Job Design and Work Diversity Essay

humpledgeablenessIn the current telephone circuit environment, human resource vigilance (HRM) has bring into being an authorised institution for an organisation. HRM refers to the policies, practices, and systems that square up employees behaviour, attitudes, and bring aboutance (Noe, Hollenbeck, Gerhart, & Wright, 2010). It is important because HRM helps the company to execute the goals and improve employees carrying out. One of the HRM social functions is to bring an impact on the management performance of business sector jut out and work get out salmagundi. Due to the translation of art design, it helps to defining how work go forth be performed and what impact testament be given in performance. On the some separate hand, work force diversity also has impact on HRM to managing peoples similarities and differences. The look of this paper is to conduct a literature review on what role excogitate design and work force diversity play in attempts to improve in dividual and organisational performance.Job DesignIn terms of occupancy design, many aspects of HRM formulation address how the work gets d oneness. As said by Garg and Rastogi (2006), HRM has be source one of the internal factors of the organisation that play a snappy role in motivating the performance of employees. It is an essential part of all(prenominal) managersresponsibility to make sure the employee has the right make outledge, skills and abilities to perform their job. The purpose of job design is to discuss what is needed from the job and the employee. at that place are four types of approaches that brook be used in job design. They are the mechanistic approach, the motivational approach, the biological approach, and the perceptual approach (Noe, Hollenbeck, Gerhart, & Wright, 2010). Studies from Hackman & Lawler (1971) and Hackman & Oldham (1976,1980) has indicated one of the model of how job design affects employee reactions is the individual-job design model, also known as the Job Characteristics Model-JCM (cited in Goris, 2007). Torraco (2005) also has recognized that the JCM has had a persistent influence on work design practices and has accumulated an impressive amount of link up research (cited ini Goris, 2007, p.738). Another aspect that has been discussed is ergonomics, which also plays a vital role in job design and influencing the motivational level of employees.Designing job ergonomically will help employee to avoid musculoskeletal injuries and awkward postures, also has a safe working condition (Garg & Rastogi, 2006). Based on research by Lantz and Brav (2007), job design and work routines have been shown strong effects on reflexivity, learning processes, and outcomes such as effectiveness, productivity, and job satisfaction. Job design has do positive impact for group processes and individual performances. Earlier studies (Brayfield and Rothe, 1951) said that global satisfaction has reflected a generalized or an overall evaluati on of an employee toward his/her job (cited in Frimpong & Wilson, 2013). Evans (1969), Fisher (1980), Ironson et al. (1989) and Brown & Peterson (1993) have indicated three ways to whole step job satisfaction. They are global, narrow and multidimensional measurements (cited in Frimpong & Wilson, 2013). Although job design sounds as a common problem in every company, it holds mention to developing and maintaining a private-enterprise(a) advantage. Manager has the important role to know and understand the entire workflow process in their work whole to ensure that the process going effectiveness and efficiency. Halachmi (2005) pointed out that the basic expound of the concept of performance management is great performance, whether by an individual or by a group is very unlikely to happen on its own.Workforce DiversityStockdale and Crosby (2004) have defined diversity management as a voluntary and planned program designed to make differences in the midst of employees a source of cr eativity, complementarity and greater effectiveness (cited in Alcazar et al. 2012, p.512). Diversity is viewed as a key to strengthen the human and intellectual capital of business through effective talk and negotiation (Okoro & Washington, 2012). Moreover, diversity has becoming a great factor for recruitment, productivity, relationship, and competitiveness of the organisations.There are many advantages that come up from workforce diversity. Friedman (2005) and Gupta (2008) concurred that a diverse workforce can supply a fabulous advantage by employing new bringing close together and communication skills, thus providing diversity thoughts from employee that will give better result in solutions and decision-making (cited in Okoro & Washington, 2012). Education and communication has become the key to transform the behaviour of the employees in terms of embracing and accepting diversity. According to Kundu (2003), he has categorise the benefits that organisation can achieve for cr eating a diverse workforce, such as organisation can provide better service because they understand clients postulate (Wentling & Palma-Rivas, 2000) diversity will help organisation to put down the international area (Cascio, 1998) can enhances creativity and conception (Adler, 1997 Jackson et al., 1992) produces competitive advantages (Coleman, 2002 Jackson et al., 1992) organization can succeed at diversity if they have initiative to create, manage and value the diverse workforce has the full obligate of the management (Hayes, 1999 Jackson et al.,1992).On the other hand, the literature also has explained that the percept of differences thought among employees could produce negative impact within the group (Alcazar, 2013). William and OReilly (1998) pointed out that mismanaged diversity initiatives and implementations could negatively affect organizations performance and processes (cited in Bergen, 2005). In addition, Devoe (1999) and Esty et al. (1995) argued that managers mig ht be faced the losses overdue to personnel and work productivity and negative attitudes and behaviours from the employee.Therefore, before designing anidea for managing diversity, it is necessary to define and analyse clearly all of the kinds of differences that the organisation needs to manage (Alcazar, 2013). Manager should be aware of the values of understanding, appreciating, and respecting human and heathen differences to be effective in interacting across cultural organisations (Okoro & Washington, 2012). Furthermore, it is critically important for managers to understand the importance of workforce diversity and effective communication in achieving the objectives of organisations and academic institutions.ConclusionBoth of job design and workforce diversity have equal impact in attempt of HRM. Job design helps managers to developing and maintaining a competitive advantage in organisation. Beside that, managers need to know and understand clearly the entire workflow process in their unit. The other advantages of job design can identify employees knowledge and skills. It will help managers to determine employees position and job precisely. On the other hand, diversity also has important role in HRM. Organisation can have many advantages from implementing diversity into their business. For example to enhance creativity and innovation in the organisation and have better idea for decision-making. As a manager, it is necessary to analyse and define the differences in the organisation that needs to manage.