The significance of job designing and job satisfaction in enhancing organizational efficiency
You are required to Identify, explain and apply relevant SHRM Concepts and theories to Practical HRM Problems/Issues as May arise in an Organizational Context, as appropriate to the essay topic.
Job designing, job satisfaction and job security are major concerns which are responsible for enhancing the organizational efficiency and these are responsible for increasing the efficiency of the employees. Job designing is necessary as it helps the organization to perform its activities in an effective manner as well as it will also provide job satisfaction to the employees. In Australia, for measuring job satisfaction, workplace environment, working hours, pay, and various types of benefits are used. To fulfil these qualities and to enhance the job satisfaction, and to provide job security to the employees of the organization, human resource management is responsible. Human resource management of Australian companies have adopted certain effective and advanced strategies which have a great impact over improving the organizational performance. The more employees’ basic and psychological needs will be fulfilled, the more they will be satisfied with their jobs. Government authorities of Australia have also developed certain laws to save the employees’ interest as well as their discrimination. Human Resource Management of the Australian companies is bound to follow those regulations in terms of avoiding the glitches from political region and to enhance the efficiency of both employees as well as of the organization. Job satisfaction is one of the empirical components for an individual so as to perform and serve the business organization. An increased level of job satisfaction will tend the individual to serve with a higher level of productivity. And if the employee is dissatisfied then it will lead to lessening the performance and the productivity.
Job design is the procedure which is performed by the human resource management of the organization and it involves allocation of the tasks in an effective manner. Allocation of the tasks should be performed on the basis of employees’ skills and talents and on the basis of organizational standards and policies. Human resource management is responsible for the identification of the employees’ talents, skills and knowledge. After identification, organization needs to assign the tasks to its employees on the basis of their specialities in order to attain the desired results for the organization (Bisk, 2017).
Job design process is also based on the internal and external factors of the organization through which the tasks are allocated to the people on the basis of their efficiencies. Effective job design is also based on the factors such as motivation, job satisfaction, increasing productivity, etc. Along with these factors, organization would easily be able to uplift the organizational performance because the tasks will be performed by the experienced as well as specialised person. The major benefit organization can get from the execution of the functionalities from experienced and skilled employees are attainment of the desired goals and the objectives in an effective manner and along with this, it also enhances the performances of the employees at individual level. Assigning the appropriate tasks to the employees on the basis of their qualifications provides them motivation and it influences to perform in an adequate manner (Gayathiri, et. al., 2013). Jobs designed on the basis of organizational requirements and these could only be satisfied with the effective and efficient employees. The efficiency of the employees could be analysed on certain basis which are their qualifications, previous job experience and the attitude towards the job. This enhances the confidence level of the employees and with this; organization manages to develop a unique image in the employees’ mind-sets with regards to the organization (Greenberg & Cohen, 2014).
Measuring job satisfaction in Australia: workplace environment, working hours, pay, and benefits
For providing job satisfaction to the employees, organization needs to adopt some effective strategies such as mixture of traditional as well as motivation techniques. Motivational techniques are the source of enhancing the performance of the employees in terms of fulfilment of their basic needs. Traditional methods of enhancing the performance of the employees include providing support to the employees in all possible manners. For instance, employees are suffering from issues like discrimination, improper or unfair treatment at the workplace and insecure workplace. “The pleasurable emotional state which has been experienced as a result from the appraisal of an individual’s job as the attainments of the values of the job” is known as the job satisfaction (Haider, et. al., 2015).
Improper or poor job design leads to dissatisfaction to the employees from their jobs and this leads numerous issues to the organization as well as to the employees. Job dissatisfaction arises due to improper treatment with the employees, discrimination amongst the employees on the basis of their colour, caste, etc. as well as improper distribution of the tasks. All these factors are majorly responsible for reducing the organizational performance as well as it also leads to job dissatisfaction to the employees (D’Cruz, et. al., 2016). With this, employees get demotivated as well as it also directs them towards negative direction which also includes illegal ways to fulfil their basic needs. To avoid these types of scenarios as well as to enhance the efficiency of the organization, human resource management needs to adopt effective and efficient strategies for understanding and fulfilling the employees’ needs. On the regular basis, human resource management in the Australian companies are concerned about their specific, basic as well as workplace related needs (Jain & Kaur, 2014). With the effect of analysing these needs, human resource management is also responsible for evaluating the most appropriate method for fulfilment of these types of needs. Fulfilment of employees’ different types of needs with relevance with the requirements of the organization is useful in terms of enhancing the efficiency of the organization.
