Job specialization is basically a job or process that is comprised of a small different parts of a larger task or process. (Williams & McWilliams 2010) Purposes : To understand the phrase of “job specialisation” in detail, how job specialisation is use in job design as well as how specialized jobs can be adapted to get rid of the boredom and low job satisfaction by applying Job Characteristic model. Body paragraph
Job specialisation is economical and can always accomplish as well as regularly learn about technical development and opportunities through jobs. (An-Tien,H,&Hui-Yu, C 2004,) From the modern high – tech industry, job specialisation has demonstrate that there is a clear – cut relationship with task variety, autonomy, identity and feedback. (An-Tien,H,& Hui-Yu, C 2004,)
Reason why job specialisation uses job design is because it helps to motivate, give satisfaction and performance towards its job as well as making its working condition of a workplace into a broader scope. (Fahr, R 2011) Third paragraph
Specialised job can be modified with the help of five strong core job characteristics which in result which the workers have to experience the three critical psychological states, that will then motivates the personal and work outcomes. (DeVao, J, Li, R, & Brookshire, D 2007) Conclusion
Job specialisation is an important factor for a company if they want to eliminate boredom and low job satisfaction. However for it to be success, they would also need the help of job design and job characteristics model. (242 words)
An-Tien, H, & Hui-Yu, C 2004, ‘A reassessment of the relationship between job
specialization, job rotation and job burnout: example of Taiwan’s high-technology industry’, International Journal Of Human Resource Management, 15, 6, pp. 1108-1123. DeVao, J, Li, R, & Brookshire, D 2007, ‘Analysing the job characteristics model: new support from a cross-section of establishments’, International Journal Of Human Resource Management, 18, 6, pp. 986-1003. Fahr, R 2011, ‘Job Design and Job Satisfaction – Empirical Evidence for Germany?’,Management Revue, 22, 1, pp. 28-48. Williams, C & McWilliams, A 2010, MGMT, Asia Pacific Edition Cengage Learning, Melbourne.