The paper "Work Redesign in an Insurance Company" is a great example of a business assignment. A small insurance company was having problems with the way its departments were managed. The current organization's structure consists of separate departments that collect premiums, change beneficiaries, issue policies and process loan applications; but then, the company has several problems associated with its management. One of the major problems of this insurance company is experiencing a high rate of absenteeism and turnover. In the other case, the insurance company’ s employees designated in their specific departments complained that their jobs were very much insignificant, boring and monotonous.
They also feel that, though the management has a genuine interest in their welfare, the trivial nature of their jobs contradicted that feeling. All these problems occur as a result of the company’ s incompetency in various work practices, such poor work design by their seniors which brings about the luck of employee encouragement like offering benefits which can make them achieve a balance between their personal lives and work. The other problem is that the employees at this insurance company works and commutes for long hours or even distance to reach their workplace.
The company is lacking a flexible work arrangement for its employees. The employees are also overworked. These are reflected where some of the employees site that their jobs are monotonous and they do the same jobs over and over again. Job design does not exist in this company and therefore the employees are not organized. As a result of this, each and every employee’ s duties are not clarified and this leads to the employees’ inefficiency. The quality of work-life concept is not practised in this insurance company and hence the philosophy of management that introduces the culture of change in an organization enhances the employees’ dignity and improves the emotional and physical well being of the employees such as providing growth and development opportunities are not realized.
This is made evident where the company experiences high absenteeism and high turnover. The company is also not sensitive about its employees’ vital needs and the problems and frustrations that are associated with their needs. The lower-level and upper-level needs of the employees are not adequately met and satisfied.
The employees also lack the practice of teamwork in their daily work functions in the organizations and thus they lack job motivations which result in fatigue and job boredom. Job stress is another contributing factor to the company predicaments. The management does not practice the telecommuting arrangement which we could oversee the employees work from their homes full of part-time and reduce the level of job monotony and stress. Section 2:How core characteristics of employees’ jobs will be changed in case the consultant’ s recommendations are accepted. The management consultant recommended that for the insurance company management to effectively redesign jobs and human costs associated with highly specialized tasks reduced, the company’ s the organization's structure has to be changed from a functional to a client basis.
As a result of work redesigning, the employees will embark in the combination of various responsibilities and duties of the jobs of other departments and thus they will need additional resources and skills to cope with the increased variety of the other additional variety of jobs. This skills and accompanying resources will eventually reduce their perceived sense of work insecurity and even assist them in assuming more decision making roles within the organization structure.
They will be able to cope well with their jobs and feel more in control as they will have more autonomy in making decisions and a variety of choices of how to conduct their jobs. Among the core job characteristics that will arise as a result of job redesigning includes task identity, feedback, autonomy, task significance and skill variety. These are the characteristics associated with direct transformational leadership effects on the task performance supplemented by the effects on followers’ perception of core job characteristics.
These perceptions eventually predict goal commitments and fundamental motivations which are related to the outcomes. The increased job variety will be experienced by the employees by using the number of different talents and skills in their jobs. The identity aspect of it will be practised in the case where the employee will be required to complete the whole of the assigned task from beginning to end. The significance characteristics mean that the job has a significant impact on other people’ s lives while autonomy is whereby the job provides absolute freedom.
With the feedback characteristics, the job will be able to offer clear information on the levels of performance. The employees will be internally motivated in the performance of their jobs which is known as the self-perpetuating cycle of the positive job motivation. This motivation is made possible as a result of good work and is self-generated. The autonomous, challenging and importance eventually becomes intrinsically motivating. As a result of intrinsic motivation, the employees will engage themselves in the higher levels of task performance and derive satisfaction from their work accomplishments and hence improving the work quality.
The forms of task withdrawal will also be reduced by the intrinsic withdrawal and thus increasing the work efforts. The employees will increase the work quantity and develop the acquisition of other work-related skills by choosing to work on meticulous jobs at specific times. Employees will also find the jobs very important, broader in the scheme of things, significant, and requires a complex high level of skills to perform.
The employees will also have a motivational desire to perform well in their jobs and feel unsatisfied in case they perform poorly on their assigned pieces of work. They will also work hard on their jobs to achieve their perceived goals. The employees would want to assist themselves by helping and assisting their absent colleagues to accomplish their duties and also strive hard to maintain the organization's good image and improve its functionality.
Gibson .J.L. 2006 Organizations: behavior, structure, process, 12 Edition. Chapter 13, pp. 367-391. Boston: McGraw-Hill/Irwin, c2006.