The Importance Of Job Design

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Job range, depth, and relationships fall under the term job design. According to Ivancevich, Konopaske, and Matteson (2014), “A major cause of effective job performance is job design, which refers to the process by which managers decide what job tasks and how much authority each employee will have” (p.141). Job design by management determines the well-being of their employees and the organization. A job has pros and cons just like anything else. Jobs can be stressful mentally, physically, and emotionally but at the same time jobs provide income, purpose, and relationships with others. While we have to understand the meaning of work design, we also have to understand the meaning of job resign and what it means within an organization. Ivancevich, Konopaske, and Matteson also noted, “It means that management has decided it’s worthwhile to reconsider what employees are expected to do on a job” (p.141). Job redesign is basically changing what an individual does as far as what their job entail. Job redesign can be major changes or it can be minor changes. Job design would be what the company initially develops as far as the expectations of the employee but as time progress and new technology is invented an organization may have to do a job redesign so that their employee can be more success at doing their job. According to Burr and Cordery (2001), “Existing job design models have been criticized for being able to explain affective outcomes more consistently than they do those of

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