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Technology and the Change in Job Design
Joshua Anderson
July 2, 2023
BUSI610: Organizational Design and Structure
Dr. Matasha Murrell Jones
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Abstract
This paper will introduce the fact that while there has been an ongoing trend for job design to
evolve within its chosen industry, the introduction of technology, particularly since the turn of
the century, has sped up that evolution. With the ever-changing job design, many jobs have
become obsolete, while other jobs are now being created.
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Introduction
Technology and the changes that it brings about have been the primary drivers as it relates to the
change in job design. No matter what industry that might be discussed, bringing in new levels of
technology requires a management team to reimagine how work is completed. During the
process of reassessing how jobs are handled, it is important for management to fully embrace the
technologies that are provided to them. In doing so, management will always be searching to
embrace the technology and how it can bring about cost savings to the organization. Without
these cost savings, there would be no reason to make changes.
Changes in Technology Require a Change
For centuries, there was no real need for job design and the change that comes with the evolution
of a job. Goods were made in cottage industries or by households as they needed them. It was
only with the advent of the Industrial Revolution that the need to have jobs designed specifically
for certain industries did the thought of creating these jobs even occur to industry leaders. As
industries evolved, it was important the job design also evolve to keep up with the times in order
to maximize efficiency and profits. For organizations that did not do that, they eventually fell by
the wayside and died. For the ones that did, they often flourished and profited handsomely. When
evolving those job designs and the products themselves, some organizations even spun off into
and created new industries. Through it all, though, it was important to take into consideration the
fact that the employee needed to be taken care of. If that did not happen, any design change, any
product change, could have failed. The human worker was an important cog in the machine of
success. Therefore, job design, first and foremost, had to take the employee into account. As
technology advanced later, it became possible to eliminate the human element. That, though, was
much later in the process.
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Stress on the Employee in Job Design
The ultimate purpose of a job is to complete a product and do so to its maximum effectiveness
and efficiency. There are multiple factors, though, that must be considered when designing the
job. Most, if not all, of those factors involve the human element. Physically, the human body can
undertake an enormous amount of stress. Unfortunately, it is only in a perfect world that the
human mind can withstand the same amount of stress. It is, therefore, important to take into
consideration what the mind can handle when designing a job.
Stress is the response, both physical and mental, to a situation that is presented to the individual
in a situation in their life. People react differently in situations where they are presented with
different stressors. It is because of this that organizations designing or redesigning new jobs have
to take the human factor into consideration. Designing a job that very few people can handle
because of high levels of physical and mental stress can be very expensive. People are not
necessarily willing to take on certain jobs unless they know the reward is greater than the stress
and risk that is involved in the position.
Job designers have to take into account multiple factors when designing a job for efficiency.
Amongst those are physical factors such as exhaustion and the danger to life itself and mental
factors such as burnout (Awada et al., 2023). When taking these factors into account, it is
important that the designers strike a balance between efficiency and the human cost of the job.
One factor that is rarely considered when a job is designed is the happiness of the employee. It is
unfortunate that this is the case, but rarely does a management team take into consideration the
emotional well-being of the employee. At a minimum, this should be considered a secondary
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factor when designing a job. If an employee can come to work and know that they are doing
something that gives them a bit of joy, they are going to end up being a more productive worker.
If they are not happy with their position, they will end up doing the bare minimum in order to not
be disciplined or worse, to be eliminated from the position. It is important, then, to ensure at least
a certain level of joy on the job. When there is happiness for the employee, the employee is more
satisfied in the position. When they are more satisfied, they will work harder and become more
efficient in their job (Böckerman et al., 2019).
A job does not necessarily need to be designed to be fun to create a little joy and to be enjoyed
by the employee. Instead, joy can be discovered through the interaction with other employees
throughout the work schedule. Ensuring that there is interaction with other employees does
multiple things for the employee. One, it makes the workday go by at a quicker pace. If
employees are able to interact, time will seemingly go by quickly and the job will not seem as
hard to perform. Second, the levels of stress that might normally be associated with the job can
be alleviated by sharing that same stress with a coworker who is experiencing the same job.
