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Work Design (Lim, Danina Mabel)

The document discusses considerations for job design for a work-from-home environment during COVID-19. It notes that environmental factors, employee skills and abilities, and socio-economic expectations must be taken into account. It recommends using Herzberg's two-factor theory to focus on improving motivation by addressing maintenance factors and boosting internal factors like giving meaningful work, opportunities for promotion, recognition programs, and fostering communication and trust. Improving these factors can increase employee motivation, satisfaction, and productivity when working remotely.

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Nina Lim
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53 views3 pages

Work Design (Lim, Danina Mabel)

The document discusses considerations for job design for a work-from-home environment during COVID-19. It notes that environmental factors, employee skills and abilities, and socio-economic expectations must be taken into account. It recommends using Herzberg's two-factor theory to focus on improving motivation by addressing maintenance factors and boosting internal factors like giving meaningful work, opportunities for promotion, recognition programs, and fostering communication and trust. Improving these factors can increase employee motivation, satisfaction, and productivity when working remotely.

Uploaded by

Nina Lim
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Lim, Danina Mabel

OTHR2 | ORGABEH

Work Design: An Application Essay

Every part of our work and lives has been greatly affected by the COVID-19 pandemic.

Companies, organizations, and institutions encouraged their employees to work remotely from

home in response to national and local containment policies. This also caused human resources

managers to think differently about their roles as they adjust to the new work environment that

they may never have imagined.

As the HR head of an organization, one of the aspects that must be considered in order

for employees to benefit from the work-from-home setup is the environmental factor, which I

believe will have the greatest impact on the job design for this kind of setup. To be more precise,

in job designing, employee skills, abilities, and availability play a critical role because if the job

is demanding and beyond their skill set considering the new normal set-up, it will just lead to a

decreased productivity and employee satisfaction. Furthermore, because employment is

becoming more employee-centered rather than process-centered these days, socio-economic and

cultural expectations must be taken into account. Employees are also more inclined to demand

jobs based on their preferences and skills, which they know they can excel at, even if they work

from home, as their literacy improves.

Herzber's Two-factor Theory, on the other hand, works best with the environmental

factor. This will be the foundation for the design of jobs. I should keep in mind that it's critical to

boost the motivation and minimize demotivation of the employees who work from home. This
Lim, Danina Mabel
OTHR2 | ORGABEH

will be effective if I first focus on combating the maintenance factors that cause the employees to

become demotivated. Distance is never a hindrance in providing quality supervision. Knowing

how to use different online gathering platforms and social media communication options such as

Zoom, Skype, Google Meet, or Microsoft Teams will in fact make it much easier for me to

manage employees remotely, hence, focusing on positive reinforcement when communicating

with employees will increase the effectiveness of supervision as such. I should also ensure that

employees feel fairly compensated for the nature of work they do, so that they would know that

the company values them with the salary they get. Company policies must also be modified

according to what applies in the work-from-home set-up.

Meanwhile, I should encourage employees to be more satisfied by focusing on the

internal elements that influence their capacity to perform extraordinarily well in the new normal

set-up. First, providing employees with jobs that are relevant to their abilities and skills set that

allow them to work from home conveniently, could boost their motivation that could lead to job

satisfaction. Next, navigating promotion without the office interaction is also important in

motivating the employees. Conducting frequent performance reviews, giving additional

responsibility, and having personal assessment online can increase promotion opportunities for

the employees, thus, they could have a sense of responsibility towards their jobs which increases

their motivation to work harder even in the remote set-up. Moreover, Introducing an employee

recognition program to the entire staff will make the remote employees feel valued and

appreciated for the achievements and efforts they do. Lastly, scheduling video conferences on a

regular basis with the entire team and cultivating a culture of trust by communicating
Lim, Danina Mabel
OTHR2 | ORGABEH

appropriately with employees working from home can help to foster trust and autonomy in the

work environment, which can encourage employees and boost their job satisfaction.

Enhancing the presence of the internal factors while improving the hygiene factors in a

work-from-home set-up could greatly influence the remote employees’ motivation in staying in

the company, hence, will increase the productivity and efficiency of the whole workforce.

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