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Job Design Discussion And Reply To 2 Classmates Discussions

Job Design Discussion And Reply To 2 Classmates Discussions

 

What kinds of jobs are needed in an  organization? How has specialization of labor, or division of labor,  been implemented in an organization in which you have worked (or  researched)? How are departments organized? Do you perceive these  groupings to be effective? Why or why not?

Guided Response: Respond  to two of your classmates’ posts. Analyze their discussions by agreeing,  disagreeing, or adding other ideas to strengthen or enhance the  perspective presented in their initial posts.

Replys to Marvis:

Marvis Nicholson       

The discussion for this week is in regards to job design. In order to  begin to tackle this, one must understand the term which is defined as  is a central purpose of any HR department which is connected to  positions or jobs to complete the outlined task.   Job design is  articulated or constructed to make the position more satisfactory for  the employee.  Jobs in organization are based on the needs of that  particular company in order for it to run effectively.  Our particular  department in organization has implement division of labor into  processors and trouble shooters.  My current position as Coordinator was  to act as a bridge and point of contact for out external clients and   internal processing to ensure goals were met.  Most companies have  already strategically outlined what resources they will need but this  can change over time as with our company, we added product lines which  called for more jobs.  It took strategizing to determine the number of  people that would be able to successfully carry out the functions of  this new department successfully.   Departments are organized according  to need.  Most departments have a hierarchical structure with managers,  supervisors, team leads and laborers.  This is to ensure that all  functions of the department are met.  As mentioned in the discussion in  week one, everyone has assigned task in order for processes to go  smoothly.  These groupings are always effective in my opinion because of  different skill sets which allow for different talents to be utilized  in departments.  All people are not effective leaders and some leaders  are not really down in the weeds, applicable workers or able to perform  effectively.

Reply to Edward:

Individual jobs are needed within an organization and they can  consist of individual and group jobs. A job description for a customer  service assistant includes multitasking duties such as delivering and  receiving messages from customers, employees and guests face to face and  through technology. Not to mention that secretaries that also are  responsible for optimizing workloads and arranging conferences. Labor  workers are responsible for getting production done and management is  responsible for making sure work gets done accurately. Human resources  and payroll are also needed within a company and their roles are to hire  the best fit applicants and to keep of track of workers hours and  deductions.

The division of labor breaks up jobs in different departments by  alternating tasks for workers every so often. “Job rotation, involves  moving workers to various jobs on a consistent, scheduled basis. For  instance, a warehouse worker may run a forklift for 3 months, check  inventory the next 3 months, and load trucks for 6 months” (Bierman,  Ferrell, O. C., & Ferrell, L., 2016, p 8.2). The specialization of  labor benefits a company by establishing products or services for an  organization and then breaking the job up into different tasks and  departments so that it can get done effectively and efficiently which  enables colleagues to expand their capabilities. “Work becomes more  efficient, and costs are reduced. Employees quickly learn how to perform  tasks, thereby reducing training costs” (Bierman, Ferrell, O. C., &  Ferrell, L., 2016, p 8.2). These groupings are effective because  employees can move up in job rank and earn more money which allows  companies to have a high employee retention.

References

Bierman, L., Ferrell, O. C., & Ferrell, L. (2016). Management: Principles and applications, custom edition. Retrieved from https://content.ashford.edu/books/Bierman.1318.16.1/sections/sec1.1 (Links to an external site.)

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Job Design Discussion And Reply To 2 Classmates Discussions

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