The Theories of the Job Design - Essay Example

?Discuss how the theories of the job design could be used to improve the effectiveness of the staff at Legacy Leisure Centre. The following should beconsidered in your response: Elements of Job Design, Approaches to Job Design and Challenges for Legacy Leissure facility. Name; Course: Tutor: Executive summary Organizations have made significat attempt in trying to gain competitive advantage in the market via management practice and concept. In addition, researchers in the management field have come up with several papers on how organizations or companies will lavarage its human resources to achieve the utmost success. Depsite all these efforts, organization still fail. Companies have not come up with the primary cause of this manace. Ideally, the orgaizations, formal aspects are the primary cause of the failure. There has been much speculation on whther the design of jobs in an organization affect the performance. This paper tries to analyze and examine the effects of job design theories on the performance in the Legacy Leisure Centre. The Legacy Leisure Centre one of the four fundemental leisure centres owned and managed by Lancashire County Council. The leasure centre has crecreation facilities such as swinning pools dental clinic, supermarket and entatainment facilities. The centre is taken as the case study because of its massive weaknesses or issues that affect the community. This paper tries to find out whether the connection between the orgaization’s job design and goals and the human resource management will improve the performance of a business and come up with good business culture in the organization. The research will also focus on Elements of Job Design, Approaches to Job Design and Challenges for Legacy Let and features that contributes to change in the culture of an organization. Primary and secondary data is used in the study. The data will give the illustration of the point. A recommendation on how the bottle necks identied in the topic relates to management and job design. Introduction Job design invovle the arrangement of related activities with the intention of acievin the maximum effeciency and organization’s accomplishment. For an organization to come up with a good job design, the employee motivation, skills and the organization’s performance need are critical factors. The various elements that consideration entails include job enlargement, job enrichment, job rotation and activities to be perfromed. Successful companies according to organizational psychology are companies which takes human capital as a critical and fundamental asset. As such, there is needed to come up with a management team whose role is to manage human captial with an intention of achieving competitive advantage and success in the organization. The human response tries to identify and exploit the employees’ talent in the organization through motivation and training. It also rewards the employees who have shown significant growth and development. The overal approach to management of human resource in a strategically is defined as strategic human resource management. The management is in line with the organization’s intention and its future projecction. It entails issues affecting the employees in long term basis and big isssues about quality, culture, structure, values and commitments that supports the organization’s futureachievments. The definition of culture according to hofdtede (2010) is a cummulative mind programming which identify a set of people from a group. It entials people’s way of understaning and their behaviours. Elements of job design There are three key elements of job design that affects any organizations ability to laverage its human resource. These are the task analysis, employee analysis amd environmental analysis. Task analysis The element entails all the tasks in the organization that needs to be done, hoiw each task will be performed and the connection of the task with the aim of forming a job. In the given case, it is evident that task anlysis is one of the factors that brings about issues in Legacy Leisure Centre. Legacy Leisure Centre also lacks a good task strategy. Charler (2011) defined strategy as the determination and assessment of the primary objectives and long term goals of an organization and integration of set of action and the providing resources needed to accomplish the tasks. The management based strategy guides the company on achieving competitive advantage. Competitive advantage concept according to Porter is the ability of an organization to develop a st of features that gives it an advantage to its competitors. These features include innovation, cost leadership and quality. The ability of employees and the general level of skills they have also affect the job design and the effeciency in the Legacy Leisure Centre management. For instance, lack of trained workforce for a particular task is detriment to the performance. The Legacy Leisure Centre management needs to develop a job design that is simple and should be made up of minimal routine activities for less experienced employees while complex and more engaging task should be handled by experienced employees (Miner, 2009). Employee analysis Humsn resource mamanement have many responsibilities and roles in every organization. It is a strategic partner in corporate planning, business operations, and business perofitability and quality management. The size of the organizationdetermines the scope of human resource. In complex organization, activites of the human resource management are splitted into departments whereas in small organizations, it is linked to same taks to all employees. The key responsibilities of human resource management are: Recruitment and employment- the human resource management interview, recruit, test and coordinate the employees. The human resource also conducts development and training. This entails performance management, orientation, productivity enhancement and skills training. It also compensates employees via evaluation of jobs, executive compensation, job description, wage and salary administration and incentive payment. The human resource management also administers benefits such as profirt sharing benefits, retirement plans, administration of vacation leave and stock plan. The implementation of support program and outplacement is also done by the human resource management. The huaman resource management also keeps the records of all the personel in the orgasnization. It is also repsonsible for ensuring community and employee relations. This entails comlpilance of labor laws, labor relations publication and attitude survay. The huamn resource management performs strategic planning by coordinating planning, mergers, forecasting and international human resource. The HRM also ensures the health and safety of the employees by conducting wellness and drugs tests and safety inspection According to Armstrong (2010), strategic planning is where the strategic plan s of an organization