The five core characteristics of good job design are autonomy, job significance, job identity, skills variable and feedback. Good design jobs are possible based on the motivation of employees which translates into positive outcomes for both individuals and companies, attaining flexibility and control simultaneously in the work place. Information and Communication Technologies are the backbones of design ( Meyer , Murphy , Zimmermann & Fritz , 2017). They are based on the worker’s knowledge productivity. Good quality-of-work is that which brings out the best creative designs of employees and satisfies clients. Well-designed work is beneficial in the generation of future specific innovations and productivity improvements on a macro level.
Some of the worst jobs presented are those done by employees with limited knowledge of the clients’ products and needs and minimal inspiration, affecting work related outcomes of satisfaction, motivation, absenteeism, turnover and performance. They are the worst because they did not succeed in the core values of autonomy and customer satisfaction. Changes that must be undertaken to counter the impact of poor-quality jobs include implementation of policies and practices that enrich work designs. A motivational Human Resource Management approach should be employed where employees’ motivation and support links translate into quality work and the satisfaction of clients ( Parker , 2014 ). The work design mediators and the outcomes are based on knowledge sharing, self-efficacy and the well-being of employees ( Moussa , Bright & Varua , 2017).
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Changes to be made in redesigning poor jobs would be centered on employees and the means of improving job productivity by matching tasks to skills, embracing telecommuting, communicating effectively and investing in employees to ensure their comfort. These changes are realistic because the outcomes of work and job design theories are based on workers’ productivity ( Parker , 2014 ).
References
Meyer, A. N., Murphy, G. C., Zimmermann, T., & Fritz, T. (2017). Retrospecting on Work and
Productivity: A Study on Self-Monitoring Software Developers' Work. Proceedings of the ACM on Human-Computer Interaction , 1 (CSCW), 79.
Moussa, M., Bright, M., & Varua, M. E. (2017). Investigating knowledge workers’ productivity
using work design theory. International Journal of Productivity and Performance Management , 66 (6), 822-834.
Parker, S. K. (2014). Beyond motivation: Job and work design for development, health,
ambidexterity, and more. Annual review of psychology , 65 , 661-691.