There is a certain level of understanding between coworkers when they are performing the same
task. They are able to interact and assist each other with their personal shortcomings in the
position. This allows for informal on-the-job training to be done as well. In theory, then, this
employee interaction reduces stress levels, brings about a certain level of joy and happiness
amongst the employees, and ultimately it can bring about cost savings and new job efficiencies
for everyone involved.
Influence of Job Design
Throughout the history of work design, there have been characteristics that have influenced how
jobs are designed. These characteristics have been brought about through trial and error as well
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as through local cultural influences. Incorporating all of these notions allows for a job design that
meets optimal performance for the job being designed.
Often, a job designer is brought in to design a job that they might not know anything about. They
are provided a list of requirements and actions that must be included. From there, they attempt to
design a job to the best of their abilities. The best job designers, though, will take into account
the input of the employees that are working similar jobs (Dierdorff & Morgeson, 2013).
Supervisors can provide some influence, but it is important to understand the everyday worker
when designing or redesigning a new job. While it may appear to be counterintuitive to what the
requested job was asked to be designed as, having the local knowledge base allows for a job to
be designed in an optimal fashion.
Keeping Workers Happy with Job Design
The social and mental well-being of an employee is something that should be considered when
discussing modern job design. No longer can a job be done without taking this into
consideration. As the world becomes more intertwined, it can be difficult for employees to
remain satisfied knowing what is occurring with employees in other parts of the world that are
working the same job. While it is important for employers to keep their employees satisfied, is it
their responsibility to ensure that level of happiness?
With the introduction of mass communications, employees worldwide can now look into the
lives of people that are in the same line of work as them around the world. This also provides
them with the knowledge that the job they are working is designed differently elsewhere than the
one that they are currently working. Job design used to be something that was done locally and
local ramifications. Now that there is social media and mass communications, it is important for
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job designers to take this into account. Employees need to realize, though, that the local economy
dictates how many jobs are designed. Asking for benefits that are not possible will not endear an
employee with their boss. Providing a job design to best suit the local economy is typically what
is best for business. Allowing new benefits is what will allow for an employee to be happy with
their job.
20th Century Advances Spur Drastic Change
With the turn of the calendar to the 20th Century, there were many new advances that required
industry leaders to consider drastic changes to jobs that had become standard in the previous
years. The widespread introduction of electricity changed manufacturing forever. With the
elimination of the horse and buggy in favor of the automobile, goods were able to be delivered to
remote locations much quicker. It was the invention of the computer and modern-day electronics
and telecommunications that forever changed how jobs were eventually designed. All of these
factors spurred on tremendous change. It modernized certain industries, it made others obsolete,
and it also created new ones. Overall, the leap forward that came throughout the 20th Century
could be considered a second Industrial Revolution.
Global Job Design
With the increased use of technology in job design, the historical role of a job has changed from
something that was once considered local and was able to be controlled as such to jobs that can
be done from locations around the world. Because of this, it is important to understand the role
of technology in modern job design. Additionally, while a job may no longer be local, the
difference in job design locally relative to what it is on a global stage is only minor and based on
local conditions,
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Designing a job that is going to be done at a remote location is a new wrinkle in job design.
Often, it is important to take into account the culture and ethics of the location for where the job
is to be performed. It is also important to make sure that there is constant communication with
the remotely situated job. Because of these factors, it has become less important to fully design a
job and instead rely on the local employees to maintain a bit of autonomy (Nurmi & Hinds,
2020). In doing this, it allows for the job to be done to the best of the abilities of the local
workforce. There are laws and customs that must be followed that a job designer halfway around
the world might not fully comprehend. While technology allows for the job to be done anywhere
in the world, technology does not understand the nuances of local culture and therefore it is
important that this sense of autonomy does exist.