Motivational techniques are the source of enhancing the performance of the employees in terms of fulfilment of their basic needs. Traditional methods of enhancing the performance of the employees include providing support to the employees in all possible manners. Motivational techniques are the source through which organization could develop a positive image in the employees’ mind-sets’. This helps the organization to attain its desired goals and the objectives. Along with this, organization is also required to adopt and implement effective strategies in relevance with removal of the organizational issues. Most appropriate motivational theory is Maslow’s Hierarchy Theory and it explains various types of human needs. Apart from the motivation, there are numerous factors which are concerned with the job dissatisfaction such as workplace security, shift timings, availability of resources and the unfair treatment with the employees (McLeod, 2017).
Workplace security is a big concern as this could directly impact the employees’ health conditions as well as it may affect the employees physically or mentally. Working environment plays crucial role in terms of attracting the experienced, qualified and capable employees towards the organization. With this, organization could also design the job in an effective manner in relation with the organizational requirements (Perales, 2017). Providing safe, secure and ethical workplace is mandatory in Australia and in the scenario, employees are forced to work in an unethical working environment as well as with no job safety and security, employees could file a complaint against the organization. This may also result in the shutting down of their operations (Miner, 2015). Thus, Australian organizations are required to adopt adequate strategies which should consider the rules, regulations and the policies of the government which could generate positive outcomes for the organizations. Another factor responsible for job dissatisfaction is shift timings of the employees. Every organization could operate for limited number of hours in a day or it could also operate for the whole day. In this scenario, organizations are required to conduct different shifts in order to conduct its operations in an ethical as well as in effective manner. If employee will be asked to perform or execute the organizational activities after its shift timings, it will reduce the efficiency of the organization as well as it will lead to the job dissatisfaction. To satisfy the employees, human resource management needs to adopt policies in which employees will get appropriate payments for their extra works. Further, organization and its human resource management need to analyse the requirement of each and every department in relation with the resources to accomplish the functionalities of the organization. Resources such as employees in each department, machinery, and other materials are helpful for accomplishing the tasks (Moradi, Shekarchizadeh & Nili, 2015).
Human resource management strategies in Australian companies
Job satisfaction also includes treatment of the employees in an effective and in fair manner. This builds up confidence amongst the employees towards the organization which plays crucial role in the attainment of the deride targets of the organization. In various organizations, it has been observed that unique discrimination practices are being followed by the managers on the basis of sex, caste, colour, etc. This is a demotivating factor as well as it is the factor responsible for declining the organizational performance. It also leads to reduction of the organizational efficiency and this increases the attrition rate for the organization which is a negative indicator for organization and its performance. Job dissatisfaction arises from above these factors which are majorly responsible organizational negative image amongst the employees (Parijat & Bagga, 2014). Employees are the crucial element which helps the organization to attain its goals and the objectives in an appropriate manner. They are the people which are responsible for accomplishing the tasks of the organization with the available resources and it is the duty of the organization and its management to fulfil the needs of the employees in terms of motivating them as well as to enhance their efficiencies. This will indirectly enhance the efficiency of the organization which will help them to attain an effective and unique position in the target market as well as it also enhance the capabilities of the organization to fulfil its consumers’ needs. Apart from fulfilment of the consumer’s needs, it also helps the organization to set up its effective position in the competitive business environment (Pinder, 2014).
The second factor which relates with the organizational declining performance is the job insecurity and the poor job design. Job insecurity is the major concern of the employee for which he regularly changes the job in order to find the most appropriate and adequate job in terms of attaining the personalised goals and the objectives. Poor job design is the activity under which human resource managers appoints irrelevant candidates with the job descriptions for saving the costs for the organization. This is majorly followed in the developed countries because getting an experienced and qualified candidate with the same job description will require huge costs (Pratkanis, Breckler & Greenwald, 2014). While in the scenarios of unemployment which is majorly found in developing countries, people needs to choose any job without concerning about their field, profession, etc. in terms of fulfilling their basic needs. In both the scenarios, ultimately organization needs to suffer with the quality of the work as well as with the efficiency. To perform the organizational tasks in an effective as well as in efficient manner, appointment of the most eligible and desired candidates is necessary as these are helpful for attaining their gaols and the objectives (Sharma, 2016).
Job insecurity arises from the factor globalisation. Globalisation is the term which offers the companies to expand their operations at the global level in terms of attaining the growth objectives. Apart from this, expansion of the organization helps them to enhance their efficiency in terms of attainment of the consumers’ confidence as well as of employees’ confidence. In globalisation, various companies of developed countries have expanded their businesses especially their manufacturing units in the developing countries’ market to attain their objectives as well as to reduce their cost of the production. Setting up or expanding the business in the developing countries majorly help the organization to reduce their cost of the production as well as to expand the demand of their goods and the services. Trading at the international level also increases the sale volumes which is another factor for measuring the growth and the expansion of the organization in the international market (Theabp, 2017).
