MGT423 S-3. Job Redesign. Literature & Language Essay

Job Redesign
Name
Institution
Job Redesign
Job enlargement is the most effective job redesign approach for my current workplace to improve efficiency. According to Griffin (2007), job enlargement is a method of expanding an employee’s tasks to include responsibilities that belonged to other personnel. I believe it is the best approach for the workplace since it has a wide array of redundant roles which can be carried by a single person rather than splitting the tasks among several individuals. Before enlargement, the workers often work on a specialized task, but after enlargement, the person works in a broader role (Griffin, 2007). The benefit of job enlargement is that it reduces monotony. It is an effective way to improve performance since employees will be introduced to new roles that will reduce boredom. Job enlargement is an essential aspect of job redesign, and it makes the take more motivating. By creating a more extensive array of responsibilities, it makes the role more attractive. For instance, it could mean assigning a manager to update the company's social media pages. The person will feel encouraged to continue working. It is also a good chance for the person to learn new skills and act as a stepping stone to expand their careers (Griffin, 2007). In some instances, the additional tasks require extra training so that the employees can gain new skills. Moreover, once the job is enlarged, then the person will earn higher wages. Essentially, it means that their roles have been improved, and they will feel inclined to work harder. It makes the position a rewarding experience, and the person will think that they have to take more responsibility for their work. Griffin (2007) points out that a drawback of job enlargement is that if the additional tasks are still comparable to the original sequence of activities in their simplicity, then the worker's job will not change. The monotony can remain if the new role is not significant.
The core job characteristic that needs to be changed as part of the job redesign is skill variety. Bauer and Erdogan (2012) define skill variety means the level of which the job requires the individual has to apply numerous high-level skills. A low-level skill variety includes simple tasks such as updates the daily schedules. A high-level skill variety involves a person can modify the regular plans, but they can also do other functions in the organization. The job I had required a person with multiple high-level skills. This meant that besides my usual role in the human resources department, I was also tasked with additional functions such as being an assistant to the procurement manager and ma...