However, some employees may find themselves specializing in a certain job or task among the various tasks they carry out. Job specialization may, therefore, be defined as the deliberate focusing of one’ s occupational concentration on a specific area of expertise.
The job characteristic model is the theory/body of knowledge used to counter the negative attribute of job specialization, the model has the following factors, skill variety, task identity, task significance, autonomy and feedback (Bartol, & Bretag, 2007, p. 78). This paper is aimed at looking at the reasons why companies use the job specialization approach and how job specialization may be modified to eliminate the boredom and low job satisfaction among employees. In order to realize why companies prefer their employees to be specialized in their jobs, it is vital to see the advantages that a company accrues to job specialization.
1. Increased productivity; once an employee becomes well acquainted with what they do, they are able to finish their work efficiently and quickly. Job specialization eliminates the need for training and supervision since the employees have well-developed skill sets. The management of most companies prefers people with expertise in their given areas of work and this is achieved through the specialization of jobs.
2. Fosters independence; while the new employees are being trained in their respective jobs the mangers do not have to give any attention to highly specialized employees. This makes it easier for the management and the company as well, on the contrary, highly specialized employees become mentors for the new trainees (Williams, & McWilliams, 2010, p. 78). 3. Job specialization also supports the organizational structure of the company which a vital and highly relevant aspect in any company. This comes about as a result of the desire of the company to come up with a system that will work for them, the most favorable type of framework is whereby power and authority are distinguished between the management and the employees.
This becomes easier for the managers to get tasks and break them down into particular solvable items and distribute them to the employees. 4. The reduction of quality control, costs; companies spend a far larger amount of resources to maintain a high quality of work among their products and services, with job specialization the particular employees ensure that the workers have the best quality and quick jobs done by the company.
This, therefore, guarantees a company that their services and products are the best available out there. Despite these advantages, job specialization has its disadvantages as well. These include the limits of employees’ ability to multi-task in the roles in the company due to the decreased flexibility. The employee also gets isolated and limited since their jobs are usually repetitive and gradually they become boring (Williams, & McWilliams, 2010, pp. 81-83). The employee gains a limited skill set which makes it harder for them to gain work outside their jobs.
The company also loses, in the event that its employees leave their job for better pastures. In addition, the employees’ satisfaction in their work becomes decreased and reduced a lot, according to experts, this is disadvantageous for the company since job satisfaction leads to high motivation which leads to high performance and increased productivity in the workplace.