#37 Should organizations work to create jobs that are satisfying
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#36 1) Should organizations work to create jobs that are satisfying to individual employees?
2) Are the principles of job crafting described here relevant to your job or studies? Why or why not?
3) Are there any potential drawbacks to the job crafting approach? If so, how can they be minimized?
1. No. Creating jobs to satisfying individual employees is extremely customized and elaborate work. The organization’s time will be better spent in optimizing their operations, policies and business metrics rather than customizing jobs for individuals. In addition the labor intensity, there is also a fact that individuals are very diverse in nature. Thus catering to every individual will likely be impossible. Instead, organizations are better left in recruiting proactive employees and provide a culture where they can take initiatives.
2. Yes. The principles of job crafting has a major role to play with job satisfaction and the way one approaches the work life. It is true that not every organization may be suitable to apply job crafting principles but if I happen to join an organization where there is flexibility in choosing the type of work I do, I would definitely look forward to applying these principles. Many of us work just because we need to earn a living. However, when we also enjoy the work, that is when we excel and job crafting provides the principles to achieve just that.
3. The potential drawbacks to job crafting approach is that if there are homogenous people in an organization when it comes psychology, then there is a possibility that most of the employees will attempt to do the same work. This would mean that the teams within the organization will be not complementing one another’s skills and aspirations. This may result in high achievements in one metric and below par performance in other metrics for the organization. For example, if every employee in the organization wants to work on new projects, then people may tend to ignore the older projects. That is a key drawback. In order to minimize this, it is important to recruit diverse set of employees with different aspirations, skills and attitudes so that such risks can be avoided.
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Question
#36 1) Should organizations work to create jobs that are satisfying to individual employees?
2) Are the principles of job crafting described here relevant to your job or studies? Why or why not?
3) Are there any potential drawbacks to the job crafting approach? If so, how can they be minimized?
Answer
1. No. Creating jobs to satisfying individual employees is extremely customized and elaborate work. The organization’s time will be better spent in optimizing their operations, policies and business metrics rather than customizing jobs for individuals. In addition the labor intensity, there is also a fact that individuals are very diverse in nature. Thus catering to every individual will likely be impossible. Instead, organizations are better left in recruiting proactive employees and provide a culture where they can take initiatives.
2. Yes. The principles of job crafting has a major role to play with job satisfaction and the way one approaches the work life. It is true that not every organization may be suitable to apply job crafting principles but if I happen to join an organization where there is flexibility in choosing the type of work I do, I would definitely look forward to applying these principles. Many of us work just because we need to earn a living. However, when we also enjoy the work, that is when we excel and job crafting provides the principles to achieve just that.
3. The potential drawbacks to job crafting approach is that if there are homogenous people in an organization when it comes psychology, then there is a possibility that most of the employees will attempt to do the same work. This would mean that the teams within the organization will be not complementing one another’s skills and aspirations. This may result in high achievements in one metric and below par performance in other metrics for the organization. For example, if every employee in the organization wants to work on new projects, then people may tend to ignore the older projects. That is a key drawback. In order to minimize this, it is important to recruit diverse set of employees with different aspirations, skills and attitudes so that such risks can be avoided.
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