Running head: HOW TO DESIGN MOTIVATING JOBS 1

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Running head: HOW TO DESIGN MOTIVATING JOBS 2

How to design Motivating Jobs

Abstract

There exist new job demands in an organization. Therefore, there should be proper

planning for decision-making demands since the new job demands can produce both the

negative and positive effects on an organization. These effects may result in various

challenges arising from a design that is in use for new jobs. This essay gives an overview of

the importance of designing motivating tasks and multiple ways, as well as several means

that an organization can use to create motivating jobs. The "Building a good jobs economy"

clearly states that when dealing with job design, an organization must consider the

individual's needs when the demand for the Job arises (Rodrik et al., 2019).

Introduction

Job design is a systematic process of allocation of tasks to an individual or group in an

organization. The management must first assess the current job practices, do the analysis of

the task, design the Job, gradually implement the design, and later await feedback. Factors

which determine job design may include elements such as skill identification which involves

the act of analyzing the skills that are needed for the new job demand and that which is in

use, the importance of the task to be performed, the autonomy and also the feedback that is

obtained after a thorough analysis is done.

Importance of designing motivating Job

Job design is essential when planning the risks in the design process. It helps to

minimize the occurrence of illnesses or injuries of the end product. If the jobs are designed

well, the managers are motivated to the improvement of an organization's profitability and

production. Job design determines a worker's well-being and also inspires positive job

attitudes. Motivating jobs results in a competitive advantage in business. When a worker gets
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motivated to work in an individual organization, it has a positive impact on the present and

future service roles. Furtherly, a properly designed platform for motivating jobs enhances an

employee's participation. When a worker participates in the organization, there is proper

monitoring of the employees, which increases the individual's experience in their daily tasks.

Ways of designing motivating jobs

The management department in an organization has to come up with various ways of

motivating jobs. There are multiple ways that an organization can design motivating posts to

attract competent employees. They are discussed below:

To begin with, there is automation. It involves the introduction of machines in an

organization, rather than working manually. Automation It is beneficial to improve on the

future working of an organization (Koranka2017, pp.131-151). Automation increases the

efficiency and speed of work in a business. A person will prefer to work for an organization

that uses machines to produce its output rather than the one that operates manually. The use

of devices increases productivity since a large volume of work can be done simultaneously.

Also, automation enhances the ability of a business to understand the worker's participation.

Therefore, an organization can use automation as a way of designing motivating jobs. The

"challenges for job design" suggests that an individual will go for a business that offers

motivating roles and thus puts his or her effort in the Job. Hence, an organization should

consider the use of technology as a way of designing motivating tasks.

Moreover, there is the creation of Job motivating environment. An employer can use

various ways to create a pleasant working environment, which motivates them to do their Job.

One has to start by showing care to the employees to the workers. An organization leader has

to be free but not afraid of his or her workers. It instills the confidence of the workers to be

open to sharing any arising issues in the organization. The employer can also develop an
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employee's motivation. It can be done by appreciating the efforts of the workers by rewarding

them and promoting them. The employer can also make fun of recognizing the talents of the

employees. It helps the organization to design motivating jobs. A person will be attracted to

work in an organization with an excellent, motivating environment to perform his or her

tasks.

Furtherly, “The job guarantee; Design, jobs, and implementation. “Levy Economics

Institute, Working Paper Series 902(2018)" Suggests empowerment. Empowerment is one

way of designing motivating jobs since it allows employees to make decisions and to do their

work well if the management cuts off some barriers. An organization should create a platform

where employees feel they have a right to make decisions on their jobs. Empowerment also

enables employees to appreciate their own since they think that they can perform their tasks

with minimal supervision and interference. The manager can also ensure there is positive

communication among the employees as well as has to instill friendly competition within an

organization and outside the organization. .Empowerment is essential to an organization as it

results in an employee committed to that organization, promotes customer satisfaction, and

enhances job performance and employee innovativeness.

Lastly, there is job specialization. In the “Job design research theory: Past, present and

future” Organizational Behaviour and Human Decision Processes 136, it suggests that job

specialization allows each employee to choose specific tasks that they are best in doing it

(Oldham et al. 2016, pp.20-35). The act of repetitive performing of the task helps the

organization to decrease the skill requirement. Job specialization can be done through job

enlargement, which enhances the frequency and the number of functions performed. Job

enrichment is also one way of job specialization. It allows the workers to have responsibility

for their work.

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Conclusion

In conclusion, in the "Work design influences," it is clear that a proper way of

motivating jobs should be designed (Parker et al. 2017, pp.267-308). The management of an

organization should do an analysis of the past and current practices in an organization basing

on the job demands, and then evaluate the report after a thorough assessment In the "One

hundred years of work design research" it states that before the implementation of future job

design, both the current and past analysis should be done (Parker et al. 2017, p.403). An

excellent design method of motivating jobs leads to good productivity. Job design is essential

since it leads to new job demands; positive impacts lead to successful development in an

organization in the long run.

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Work cited

Korunka, Christian. "Challenges for job design." Job Demands in a Changing World of

Work. Springer, Cham, 2017. 131-151.

Oldham, Greg R., and Yitzhak Fried. "Job design research and theory: Past, present, and

future." Organizational Behaviour and Human Decision Processes 136 (2016): 20-35.

Parker, Sharon K., Anja Van den Broeck, and David Holman. "Work design influences: A

synthesis of multilevel factors that affect the design of jobs." Academy of Management

Annals 11.1 (2017): 267-308.

Parker, Sharon K., Frederick P. Morgeson, and Gary Johns. "One hundred years of work

design research: Looking back and looking forward." Journal of applied psychology 102.3

(2017): 403.

Rodrik, Dani, and Charles Sabel. "Building a good job economy." (2019).

Tcherneva, Pavlina R. "The job guarantee: Design, jobs, and implementation." Levy

Economics Institute, Working Papers Series 902 (2018).

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