A correctly designed job becomes exciting and satisfying to the employees resulting in increased performance and productivity. The factors affecting job design are categorized into three heads mainly environmental factors, behavioral factors, and organizational factors. The organisational factors that affect work design encompass the nature of work and corporate practices. The environmental factors comprise the ability and skills of employees, availability of workers, cultural aspects and socioeconomic factors of the employees. Behavioral factors are also classified as human factors, and they include feedback, autonomy, and diversity. Technology brings with various benefits such as easy communication among the employees essentially reducing expenses. Open source software and serves for online shopping enables easy search of information that is important to achieve positive feedback in production. Technology leads to stressful days of work where the employees have limited breaks while performing their jobs.

Q2

Job enrichment is a technique in job design that is used to escalate the employee satisfaction by assigning them higher authority responsibilities hence enabling them to utilize their potentials fully. Job enlargement is a technique in job design where tasks for a particular job are increased with relevant training provided to reduce monotony. Job rotation is the movement of employees between jobs but in a planned order with an aim to enhance skills and experiences. The primary objective for job enlargement is to decrease boredom in performing reluctant activities while the significant aim of job enrichment is to make the job more changing, creative and exciting. Job rotation and job enlargement enable an employee to perform a variety of tasks.

Q3

Numerous barriers often accompany organizational change, and the change agents are compelled to look for a solution. Lack of clear scope which is also referred to as lack of ineffective understanding of the real concepts in the change can affect the success of the transition. Lack of a clear concept for understanding a change prevents the progress of a change since the agents are not aware of what they are doing and the estimated results.  The possible solution is to ensure that in every change management must be clear and a compelling definition of the change. Another barrier is insufficient to change leadership that sponsor the entire project through its execution. The leaders responsible in a change must be strategic and reinforce their individual and collaborative dedication to the change.

Q4

Successful job design is a technique that is applied to motivate employees towards increased productivity. The job design must provide adequate training and leadership to the employee through developing a system of shared responsibilities among the employees and the management of the company. On the other hand, unsuccessful job design is an ineffective technique that is used in an organization that does not clearly define the expected job targets and the procedure that will be applied to achieve the objectives. The factors that contributed to the success of the jog design were a well-defined strategy to achieve the goals. The unsuccessful nature of the job design was lack of proper coordination among the project designers and the employees. To ensure that the job design is well coordinated the participation of the employees in the execution must be initiated.

Q5

Offshoring is the practice of transferring operational tasks initially performed in a particular country to a new place abroad, and it can be just another aspect of trade in goods and services. In the US, the firms become more competitive when savings from offshoring are redirected to the new locations of operation.  The globalization of IT and software services abroad transfers low or medium employment overseas and also reduces the price for the entire package. It hence improves the economic growth in the US by lowering inputs on services but increasing markets abroad.

Q6

Large corporations and small businesses decide for outsourcing human resources functions to enhance efficiency and reduce staffing costs. When small companies apply Human Resource outsourcing services for transactional processes, the choice of a strategic human resource leader becomes the priority.  Outsourcing makes it is difficult for small and medium to recruit skilled staff without considering the benefits.  As businesses develop resources which are channeled to the outsourcing of human resource may be transformed into a diligent and long term decision which enhances the services that the human resource department can issue to the employees and customers.

Q7

The process of monitoring an employee email causes a lack of privacy at the, and this affects the trust between the employer and the employee. Access to the email of an employee is not right since all the details contained in the email are specific to the employee and not to the company. Sometimes an employee has received an email from another company that is considering them for the job. Maybe the employee has not decided to go for the job, but the moment an employer see the email, the trust between the employer and the employee tarnishes. As an employee, I will choose to check the email of an employee for security purposes of the contract that the employee signed and to examine circumstances of misusing the company resources. The morale of an employee can be maintained by assigning them the responsibility to monitor the internal operations of the company and providing training on the use of modern technology.

 
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