Efficiency and Motivational Approaches to Job Design

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Approaches to Job Designs
Discussion: Efficiency Approaches to Job Design
Efficiency has played a vital role in determining how the management approaches their job design. The management must determine effective ways to structure work, guaranteeing maximum efficiency (Morgeson and Campion 3). One way to achieve efficiency in most companies is by using standardization. Standardization ranges from the way employees fulfill their duties, how often they take breaks and the level of responsibility or mandate assigned to employees in their jobs. Standardization plays a critical role in ensuring that the management can efficiently allocate responsibilities and wages to employees (Morgeson and Campion 3). The level of education and qualifications plays a crucial role in determining where a person would be placed in the organization. For example, a person with a degree is confident that they would be assigned managerial roles at some time. Employees have no expectations of rising to a certain level if they fail to meet particular requirements.
The development of the assembly line process is one of the areas influenced by job efficiency designs. A job efficiency design has specific methods and procedures that a person should use when doing their jobs. The design is structured so that it minimizes the movement of employees from one station to the other. The management can accomplish this by breaking down tasks into different components. As a result, there is little time wastage as people move from one station to another (Al-Musadieq et al. 3). There is also job specialization when using efficiency design in an organization. By breaking down tasks into their essential elements, an organization can limit the task performed by each employee, thus increasing efficiency. The internal factor that influences how the management decides why they select this type of design is the shareholders. The shareholders may pressure the management to have a high return on investment, and as a result, the company leadership will only be interested in results. An organization may choose to have this design structure because they are more interested in profits and not the motivation aspect of the employees. As long as the company has a return on investment, the model will be sufficient.
Discussions: Motivational Approaches to Job Design
The motivation approach to job design ensures that employees have a high drive to go to work. The management looks for ways that will make sure a te...