Job design and job characteristics are very interesting topics for discussion. In my opinion the modern route, that of fitting jobs to people, is the best decision a manager can make when designing jobs. It leaves employees more space to experience new challenges and take more responsibility in their job. While reading the Overview of the Job Characteristics Model each of the concepts mentioned brought several examples in my mind. I do not want to cite the concepts from the book, but I will give some examples from my own experience and that of my colleagues. The organisation where I work is undergoing several major changes, such as replacing the IT system, changing the work process and procedures, launching new products in the market, putting all the branches online, etc.
This has generally lead to dissatisfaction of employees, since they are working long hours and even weekends and are not being motivated enough. Their salary has not changed and no bonuses are promised. This may lead to inefficiency and absenteeism. People may be less efficient to finish work earlier and even take sick leave from work to be more with their families. Another issue related to the change is that employees are required to learn how to use this new system and procedures in a very short period of time and this has caused increased stress, apart from the fear that this change can bring about under staffing in the near future. People are really trying hard to fit into the new system and rules, but their expectations are not always met.
The Dissertation on A Study on Job Satisfaction Level on Employee’s Performance at JUPEM Negeri Sembilan
... in that people with a negative tendency towards life would most likely respond negatively to their jobs even if their jobs changed (Atchison, 1999). ... job satisfaction that has impact on the work performance of the employees. The major tools and techniques include- financial and non-financial reward system; ...
Since I am talking about meeting expectations, I would like to be a little more specific. When I was first interviewed for the job position I currently have, I was told that I would have a salary increase. Yet, after ten months, nothing has changed – it still remains a promise. And I have even started thinking about looking for another job, at a time when I didn’t even think about leaving my current job. Unmet expectations can lead to such situations and managers have to be really careful this does not happen, or at least they must try to find a system of prevention. Moreover, people feel they are not treated equally as regards pay and promotions.
There are new employees coming in the organisation and they receive higher salaries than the existing employees, who have been working there for years and have much more experience. Some of these new comers are directly appointed managers, and this has caused a high degree of dissatisfaction between existing employees who were expecting to be promoted in these positions. Another issue to be taken in consideration is that the new managers are foreigners and we are not yet used to their working methods. It is a cultural change that will take some time to get used to. Anyhow, this is a transition period in the organisation, and I believe that in six months time things will be settled down for almost everyone.
