Bibliography Paper (for Hifsa Shakaut)
Alessandro Volta
Biography.docxJOB ANALYSIS AND DESIGN ANNOTATED BIBLIOGRAPHY 1
JOB ANALYSIS AND DESIGN ANNOTATED BIBLIOGRAPHY 7
Job analysis and design is essential in every organization. It’s important for every organization to get it right or else the motivation and organization of the employees would go wrong. The following is a review of publication related to job analysis and design.
Erez, M., (2010). Culture and job design. Journal of Organizational Behavior, 31(2/3), 389 400.
Every organization has its way of doing things. In essence, the culture of every organization is what makes it move forward and beat the competitors. The article illustrates that each culture must rhyme with its job design for it to be effective. The typical job design and analysis that organizations were practicing involved job simplification, job rotation, job enrichment, and job enlargement. Apparently, every organization had to have a plan that will incorporate all the areas while maximizing the power of the employees (1). In this regards, the article that over time, culture is more embedded in job design, which means that each organization must have its system of job design. The idea is that what works in a certain organization might not work in a different organization. It's important to realize that different organization has different services and goods, which means their job analysis and design must also be different. The important thing is that the culture of the organization must connect with jobs that are conducted within the organization, that shapes the job design. Job commitment of the employees becomes a mediation effect of the job design and the organization’s culture. In essence, this article expresseses the importance of culture in job design (1). The Journal of Organizational Behavior has been known to produce quality articles that are used as a guide in different organizations. The reason that makes the article reliable is the review that every article must go through. In addition, the journal receives numerous requests for publication offer, but only the best-researched articles are published. On that same note, the author has participated in other endeavors related to human resource management, which makes this information accurate and reliable. Comment by Lamar Holmes: What do you mean or trying to say? Please choose a better word Comment by Lamar Holmes: I don’t understand what you are saying. They are practicing what. Please explain Comment by Lamar Holmes: What areas are you referring to? Comment by Lamar Holmes: Please rewrite of delete this sentence completely
Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of management review, 32(2), 393-417.
The article in this journal explains ways in which job design can be a source of motivation to employees. In this article, it is stated that employees need to be motivated in order to be at their peak. If a firm wants their performance to be high, the employees must be given something in return that will make them work extra miles. Job design is composed of five key areas that include skill variety, task identity, task significance, autonomy, and job variety (2). The job analysis must incorporate the five components to make employees content about their work. If the design is done well, employees will be happy, which means that they will be motivated. They will have the need to reach their maximum potential. Furthermore, this article states that job design can be a psychological theory of motivation, which will influence different ways employees will perform well at work. The job design that connects the employees will be based on their potential skills, which will be a way of motivating them Comment by Lamar Holmes: Choose a better word. This doesn’t go well in this sentence Comment by Lamar Holmes: Choose something different other than this phrase
The reason for choosing this article is to connect the motivation of the employees and various ways in which duties can be conducted in a firm. The article shows that when the job design and analysis is done the right way, employees are motivated. In essence, there will always be something pushing them upwards due to changing needs in an organization. Job design allows the firm will encompass the core characters, which will be suitable for the employees (2). The reliability of the article is okay because of the articles published annually by the Academy of Management Review journal must be reviewed and assessed by top-class authors. The journal ensures that the information presented is accurate.
Landau, K., & Rohmert, W. (Eds.). (2017). Recent developments in job analysis (Vol. 24). Taylor & Francis.
Job analysis has been a debatable topic in human resource management for many years. The reason is that with proper job analysis, an organization can prosper and vice versa. In recent times, the needs of organizations have been changing, which calls for organizations to diversify their workforce. This article explains the changes that have been taken place in the job analysis and job design. Typically, the primary reason for the developments is a change in work demands where a specific profession calls for multiple tasks (3). For instance, the role of customer care has changed to where they have to blend with other departments of the organizations and not only the customers. It means that a customer care agent will have to apply their skills on the workmates in addition to the customers. Therefore, the job analysis of a customer care agent will be detailed in the current situation that it was some decades ago. The design of such tasks is molded in a way that the employees will meet the changing demands of the HR department. Comment by Lamar Holmes: Comment by Lamar Holmes: Choose a better word
This article will be relevant in explaining the change in the roles of workers in organizations. Since all the changes have been influenced by job analysis and design, it will be essential in understanding why the changes occured. In addition, the book will also explore different job designs that influence different organizations. It would be prudent to state that some jobs have multi-roles while others have individual roles (3). On a different note, Taylor and Francis's publications have been in existence for a long time. Their only published articles that have met research requirements, which give the article an aura of acceptability. The information presented in this article can be used to make useful conclusions on the job design and job analysis.
Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2019). Job and work analysis: Methods, research, and applications for human resource management. Sage Publications.
Whenever a job analysis and design has been conducted, it is meant to understand the fundamental requirements of various duties in an organization. The article in this book explains the different ways in which job analysis and design can be conducted. At the start, there must be research on the expectations of each task. The expectations will be valuable in determining the highest level that an employee should reach. However, an organization should first collect information about the duties and responsibilities before setting any standard (4). At the end, the firm will realize the necessary skills that every employee must have before being assigned any duties. The job analysis and design process indicate that when the process is done in the appropriate manner, employees will be given the right wages for their jobs. The organization will know their strengths and skills, thus allocating them to their rightful positions.
The book from Sage publications will be useful in analyzing how job analysis and design should be conducted. Fundamentally, if the job analysis is wrong, employees will not be placed in their right positions. It means that some of the employees will be overstretched while others will be underutilized, which might affect their career growth. This book can be used as a guide in job analysis and design for different organizations. On a different note, Morgeson and his friends have been in research for several years now (4). In several instances, they have won awards for their excellent research, which makes this book special. The information printed is true and accurate, making it useful in the paper on job design and analysis. On the same note, the research in that article has been quoted by other notable authors, which cement its reliability.
Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of applied psychology, 91(6), 1321.
Job analysis and job design is a complicated task for every organization. The reason is that it has to be conducted well or else the organization would not be at its maximum potential. Under such a circumstance, all the stakeholders within the organization must be involved in that process. It means that the employees, the board, and suggestions from the customers must be consulted. The article in the journal explains a way relating to the employees that proper job design can be conducted. The article states that employees must be interviewed through a questionnaire. In this bid, they will open up to the challenges within the workplace, explaining all the expectations that they may have in their roles. Employees will suggest specific roles within the workplace on how it should be handled. When they have been given such questionnaires, the organization will understand the needs of the employees (5). Typically, they will understand how to do an analysis and design the task in a way that the employees’ potential would be reached. The important thing is that the firm will have information on duties within the workforce, making it easy to allocate employees. Even if there is a situation where the firm would be advertising vacancies, they will select the right candidate based on the information they collected from the questionnaire.
This article is useful in explaining the importance of employees in designing a framework of job analysis and design (5). They will be highly involved in the process, which means that everything about them must be understood. Concisely, the journal of applied psychology has been quoted in numerous researches, especially on matters related to human resource. The acceptability of the novel has been rated highly which means that the information can be relied upon Comment by Lamar Holmes: Can you add something after the word upon? Upon what?
References
Erez, M., (2010). Culture and job design. Journal of Organizational Behavior, 31(2/3), 389 400.
Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of management review, 32(2), 393-417.
Landau, K., & Rohmert, W. (Eds.). (2017). Recent developments in job analysis (Vol. 24). Taylor & Francis.
Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2019). Job and work analysis: Methods, research, and applications for human resource management. Sage Publications.
Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of applied psychology, 91(6), 1321.