Digital Technology for Job Performance
With the creation of new communication technologies, the spread of information when it relates
to job creation and job performance has never been quicker. Prior to high-speed, global
communications, jobs had to be designed at a local level. No longer is that the case. It is possible
now to design a job on one side of the world and have it be performed successfully on the other
side of the planet. This impacts economies and industries worldwide. The end result of that also
benefits consumers everywhere.
Knowledge sharing is vital in advancing any technology. For centuries, the ability to share
knowledge was always a local exercise. It was important that the teacher was in the room with
the student in order to properly disseminate the information needed. This process slowed the
advances of industry throughout the world. With the introduction of high-speed internet and
rapid transportation, though, this is no longer the case. It is now possible to be provided
information around the clock and around the world in a matter of minutes (Deng et al., 2022).
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Because of this, job design has also changed. No longer is it necessary for a job to be done
locally. Instead, it is possible to perform certain tasks in areas where there is a specialized group
that can perform it. It is also likely that manufacturing jobs can now be designed to be done
where the raw materials are gathered rather than shipping them across the globe. These new
technologies allow for the job to be designed in one location and performed elsewhere and
monitored in an entirely different area. Technology has allowed for industry to always be
changed. It is this newest form that allows for a global change to be made.
Understanding Job Creation with Digital Technology
Manufacturing organizations have been hit particularly hard when it comes to the use of digital
technologies and the ever-changing job design for their workforce. Since the beginning of the
newest Industrial Revolution, most job design changes have been the result of technology
centered movements. Often, it is difficult for human workers to understand the need to change
their job to account for this new technology. If the employee would take time to understand how
this was being used to benefit the industry as well as their own well-being, the worker would
greatly benefit moving forward.
In a labor-intensive industry such as manufacturing, any chance that a job designer can add new
technology to assist employees is one that any leader should be willing to jump on (Cimini et al.,
2023). Because of the stress that a blue-collar job can have on an employee, providing them with
assistance is a must. The employee can benefit in a number of ways. It can extend the life of the
employee on the job. No longer are they subjected to manual labor for an entire shift. Instead,
with the assistance of technology, the stress can be eased for the employee. With new
technologies, the employee can learn new skills that can benefit them in the future. If an
employee has more marketable skills, they are going to be compensated better moving forward.
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An employee that is better trained and richly compensated is, inevitably, going to be a better
employee. This fact benefits the industry on the whole. Employees are better off, the employers
are better suited to taking on more work and more diverse work. Adding new technologies to the
job design is a winning situation for everyone,
Artificial Intelligence is the Next Great Leap Forward
As industries continue to evolve in the 21st Century, a new tool has been introduced to create the
next Great Leap Forward – Artificial Intelligence. With its introduction, Artificial Intelligence is
reshaping job design and forcing organizations across all industries to change their mindset in
relation to their thoughts on technology. Job designers now have to take into consideration the
fact that many jobs that were performed by humans in the past can now be done more efficiently
and much quicker by a robot operated by Artificial Intelligence. While the initial investment may
be more than that of having a human perform the operation, the robot with Artificial Intelligence
will eventually outperform any operation that the human does. The ultimate cost savings will far
outweigh the need to hire a human to perform the task. It is, then, the moral and ethical
implications that must be taken into consideration when eliminating a job initially designed for a
human and is being replaced by a robot. When an organization and industry can get past those
implications, then the job efficiency and profitability will likely soar to new heights. It is this
same moral dilemma that keeps humans on the job and struggling to keep up with the Artificial
Intelligence then.
Artificial Intelligence and Human Factors
It is human nature to want to strive to do things better and achieve new things. With the
invention of Artificial Intelligence, the human race is now able to push further and faster unlike
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any time in mankind’s history. This has both positive and negative connotations on job design.
