Job design refers to the process of organizing various elements of a particular job. It is the process of identifying the roles and responsibilities related to the job and the skill requirements for performing those responsibilities. Besides this, an appropriate job design also discusses about the facilities and benefits that an individual can get for working in that position. According to Oldham and Fried (2016), an appropriate job design can be developed by considering the strategic goals and the operational requirements of an organization. For this reason, the job design for similar positions can be different in different organizations. The classical approach to job design has been highly influenced by the work of F. W. Taylor named time and Motion study. According to the classical approach to job design, a proper match between the labor, tools and tasks can help an organization to develop appropriate job design. According to Kumar (2017), an effective job design can help increase the productivity of the employees because it helps the employees to identify their roles and responsibilities and they understand what tasks they need to perform and how they need to perform those tasks.
As a result of it, they can perform the responsibilities that are associated with their job position. The classical approach to job design provides enough importance to designing jobs considering organizational requirements and the strategic goals of the organization. The classical approach to job design can guide the human resource officers of an organization to develop effective job design and in this process; it becomes easier for the organizations to manage the performance of the employees. As per the point of view of Walton and Walton (2017), proper application of the classical approach to job design can help an organization to achieve the strategic goals of the organization. On the other hand, it has been revealed in studies that inappropriate job design can lead to low performance and low satisfaction level of the employees of the organization. Researchers like Tran et al. (2016) opine that the ineffective job design also can lead to the increase in the employee turnover rate of an organization and in such cases; it becomes difficult for the organization to maintain the quality of their services. Considering all these facts, it can be said that developing effective job design is very much important for the pharmaceutical companies of the United States. The classical approach to job design provides enough importance to three main elements related to job design. These are work simplification, job rotation and job enlargement.
According to Raharjo et al. (2018), work simplification is very much important for increasing the productivity of the employees within an organization. When the works are made simpler and easier, it becomes easier for the employees to perform their tasks efficiently and therefore, the organization also can manage and run its operations smoothly. For this reason, according to Agustin Wulandari (2019), the managers and leaders of an organization needs to make the works of the team members simpler rather than making them work harder and harder. In this process, the employees remain satisfied and they also perform their tasks efficiently. Besides this, the managers and leaders also need to allocate tasks, roles and responsibilities considering the skills and expertise of the employees of the organization. According to the classical approach of job design, the managers and leaders can also transfer the employees from one job to another considering their skills and competencies so that they can enjoy the job and the job does not become monotonous for the employees. Job enlargement refers to the expansion of job duties and this can also help enhance the skills and competencies of the employees. Thus the classical approach to job design can help improve the productivity of the employees.
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