Running head: JOB REDESIGN; CASE ASSIGNMENT 1
Module 3 Job Redesign, Case Assignment
Student’s Name
Institutional Affiliation
Course
Date
Question one
Which of these three types of job crafting do you think would be most appropriate for
the ship crew, and which one do you think would be most appropriate for the
hospitality staff?
Ship crew
The ship crew will be served well with the use of task crafting. The ship crew will
benefit from having job crafting because it involves taking some proactive steps that aim to
accomplish their work. The main activity is to ensure that the premise stays in the specified
role and get more actions into place and then change what is done and always remain active
and related to the specific activities assigned. The presence of various approaches and
techniques are assumed to be the main driving point for majority of the works done. It is seen
as the main area where users can be aligned in accordance to the motives and strengths that
are critical in ensuring that every individual is given some tasks they are supposed to
complete (Bauer, & Erdogan, 2012). Job crafting is usually linked to good job performance
which is ideal for ship crew while carrying out their activities. Job crafting also ensures that
employees will be more active because of the high motivation and usual employee
engagement seen in organizations.
Hospitality
The hospitality group will benefit from relational crafting because of the changing
relationships that it will have on the people they will be interacting with on a daily basis.
These groups of people will be able to form a group that will ensure good marketing and
relationship skills. It will then lead to an increased collaborative relationship. Relational
rafting further motivates workers and moderates the form of association which is experienced
amongst workers thus leading to an increased output (Hartzell, 2015). It is therefore advisable
for the hospitality group to engage in the relational crafting group so as to increase the bond
between the users and the ones offering the aforementioned services. A swap meet will
therefore be appropriate for the two groups that show the need of ensuring their tasks are
complete within the specified time.
Do you think a swap meet would be appropriate for either ship crew members or
hospitality staff?
A swap meet is essential because it involves a lot of skills in helping people to work
in a productive way. The strategy will be vital in helping these groups to converge and have a
conversation on their different duties that they perform. The meeting will be critical because
it will help them craft ways and ensure their skills align with the strengths they possess in
their different areas of interest.
Any other strategy from Wrzesniewski (2014) that you think would be useful for either
pilots or online marketers?
Both the hospitality and ship crew will greatly benefit from the chance of enhancing
their form of autonomy because of the chance of getting some periodic feedback. Giving
employees freedom will ensure that they become creative and their productivity level will
highly increase. Therefore, the feedback which is provided will allow the workers to benefit
from their varying weaknesses and enhance their final output.
Question 2
a). Which of the five core job dimensions discussed in Bauer and Erdogan (2012) or
page 9 of Griffin (2007) do you think should be revised the most during a job redesign
intervention?
The main features that define whether a job has been successful include skill variety,
task significance, feedback, identity and autonomy. These types of job dimensions are
actually evidenced in ABC firm which ensures that it observes the key features of successful
jobs. Based on these various aspects, ABC should therefore consider revising the task
significance, task identity and skill variety. The aspect of using skill variety shows the level
at which the description of employees’ jobs is done to enable them showcases their personal
skills. The existence of the personal skills ensures that one is able to solve challenging and
technical tasks that may arise (Wrzesniewski, 2015). It is therefore clear that job description
in the corporation manage to hold employees to their tasks of solving various challenging
concerns raised by customers. In this case therefore, telemarketers are supposed to play some
forms of informative roles where potential customers are held due to their diligence in some
products. This case therefor limits the areas of job application which is regarded as crucial in
the fostering the level of creativity and then unlocking the level of productivity shown by
employees.
It would be crucial for ABC to effectively revise the significant task dimension which
has been held in the organization. This is because the job description does not state the
relevance of the tasks that workers are supposed to perform and the services which they are
provided with. It is therefore a clear indication on the reasons why tasks are vital for the
organization and will enable employees to maintain their objective of giving their services to
the organization.
Additionally, telemarketers are supposed to be given the required targets based on
their performance which is the missing part of their job description in ABC. The area
therefore is supposed to be revised to enable workers to create a clear picture on what would
likely define a productive and successful service delivery to them.
b) Which ones do you think do not need to be revised? Explain your reasoning and cite
some of the required readings in your answer.
