Discuss about the Organisational Support in Teleworker Wellbeing.
I am currently connected with a well-known company operating in the manufacturing industry. The roles and responsibilities which I perform in the organisation is of a human resource manager. I am responsible to welcome new companies, make them understand all the regulations and policies then support them all inclusively so that they can contribute effectively in the growth and functionality of the organisation. In this context four popular theories of job designing can be discussed. These are Taylorism, The Socio-Technical Systems Approach, Psychological Empowerment Theory and Core Characteristics Model.
This theory is known as scientific management which is a foundation for systematic job design. This provides a foundation of systemic job design (Aitken, 2014). The theorist Frederick Taylor has aimed to develop a science in every job following some very important measures.
This theory captures the importance of evolution from the individual task to the work groups. The guiding principle are:
It describes five very important components to keep the workers motivated. These element are- Skill variety, Task significance, Task identity, Autonomy and Job feedback. These core job characteristics affect another five work treated results. Hence are motivation, performance, satisfaction, absenteeism and finally turnover (Penman et al., 2016). These characteristics of jobs largely depend upon three significant psychological state which are experiences significance, experienced responsibility and knowledge of consequences.
This theory of job designing points out that there is difference between cognitive motivational states and empowering practices. To this theory when the employees release their impact on the organisational function, they get more involved with the companies and play their job roles more effectively.
In this fast changing technological world, conventional methods are being fast replaced by new age technologies. Therefore, role of the employees along with the mangers are fast changing. The companies are not limited to a specific global barrier rather spreading globally with advanced cross cultural setting of Human Resource Management. Currently I am holding a position of HR manager in a renowned company. Usually the HR of the companies are responsible for only recruiting employees but this one job relates with numerous responsibilities. In this job, I am responsible to design and devise strategic campaigns as well as guidelines to recruit suitable candidates for the required job descriptions. I am the mediator between the employer and the new candidate to whom I aptly communicate the company policies along with terms of contracts to the candidate before hiring him. In this responsibility, we have two chief objectives. One is attracting talent and another is hiring resources.
As the job designing theory like Taylorism states that the companies need to successfully select and hire the proper workers then train them to fit in the functioning of the organisation. The Taylorism theory points out the importance of support the employees in their professional development. I am also responsible to maintain the work culture in the organisation and as the Socio-Technical System Approach has develop the employees need to be involved actively in the design and structure of the organisation. As an HR, I am responsible to resolve any type of conflict associated with the employees whether it is a discrimination issue or the payment issues in the organisation. The role is to establish the trust and confidence among the employees so that an ideal organisation can be formed. According to the Core Characteristic model, I as an HR maintain skill variety, task significance along with job feedback to keep the employees motivated with their job. My responsibility exactly follows the psychological empowerment theory so that the employees feel satisfied with their jobs. I as a human resources manager, tally up to 80 percent of the assets of the organisation hence my initiatives directly relate with the future and functionality of the organisation.
My job design can be more improved if these previously motion theories can be followed more effectively. In improving the current job design I would like to follow mainly the Core Characteristics Model so that the job design can be more enriched. By following the characteristics of this theory, I shall be able to realise and make others understand that job enrichment is mandatory for them employees to stay motivated and attracted to the job roles consistently. Moreover, as the socio-technical systems approach has stated that there is a need for evolution from the in dividable work to work groups but my role is an HR, there is no scope for team work but I can effectively motivate the employees to fit in the current trend of flattening the hierarchical structure. Moreover, their theory also supports the fact that there is an impotence of high quality working life, hence I should be bringing some changes in the job design. This includes work involvement, intrinsic job motivation, job satisfaction and proper work and life balance. Here again I can refer to Taylorism which adds some more impotent elements in the job design which will lead to have a high quality working life. These components ate fairness and equity, individual power, self-development, social support and relevance of the work, effect on the extra work activities. This also includes proper utilisation of my present skills which I cannot always execute as an HR I need to stay within some norms to recruit the effective candidates who will be supportive of the production process of the organisation.
This company is looking for an efficient HR specialist to join the team who will monitor all the HR related functions. HR executive of our company needs to maintain and enhance the human resource of this organisation by planning, applying, evaluating the employee relation and the HR policies, programs and practices.
Strength: This job advertisement published has a proper introduction of the company and its functionality through its logo and name. it has a clear job title but it carries an acronym which is against the norm however, the candidates looking for Human Resource Executive job can relate the requirement. It has a perfect short description which focuses on what exactly the company wants. Through this the candidates will be interested to work with this company. The advertisement clearly mentions the key skills and abilities of the candidate so that he can match exactly the expectation of the organisation. The requirement section of this advertisement clearly states the personality as well as character traits which will be necessary to become an efficient HR and lead the employees with taking their responsibilities. This specifically includes the educational qualification with specific degree for performing the job criteria. This company provides competitive remuneration package which will attract the potential candidates. This advertisement properly describes the location of the office. It has clearly included the closing date of applications. The company wants the CVs of the candidates so that they can shortlist amongst them then all for interview. This advertisement clearly specifies where tie applicants can send their applications.
Weakness: the advertisement of Royal Paints Lanka (PVT) LTD. has very little information about the company. For example, the company does not provide its vision neither it has provided its position in the industry where it works. Most importantly, the company has not governed any information about the role and responsibility of the candidates which they need to perform if recruited in this company. This particular advertisement needs to have three to seven most important tasks which the candidates will have to perform when they are recruited. There is a clarity issue in the advertisement as it does not provide much information about itself hence the candidate may not be able to relate the company’s overall work objectives. This advertisement does not state any unique job benefits as well as perks which will attract the candidates to apply for this job. It also does not include salary range so that the candidates understand the proper wages to expect. Moreover, this advertisement may have included more information to contact the company so that the candidates can get more information to clarify about their roles in the company.
References:
Aitken, H. G. (2014). Scientific Management in Action: Taylorism at Watertown Arsenal, 1908-1915. Princeton University Press.
Bentley, T. A., Teo, S. T. T., McLeod, L., Tan, F., Bosua, R., & Gloet, M. (2016). The role of organisational support in teleworker wellbeing: A socio-technical systems approach. Applied Ergonomics, 52, 207-215.
Penman, S. H., Reggiani, F., Richardson, S., & Tuna, A. (2015). An accounting-based characteristic model for asset pricing.
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