ORGANIZATIONAL

BEHAVIOUR
ASSIGNMENT

TOPIC – JOB CRAFTING

GROUP 4
Dr. ANINDITA CHATTERJEE

MEGHA BHARDWAJ
YASHMI ARORA
KAJAL SHARMA
VARSHA TYAGI
VISHAL RAJPUT
RITHIK GIREESH
Brief Summary
Fatima is a middle level manager who consistently made her benchmarks and
goals. Although she has built good relationships with her fellow colleagues and
superiors, who believe she has high potential. She is unable find content and
satisfaction in her job and wants to quit. But she could not because of the current
economic situation. She was more interested in understanding how her
organization can use social media in marketing. Fatima then becomes a part of the
movement called job crafting, which includes job recognizing so it better fits their
strengths and passion. She engages in crafting her job and as she notices that she is
spending much time over her team's performances, she modifies her work by
incorporating her marketing ideas to the team activities. She motivates her team as
a results her team implements new ideas and strategies. Through Job crafting
fatima found out that she was able to craft her job and make it satisfying for
herself. Her proactive and enthusiastic nature encouraged herself and helped her to
create the best in the work situations.

Question no 1 – why do you think many people are in jobs that are not satisfying?
Do organizations help people craft satisfying and motivating jobs, and if not, why
not?

In my perspective, many people are not satisfied with their jobs because they do
not feel motivated at their work places. There are many other reasons as well, for
example- they might have some different potential and interest or they might not
be best fitted for that particular work place or the job type.

I believe many organizations do crafting and motivating activities for their

employees to encourage and motivate them to increase the effectiveness and
efficiency of the work they do. But on the other hand some organizations do not
perform such kind of activities because they feel it is not their responsibility and
believe that it is just a waste of money and time of the organizations and as well as
their employees.

Question no 2 – Think about how you might reorient yourself to your own job. Are
the principles of job crafting described here relevant to your work? Why or why
not?

Considering MBA as the work I do now, I believe the principles of job crafting are
quite relevant. If I am to reorient myself to work, firstly I would be working in
arms with a professor, who would act as my coach, in finding out and analyze the
areas that I’m weak at and those I’m good at. Then come up with a plan to
effectively learn the subjects in a different manner than before which will help me
comprehend and understand it better. So that it does not drain away my motivation
and satisfaction.

I do also believe that working collaboratively as a team would increase the

efficiency of the individual as well the team, so the next objective of mine would
be to find the peer group that suits me right. So that the collective exchange of
knowledge and idea could enhance the proficiency of work for both me and the
others.

Question no 3 – Are there any potential drawbacks to the job crafting approach?
How can these concerns be minimized?

There are some drawbacks of job crafting:

 Disadvantage of job enrichment is an increase in an employee’s workload.

 Every employee at your business may not be eligible to participate in job
crafting.
 Conflicts between individual goals and organizational goals can occur.
 Job crafting may result in different employees doing the same job in
different ways.
These concerns can be minimized if we can create some segments of similar
interests. And there should be a superior individual whose work will be to approve
what is acceptable and reject what is not, in the process.

Conclusion
Job crafting is essential for job satisfaction, as it allows the individual to customize
or tailor their job best suited to them. It helps employees find their motives and
often develop a proactive personality in turn making them self- empowered and
thus enabling them to work out the best solutions when they're discontent.

On the flip side the drawbacks to job crafting include clashes between the goals of
the individual and the organization, the productivity levels may drop and it can be
time consuming and delays in work/tasks can be expected. Although of significant
concern, these factors can be sorted out by compartmentalizing or creating
segments of similar interests.