Case 1: Crafting a Better Job
Job crafting is a process of deliberately reorganizing the job so that it better fits the employees’ motives, strengths, and passions. Job crafting can find that the employees’ have more control over their work than they thought. It is also can increase the work’s engagement;help the employees’ develop new ideas and craft their job into that is satisfying.
For the first question, there are several reasons why people are in jobs that are not satisfying. First, they might not like the work they did and don’t like the people whom they worked. Second, the jobs that they do have don’t provide any training, variety, independence, and control. Third, they don’t enjoy the social relationship of their workplace means they have no interaction with other co-workers outside the workplace. Moreover, they have negative core self-evaluations, which they might think that, their works are not challenging hence they lack of ambitious goals and give up when facing any difficulties. These things happen because they feel stuck and boring and at the end they are not satisfied. They might be also a disengaged employees, which means that they don’t have any opportunities to learn new skill, they don’t think that their jobs are important and there are no rewards from the supervisors.
The organizations do help people craft satisfying and motivating jobs. In any organization there must be managers or supervisors or employers. Their job is to make a decision and protect the quality of the organization. They can make a condition to provide a positive environment and make the employees work more enjoyable. For making the work place more enjoyable, productive, and efficient they can redesign the jobs
with job rotation, job enrichment, and alternative work arrangements (job sharing, flextime, and telecommuting).
The job crafting’s principles are relevant to my past work as a senior consultant of advisory division in a multinational real estate company. My job...