While job designers are now able to use Artificial Intelligence to do jobs in an instant that would
have taken hours, days, or even weeks for a human to do, it takes away the human factor from
the job. Artificial Intelligence is designed only to do what it is told. It cannot necessarily see
minute changes that might affect the way a consumer might use a product. It can only do that
after the human designer reprograms the Artificial Intelligence to make that minute change. It is,
therefore, important that Artificial Intelligence have a human handler that can best be able to
reprogram it at a moment’s notice.
From a negative standpoint, Artificial Intelligence can take the place of multiple employees when
it is programmed for maximum efficiency. Because it does not require rest, vacation, or family
time, Artificial Intelligence can run, in theory, non-stop. The return on investment is realized
quickly when taking that into account. Where there may have once been dozens of employees,
now a centralized Artificial Intelligence unit running a set of robots can work at jobs that were
initially designed for humans to do over multiple shifts to complete. The human cost, then, is
higher than any robot can be said to have.
Because of this, job designers must balance the moral and ethical implications of using Artificial
Intelligence over human work. Eliminating jobs for humans is the ultimate goal for using
Artificial Intelligence. There is always a presumed safety factor involved when using robots and
Artificial Intelligence, but in reality, the cost savings of using the same robots will win out in the
end. Artificial Intelligence has no moral or ethical component to it, therefore it is important for
the designers to take this into account.
Algorithms
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With the transformation of jobs over the past twenty or thirty years due to the sweeping changes
in technology, it has become essential to change job designs accordingly. Some job designers
have either fallen behind in their understanding of how these new job designs should occur or
continue to maintain a certain bias towards the jobs they might have initially created. It is
important, then, to take into account the need to use certain algorithms to assist in the creation
and evolution of jobs going forward.
Using algorithm eliminates the classic bias that designers may have had in the past. Utilizing a
full spectrum of tools that are made to highlight the efficiency that the job could have, algorithms
and the Artificial Intelligence behind them can be used to make any job as efficient as necessary
to get the overall project complete. Additionally, when an employee knows that the job has been
designed to optimize their own skill set, there is a certain level of motivation that can be found
that might not be there when defects in the job design are initially noticed.
This new level of motivation can result in an employee who is happier in their position. When an
employee is motivated and satisfied in their position, the rate of turnover in the job position will
inevitably decline (Parent-Rocheleau & Parker, 2022). The financial ramifications of having a
motivated employee who is in the position for an extended period of time is enormous. No
longer is there a need to spend time and money on hiring and training a new employee. Instead,
the seasoned employee can focus on their job and provide informal training to other employees.
In doing that, the level of efficiency continues to increase throughout the organization.
Algorithms and the Artificial Intelligence behind them, therefore, are important tools in
designing new jobs as well as redesigning older ones that need to be updated. It allows for the
organization to continue growing and evolving in order to keep up with the competition moving
into the future.
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Automation and Algorithms
The expansion of technology in job design has led to a rise in the use of algorithms in building
the jobs of the future. Understanding how these algorithms are created gives a better
understanding how jobs are created. It also allows for a better understanding of why the job
design was changed from its original concept to what it evolved into. At the same time,
automation through the use of algorithms is making certain jobs obsolete. Therefore, there is a
fine line to walk when instituting the use of algorithms and automation in job design. If not used
properly, it can harm everyone.
Technology has always been used in industry to eliminate the repetitive and dangerous jobs.
Now that algorithms are taking the lead in designing new jobs, it is beginning to take on more
substantive jobs. It is thought that through the use of algorithms and automation, that nearly 47%
of jobs can eventually be taken out of the American workforce (Parker & Grote, 2020). With this
being the case, it is up to job designers to ensure that future jobs are designed with that in mind.
The American workforce has always been adaptable, but when that large of a number of jobs are
eliminated, there may not be enough jobs to provide everyone meaningful employment.
Conversely, if these jobs are eliminated due to automation, American ingenuity could eventually
break through and create whole new sectors of industry in the future. Job designers have a
difficult job ahead of them.
