Job Design at Pepperdine University Essay

This case excogitate primarily focuses on the dimensions of particular(prenominal) roles for Pepperdine University employees. The aspect of hypothecate epitome or military control reviews is an overall exploration of specific responsibilities accountabilities and duties of specific dividing lines. This is quite a lengthy process that requires the gathering of context information and the creation of a line of business specifications and descriptions. This case s fecal matter highlights the roles of several employees at the Graziadio School of Business and Management at the Pepperdine University.Job design at that place is no definite job design that send away be clearly identified at the Graziadio School of Business and Management on that pointfrom most of the observations can only be inferred from obervation of employee duties and responsibilities(Cummings & Worley, 2009). Job design is supposed to place the manner in which specific jobs are supposed to be carried out a nd how this lastly affects the individuals worker as well as the overall work place. This embarrasss aspects such as employee authority, processes of decision making, amount of respnsibility among other criteria. It was notice in the case study that there were three jobs that would be categorized in the same job design crowd and these were the program administrator, the administrative assistant and the dexterity director.The roles of employees in these positions have distinct job descriptions but from their duties it is clear that they are interdependent. some other issue that is dealt with in this case study is that of employee rewards. From the example in the test, the university clearly apprehended the diligence and loyalty of the Program decision maker and for this he was to be rewarded through the enrichment of his afoot(predicate) position. The job enrichment was partly due to the individualised character of the Program Administrator because he was able to exhibit dil igence and solitaire for 15 years. Assesment of anemployees persoanality is therefore key out when an organization is considering formulating a formal job design model.Skill appraisalIn the case of the Program Administrator, it was evident that the specific duries were very varied in constitution ranging from student recruitment and supervision to advisory roles. Other aspects in this analysis include the assesment of chore identity, task significance as well as job liberty (Cummings & Worley, 2009).Planning and implementationThe envisionning of this study was quite thorough and widely encompassing. There was a great deal of assesment and similarly use of diagnostic models which were associated with individuals and groups. All the models that were use were carefully structured and diagnostic in nature. They included the issues to do with design components, inputs, and end product of both individual and group job specifications. The reason was doing group diagnostic was deem ed essential is because the organizational make-up is considered as a primary input that needs to be properly examined. This lifts out the functions of group dynamics. However, to bring out the individual aspect of the study, the plan included an individual job train assesment to offer infomation regarding issues like individual task significance, task autonomy, identity and all the feedback that can be achieved from all this collective data. boilers suit the planning of the case can be considered quite thorough.ReferenceCummings, T, Worley Christopher. (2009). Organizational outgrowth & Change. South-Western CENGAGE learning, 9th Edition