The importance of fulfilling employees’ basic and psychological needs for job satisfaction
Globalisation leads the big companies to migrate or set up their manufacturing and retailing units in the developing countries of reducing their cost of the production as well as to attain their goals and the objectives will impact on the employment opportunities in the developed countries. As living standard, buying power of consumer, etc. are more in developed countries hence, the company also needs to invest a huge capital to match up with the standards of the country (Thomas & Azmitia, 2014). While setting up the business in the developing countries will decrease their rates and along with the buying power of consumers is also very less there and this is the major reason, bug companies compromise with the quality of the products and the services in relation to meet its targets. In developing countries, globalisation increases the job opportunities for the localities with the migration of the multinational companies while in developed countries it leads to great job insecurity to the employees of the organization. With the feeling of job insecurity, employees will not be able to cope with the expectations of the organization because it is quite difficult to focus on the particular task without assurance of the job. This promotes the employees to switch the job in very short duration of period as well as it also leads them to attain the growth objectives (Totaljobs, 2017).
To avoid this situation from the workplace environment, human resource managers needs to provide the job assurance with the help of contract and with the help of developing their unique and positive image. Companies need to promise the employees especially to the key employees in relevance with the job so that they could be able to showcase their talent in terms of accomplishment of the tasks. This will help them to attain their goals and it will promote the organization to fulfil their consumers’, stakeholders’, as well as the other members’ needs in an effective manner and it will also exact fruitful outcomes in relation to growth, and expansion in the target market with appropriate job satisfaction and job assurance factor (Yusoff, Kian & Idris, 2013). With this objective, organization would easily be able to manage its place in the global market. Trust between the workforce and the management is one of the prime and basic factors in the concept and this is due to the workplace uncertainty. Workforce uncertainty could be reduced with the above mentioned techniques and this will also promote the organization in maintain good employee-employer relationship which will extract positive outcomes for the organization (Parker, 2014).
An implication of the human resource management for improving the employees’ experience within the workplace is quite necessary as this is the primary and important factor for enhancing the organizational efficiency. Human Resource Managers could perform various activities such as taking feedbacks from the employees, feedbacks from the stakeholders, adaptation of the latest and trending technologies to resolve the employees’ queries as well as to fulfil their basic needs. Motivational techniques, reward management techniques, whistle blowers, and evaluation and monitoring methods could be used for analysing the issues faced by the employees within the workplace and to reduce the effect of these factors, appropriate techniques needs to be adopted and implemented in order to develop an effective and secure workplace for the employees (Shacklock, et. al., 2014). Human resource management is responsible for fulfilment of the employees’ needs as well as to resolve their queries in the appropriate manner. Employees may face various issues such as discrimination practices from the experienced and upper level employees, unfair treatment and allocation of irrelevant task from the expertise area of the particular employee. These are all the factors through which organization may face various issues like job dissatisfaction, poor job design and the job insecurity. In order to reduce the impact of unethical practices, upper level management and the human resource management needs to adopt certain effective strategies that could protect the employees’ interest as well as it will also leads build a positive image for the organization (Butterworth, et. al., 2013).
Regulatory laws in Australia to safeguard employees’ interests and prevent discrimination
Human resource managers could adopt the trending techniques for identifying the issues faced by the organizational employees and the resolution should be provided to them as early as possible. This action makes the employees feel that organization is concerned about their employees and every organization needs to perform this action. Attainment of the organizational goals and the objectives could be done with the help of available resources with the organization and with the skilled, talented and knowledgeable employees. Thus, this resource should not be wasted and to prevent this resource in an effective manner, human resource managers need to perform their actions in an effective manner (Dorstyn, et. al., 2017).
From the aforesaid information, every organization needs to prevent its employees as this is the most crucial resource for the organization. This essay includes the reasons for employees which makes them feel job dissatisfaction, poor job design as well as job insecurities in Australian companies. Various actions of human resource managers are also covered under this essay. Along with this, job dissatisfaction and all other factors impacts the organizational performance in negative manner. Thus, Australian organizations have adopted various trending and advanced techniques for fulfilment of the employees’ needs, to motivate them towards work as well as to provide them effective and secured workplace. These strategies will help the companies to acquire their desired goals and the objectives in an effective manner along with development of an effective image in the competitive business environment.
References
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