Ethics in Artificial Intelligence
There are always benefits and drawbacks when applying new technologies to the work of job
design. When implementing Artificial Intelligence in this field, there is always the possibility of
certain biases to come to the forefront based on who created the Artificial Intelligence.
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Therefore, it is important to make sure that all ethical standards are followed to ensure safe and
unbiased design in the new jobs. As long as ethics are included in future versions of Artificial
Intelligence, employees can be assured that jobs will continue to be designed to their benefit and
Artificial Intelligence will be at the forefront.
The argument that technology has been at the center of change of job design is one that has been
ongoing for as long as job design has been a topic. Adding Artificial Intelligence into the mix is
just another step in the ever-changing work of job design. It is important to realize, though, that
Artificial Intelligence is more than just the next step. There is a distinct possibility that Artificial
Intelligence can eventually replace a high number of jobs (Cebulla et al., 2022). It is because of
this that ethical standards must be put into place early to ensure that job losses are kept to a
minimum and that industry leaders refrain from using Artificial Intelligence for reasons other
than the job at hand. Allowing Artificial Intelligence to get into a position where it is being used
for purposes outside of its original concept can lead industry down a slippery slope. The rise of
“deep fake” and “misinformation” show what Artificial Intelligence is capable of if the users of it
are not held to the highest standards. Artificial Intelligence has the ability to change outcomes of
entire industries in ways that were never expected to occur.
Artificial Intelligence and the Human Factor
Artificial Intelligence is the newest driver of change in job design. It is one of the most important
factors to consider when creating new jobs in any industry. Still, it is up to the human to give a
job an identity. Having Artificial Intelligence and humans work in concert with each other allows
for a job to be completed satisfactorily for everyone involved.
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Artificial Intelligence, used to its full potential, is a game changer in just about every industry. It
is a driver of work due to its programming and the lack of need of human benefits. What it does
not have is human intuition. This weakness is what allows for the cooperation between Artificial
Intelligence and humans to work so well. There is mutual support between the two that can push
what had originally been the limits of a job and make it nearly a normal occurrence (Berretta et
al., 2023). Even as Artificial Intelligence continues to gain an understanding of what is
happening from the human perspective, the human worker is also gaining intelligence from
working with Artificial Intelligence. In the end, both systems benefit from working together and
the industry, on the whole, benefits as well.
Artificial Intelligence as a Substitute?
For observers looking into an industry from the outside, it can often seem that Artificial
Intelligence is taking away jobs from humans on a daily basis. It is important to remember that
Artificial Intelligence is only as strong as the programming that it is given from its human
designer. There is no true substitute for human ingenuity when it comes to innovation or in job
design. It is important to note that even as Artificial Intelligence continues to seep into every
facet of business, it is still mankind that makes the ultimate decisions on how things are done. As
long as that is understood, things continue to progress.
The concern arises when Artificial Intelligence is used as a replacement in positions that require
little skill and high repetition. It is here where the human workforce can make the most mistakes.
Artificial Intelligence is a rule-based creation. Therefore, it does not take the time to consider
what it may or may not be able to do. Instead, it goes about doing what it is programmed to do
and nothing else. That allows it to complete tasks without error at a much higher and efficient
rate than a human worker. Because of this, it is the low-skilled worker that is at the most risk of
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being replaced by Artificial Intelligence (Verma & Singh, 2022). A job designer can redesign a
repetitive job to allow for non-stop work by a robot than one that requires a human and their
need for breaks and other benefits.
While Artificial Intelligence has yet to achieve the many breakthroughs that a highly skilled
worker does, it is slowly happening. With its processing power, it is only a matter of time until
Artificial Intelligence takes its place in the world of science and medicine. As long as it is
programmed properly, Artificial Intelligence will eventually have designs on jobs that used to be
exclusively human.
Artificial Intelligence Service Attributes
In the service industry it is important to present a hospitable attitude to customers to ensure that
the customer continues to return. Designing a job for Artificial Intelligence that allows for it to
adapt to provide that hospitable nature has yet to be done. With more powerful processing always
being added, though, it is slowly seeping into this industry. With it, there is an opportunity for a
revolution.