is identified and executed through integration of the organization’s demand capability in the business environment. It is determining or projection your future business needs through deficition of current business mission, formulation of new mission statement, audit performance and formulation of strategic-oriented goals. The definitionof current businesss and mission entails definition of services and products offered and deciding the terrain that will acomplish it. Performing both internal and external audits entails determination of the position of the company through analysis of internal and external conditions. The most prevalent method of audit is performing SWOT analysis. The SWOT analysis determined the strenth, weaknesses, opportuunities and threats in the company. Translation of mission inot strategic goals entails identification of goals and new mission that targets the improvement of shareholders rates and values of returns and development of strong balance sheets. Environmental analysis This is a job design element used to anlyse the physical environment and the culture that the employees have build in the orgainzation. The organization’s physical environment greatly affects the culture that is built in the organization. The Organization’s culture as per wilkens (2011) is a set values, policies, traditions attitudes and beliefs that make up a context of what is done in an organization. The key components of culture are the formality of the organzation’s structure, style of management, the type of staff, lengends, symboles, and attitudes towards customer, technology and corporate myths. Organisational culture consists: how formal the organisational structure is, management style, the type of people employed, symbols, legends, corporate myths, attitudes to customer, quality, technology and risk. For instance, Microsoft has embraced inter -employee communication giving space for purpose. The environment of an organization in terms of regions, nationsm business tyoes and occupations differs. Environmental analsysis also entails how organisation culture is shaped by human resource management. The significance role of HRM in determining the culture in an organization is undisputable. The process of shaping the culture of organization is divided into three phases. These are pre-hire, seclection and post-hire (Carthy, 2008). The initial two phases is in-line with selection of suitable employees and job designing. The last stage is crucialm as it entails fine tuning the recruted employee to work in accordacne with the corgization’s culture. The phase involves HRM’s continous observation training and apraisal. The management can also use total quality manaegement. The goal of TQM is to make employes responsible and improve their workplace output. It is the responsibility of the management to ensure that the employees are trained, high skilled and the development process should be accompanied with rewarding motivational system. Job design approaches Job enlargement- the action raises the number of activities that are carried out in a job function. This is accomplished via combination of some activities that were undertaken by different people in various positions. Jon enlargement enables Legacy Leisure Centre to faciliate its employees with more opportunities and responsibility for enhancing skills. With job enlargement, the workers individual boredom is relieved that are brought about by repetition and routine work. It also increases motivation of employees by buliding challenges that are work related and allocating tasks that are more doable. Job rotation- roatation strives to enhance job design by applying the same method applied in job rotation. The only difference is that the process of bringing together different tasks poisitions; it enables employees to use a different approach to acomplish the task (Cheng, 2002). The Legacy Leisure Centre management can support this program by availing internal and external resources for cross training administration so that the employees can periodically move from one job to a different but related one. The Legacy Leisure Centre can achieve a complete job roatation by ensuring that the levels of responsibuilites are maintained, but the activities performed by individual worker changes. The longest time that a worker can work in a department can be a month. However, it can be shortened according to the nature of job done.in the Legacy Leisure Centre case provided; job rotation can be done by Assistant Manager - Michelle Wilson and Duty managers-Paul jones since there job descriptions are related. The process can be carried out as a way of boosting the performance of both positions in case one is underperforming. Job enrichment- the element aims at enhancing a job position through opportunity addition meant for higher ranks of recognition and responsibilities via development of personal skills and acheivement. To ease the difficulties related to task management, Legacy Leisure Centre management need to implement planning and control features assignment to the workers Conclusion Every organization’s aim is to constantly improve the business with a view of achieving competitive advantage. The neture of job design contributes significantly to achieving this goal since it has critical influence on maintaining organizational culture and corporate employees (Banerjee, 2002). The organization should take job design theory as a critical tool of achieving the business goals through employee satisfaction and elimination of boredom. When ther is stiff competition between different firms, the key assset of the company is the employees. It is therefore improtant to have in place a well established job design whose key responsibility is to embrace employee satisfaction by developing and motivating employees. In the modern, the culture that an organization has developed is an inherent aspect of an organization. The way a business firm organize itself to create a competitive advantage in a particular field very improtant int the company. The report has clearly potrayed how the relationship between human resource management, corporate culture and strategic objectives and goal in an organization. I also found out that the combination of the management styles and strong organization’s culture is an uphill task for Legacy Leisure Centre management. Some methods or techniques applied can bring about benefits and drawbacks in various companies. Connecting work design, corporate culture and strategies needs vast knowledge in the side of managers. The managers from different departments should be involved in the proccess to enable the business to compete favorably. References Banerjee, S. 2002, Organisational Strategies for Sustainable Development: Developing a Research Agenda for the New Millennium. Australian Journal of Management, Volume: 27. Carthy, S, 2008, from strategy to execution. Financial management techniques and theory. The Banker. October 10. Cheng, T. 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