How does job design create and maximize your profits & returns?

      Job design comprises managerial decisions and plans that identify job depth, range, and correlations to suit company’s necessities as well as the social and individual needs of employees. The main objectives of job design are not only improving job satisfaction and quality of work, but also, reducing employee setbacks (e.g., grievances, or absenteeism), and promoting social, political and economic stabilities or advancements. Gibson, Ivancevich, Donnelly, and Konopaske (2006) examine and analyze, “apart from the very practical issues associated with job design, we can appreciate its importance in social and psychological terms. Jobs can be sources of psychological stress and even mental and physical impairment. On a more positive note, jobs can provide income, meaningful life experiences, self-esteem, regulation of our lives, and respect from an association with others. Thus, the well-being of organizations and people relates to how well management designs jobs” (p. 368). A well job design could motivate employees' performance, and  might have been changed to make employees’ works and their inputs or involvements to the organization more effective and efficient.

References

Gibson, J., Ivancevich, J., Donnelly, J., and Konopaske, R. (2006). Organizations:  


       Behavior, structure,Processes (12th edition). New York, NY: McGraw-Hill.