The job redesign strategy used within this study used within this study is job enrichment strategy where by the management of the organization decided to provide their employees with additional tasks. Job enrichment involves the addition of task to employees within particular jobs (Landy & Conte, 2010). The management undertook to restructure the operations within various units that eventually saw most of the employees given additional task and responsibilities within the specific functions they initially undertook. The staff levels were also decreased within this organization meaning that the spread of work was reduced. Initially a large number of individual employees were involved in the operations of the organization at the same output as present where the number of employees have been reduced but still with the same level of work output. This means that other responsibilities have been shifted to the remaining employees thus job enrichment strategy was used.
There are a number of factors that were successfully addressed by the management in the process (Dhar, 2008). Such factors include the analysis itself of the work process as the organization was able to identify various loopholes that existed within their operations. The other factor that was successfully done is the mapping out of the workflow within the organization. The reduction of staff levels in a bid to reduce duplication of responsibilities was also successful with the method of gathering information that involves questionnaires and interviews also being successfully accomplished.
There are a number of issues that the management needs to address further as they did not handle them appropriately (Leonard, 2013). The first is their response to the outcome of the questionnaires and interviews. Other than rely on messaging and coding groups to analyze the outcomes alone, the organization would have enlisted additional services that would study the whole work environment and recommend holistic measures towards restructuring the workflow. The analysis was also based on workflow alone leaving out other factors that are more important such as the employees’ needs and the general work environment. The management should also seek to study the various employee needs so as to motivate them through changes that enrich their work environment. The cost of operations should also be reduced rather than just reducing the employee number and the job allocation is based on skills.
Landy, F. J., & Conte, J. M. (2010). Work In The 21st Century: An Introduction To Industrial And Organizational Psychology. Malden, Mass: Wiley-Blackwell.
Dhar, R. L. (2008). Strategic Human Resource Management. New Delhi, India: Excel Books.
Leonard, E. C. (2013). Supervision: Concepts And Practices Of Management. Mason, Oh: South-Western Cengage Learning.