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Workplace Job Design

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Workplace Job Design

Workplace job design plays an important role on the employee performance in the organization. Impact of job design on the employee performance, can mediate the role of job satisfaction. A job well designed will encompass five characteristic models: task identity, task significance, skill variety, task autonomy, and feedback, (Hackman & Oldham, 1975) by Ali & Rehman (2014). According to Invacevich, Konopaske, & Matterson (2011), “Job design is the process by which managers decide individual tasks and authority”.
One of the significance of the roles job design plays is that it provides operational excellence. According to Ali & Rehman (2014), Huselid and Becker (1997) maintained that operational excellence emanates from human resource management systems that also generate financial gains in the organization with the help of job design and its imminent flexibility goals ahead. It depends on the nature of the job, some required role performance, which is found highly recurring on the other and some other jobs display dominant flexibility in the task to be executed (Mueller, Boyer, Price, & Iverson, 1994). “As many human resources professionals have discovered that there is strong impact on the productivity and the motivation and the job satisfaction of employees in the organization” (Ali & Rehman,2014).
Additionally, job design helps managers perform better and feel more pleased in response to transitional levels of job demands wherever they recognize effort-reward fairness than managers who recognize under reward unfairness (Janssen, 2001) according to Ali & Rehman (2014). In fact, it’s obvious that motivation also plays an effective role on the performance of employees in the workplace, which leads to increased high productivity. Therefore, job designed by employers must cover and consider individual personality, emotions, culture, and

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