ABC does not need the provisions of revising autonomy and feedback features. The
available job description ensures that telemarketers will be given the required feedbacks on
bimonthly basis which is seen as a commendable fact. There should be feedback on their
performance which gives an opportunity for one to understand the value and need of using a
certain different approach. The description further provides for the telemarketers the freedom
of choosing the chance of performing their tasks and the areas where they are supposed to
work from. The available facts then show that ABC Corporation has managed to successfully
meet the feedback and the required autonomy features.
Question 3
a) In general, would you recommend management undergoes a traditional job redesign
approach or a job crafting approach?
In this case, I will prefer the process of using job crafting method at the expense of
using the traditional method. The approach will be vital because it will enable employees to
fully maximize their potential due to the available opportunities that customizes their jobs.
The use of job crafting will be critical in actively changing their individual tasks that promote
quality and other significances in an organization. Therefore, job crafting will be essential in
providing employees with the chance of showing their skills and develop some important
creativity in their different working environment (Griffin, 2007). The form of creativity will
ensure that the working environment does not turn out to be boring which is seen to be highly
motivating and stimulating. The move will finally promote the availability of will and job
experience making them to an unwilling force that showcases moving out of their
organization.
b) Specific Job Crafting Strategy recommended
The firm should employ the use of cognitive crafting method. Use of cognitive
crafting gives employees the chance of having a different mindset in their tasks. Workers are
usually made to view their different tasks from a productive and creative angle when they use
cognitive crafting. It further helps employees to have a varying form of perception on their
relationships in their working environment (Dik, & Duffy, 2012). Employing this technique
will ensure that the medical practitioners get to know the value of their service delivery and
how important their form of creativity will be essential to the organization. A change of
mindset will be vital in effecting the type of service that is provided to the customers.
Question 4
Term
Definition
Job enlargement
Job enlargement shows the increase of scope of a certain job through
the extension of duties and certain responsibilities which are within the
periphery or same level.
Job rotation
Job rotation is defined as a certain technique which is used by some
employers to change some assigned jobs to employees throughout their
period of employment.
Job enrichment
Job enrichment is defined as method through which motivation of
workers is done when a job is designed to have some form of
challenging and interesting tasks which require some form of skills and
can later lead to an increase in pay.
Task crafting
Task crafting is defined as the process of changing, dropping, adding or
altering the available tasks available for workers.
Relational crafting
Relational crafting is defined as the process of altering with whom,
when and how employees try to interact and how they are supposed to
perform their duties.
Cognitive crafting
Cognitive crafting is the process when workers alter the form and way
they perceive relationships and tasks that entail their jobs.
The basic similarity between job crafting and job redesign states that both of them
focuses on the idea of enhancing the performance and productivity of employees. They both
aim to promote change on the process of doing activities and on how people view various
jobs available and the varying situations.
However, there are differences between job crafting and job redesign. Whereas job
crafting is seen as a proactive process which is based on a continuous form of changes that
does not involve any form of a certain arrangement, job redesign is made to function in a
series format. There is also a difference in the time scale for the two processes. For example,
job redesign takes longer period when compared to job crafting. Additionally, job crafting
does not focus in the available achievement and the primary goal set out by the organization
which is not taken into consideration by job redesign.
References
Bauer, T., & Erdogan, B. (2012) Chapter 6.1: Motivating employees through job design.
Introduction to Organizational Behavior. Flatworld Knowledge.
Dik, B. J., & Duffy, R. D. (2012). Chapter 7: Job crafting. Make Your Job a Calling: How the
Psychology of Vocation Can Change Your Life at Work. West Conshohocken, PA:
Templeton Press. [EBSCO eBook Business Collection]
Griffin, R. (2007). Chapter 6: Organization structure and design. Principles of Management.
Houghton
Mifflin, New York.
http://college.cengage.com/business/griffin/sas_principles/1e/assets/students/know_ba
nk/griffin_sas_KB_6.1.pdf
Hartzell, S. (2015). Types of job redesign: Job enrichment, enlargement & rotation. Intro to
Business. https://www.youtube.com/watch?v=y8X0HCGKaLA
Wrzesniewski, A. (2015). Job crafting - Amy Wrzesniewski on creating meaning in your own
work. Re:Work with Google. https://www.youtube.com/watch?v=C_igfnctYjA