For years, even with the introduction of Artificial Intelligence, it appeared that the Service
Industry would be immune to the benefits of Artificial Intelligence. Providing hospitality and a
smiling face from a customer facing employee has shown the limitations of what Artificial
Intelligence can do (Qiu et al., 2022). Since the beginning of the Covid-19 pandemic, though,
there has been a shift in how customers handle their business through the service industry. When
ordering food, it is no longer necessary for a customer to speak directly to an employee. Instead,
ordering can be done through an application or over the phone. Both of these ordering methods
can be handled with Artificial Intelligence. Reserving a hotel room can be done in much the
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same manner. Even checking in can be handled with Artificial Intelligence. No longer is there a
need for an employee to walk a customer through every step. With the pervasiveness of
smartphones, a smiling face is no longer a necessity for customers anymore. As long as Artificial
Intelligence continues to make strides forward, the need for hospitality employees will dwindle.
The employees who remain will then have their positions better designed to handle different
issues that Artificial Intelligence still cannot.
Being Proactive with Artificial Intelligence
Are the job designers of today utilizing Artificial Intelligence in a way that is supportive of
already existing jobs? Or are these designers able to stay one step ahead of the perceived
direction of job design in the future? It is important to strike a balance between the two in order
to have satisfied stakeholders and employees. When that balance is not reached, the efforts of
everyone involved are in vain.
For years, employees struggled with the thought that Artificial Intelligence was designed to
eventually eliminate their job. As it has been systematically introduced into job design within a
vast number of industries, Artificial Intelligence has been shown to be a tool that can assist in
improving jobs for employees (He et al., 2023). It is only in a small number of positions that
Artificial Intelligence fully takes over. It is because of this, that job designers continue to
incorporate it into new job designs daily and for the same reason that employees in those
positions are willing to accept that change. For organizations that are more liberal in their use of
Artificial Intelligence, the results of this will show much more quickly. Because of the power of
Artificial Intelligence, advances in all industries can occur at a more rapid pace than for groups
that continue to hold back from its use.
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Biblical Influences
God has been providing jobs and their perfect design since the beginning. While God created the
heavens and the Earth, as well as all the flora and fauna, he gave Adam the job of naming
everything and taking care of it in His garden.”And out of the ground the Lord God formed every
beast of the field, and every fowl of the air; and brought them unto Adam to see what he would
call them: and whatsoever Adam called every living creature, that was the name thereof”
(Genesis 2:19, KJV). It was at this point that God started designing jobs for His purpose and
using His people to get those jobs done. He even used the technology of the time to change up
jobs. He gave Noah specifications on the size of the Ark and what tools and supplies to use to
build a water-tight ship. He gave Moses the dimensions and materials required to build a mobile
Tabernacle. Into the New Testament, Jesus was still designing jobs for His apostles as he left this
world. The Great Commission states “Go ye therefore, and teach all nations, baptizing them in
the name of the Father, and of the Son, and of the Holy Ghost. Teaching them to observe all
things whatsoever I have commanded you: and, lo, I am with you always, even unto the end of
the world. Amen” (Matthew 28:19-20). It is with all of these influences that the Bible and God
have shown that job design has been essential since the beginning.
Conclusion
Job design is a continuing evolution for all jobs. Technology is the driver that creates new
positions and eliminates obsolete ones. The introduction of Artificial Intelligence will cause a
further lurch forward in job design. The evolution of job design has always been slowly moving
forward. With the advent of new technologies, particularly since the beginning of the 21st
century, that evolutionary process has been put into fast forward mode. The jobs that seemed to
be secure at the beginning of the century have either changed significantly or have been
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eliminated entirely. As new technologies continue to be introduced, no job should be considered
safe from change. In the end, that evolution will benefit stakeholders and employees alike.
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