Essay about Job Specialisation and the Job Characteristic Model

Words: 2554
Pages: 11

Essay 2b
Topic - Job Specialisation uses standardised work procedures to have workers perform repetitive; precisely defined and simplified tasks. Explain why companies use this approach to job design. Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. (Chapter 9)

According to the management text book Williams & McWilliams, 2010, job specialisation reflects the degree to which tasks get broken down and divided into smaller tasks. Benefits include worker proficiency, decreased time between task transfer and the ability to develop specialized equipment for a specific function. So why do organisations employ such a technique? It’s
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The other main argument is that workers become independent employees, once they learn the required skills to perform their jobs. Self-sufficient workers demand less attention, so managers and supervisors can devote their time to training new hires and overseeing company operations (Schilling, M. A., P. Vidal, et al. 2003). For example, a customer service representative who specialises in addressing consumer complaints doesn't need to contact her boss every time there's an issue with a product or service. She's learned the skills necessary to meet customer needs and address them without continual oversight.

There are of course trade off with job specifications; these include unhappiness and boredom if workers never face new opportunities or challenges. According to the business journal Accenture, workers may lose interest in a particular job that requires specialised, repetitive tasks to complete projects and assignments (Anon, 2015). A specialised worker might lose initiative and begin to view his work as humdrum, eventually leading to job dissatisfaction and apathy. The other main disadvantage is managers may neglect to help expert workers develop more advanced skills because supervisors can usually trust specialised workers to do the job right, they may forget to encourage further career development (Anon, 2015). According to Accenture, management must develop programs for helping specialised workers take their job responsibilities to the