DBN 507 Team Management and Cooperation For Foodstuffs

Answer:

Introduction

Job analysis is considered to be the method of determining and identifying all the details regarding any particular job responsibilities as well as requirements associated with the job. On the other hand, job design is considered to be the method of rearranging the works for overcoming the negative effects of job dissatisfaction which occurs due to certain repetitive tasks. Primarily the essay concentrates on one moral problem followed by one regulatory problem associated with the job process and methods of Foodstuffs New Zealand Ltd. The discussion then continues with the one ethical problem followed by one practical problem related to the job design of Foodstuffs New Zealand Ltd. Finally, the report ends with a conclusion.

Job analysis of Foodstuffs New Zealand Ltd. 

Job analysis is defined as the systematic study and exploration of the responsibilities, working skills, duties, working environment, and accountabilities for any particular job (Landau & Rohmert 2017). One of the major moral issues which Foodstuffs New Zealand Ltd. need to consider for promoting compliance with their internal requirements is biasness of the job analyst (Fine & Getkate, 2014). In this aspect, it can be seen that the retail manager of Foodstuffs New Zealand Ltd. can be partial while hiring the employees for their retail stores and which is supposed to be a moral issue (Morgeson, Spitzmuller, Garza & Campion, 2016).

The regulatory issue related to the job analysis methods and the process of Foodstuffs New Zealand Ltd. is the utilization of the single data source (Duncan, 2018). Collection of data related to the employees from individual sources by the retail manager of Foodstuffs New Zealand Ltd. may result in legal or regulatory issues followed by inaccuracy in the information of the employees (Ford, 2014).

Job design for Foodstuffs New Zealand Ltd. 

According to the research, it has been identified that job design is considered to be the method of arranging the works as various groups of responsibilities within the workplace based on the actions performed in job analysis (Romiszowski, 2016). The ethical issue that Foodstuffs New Zealand Ltd. needs to take into consideration for promoting compliance with their internal needs is that lowering the cost during the time of employment may lead to attracting lower quality employees in their organization (Baer, Kulik, Oldham & Wrzesniewski, 2018). If the retail manager of Foodstuffs New Zealand Ltd. offer less salary for the employees he have hired then the employees are also going to work with low quality.

 The practical issue associated with the job design of Foodstuffs New Zealand Ltd. is techno stress which is regarded as the stress that is caused due to the introduction innovative technologies within the organization (Deng, Joshi & Li, 2015). The retail manager of Foodstuffs New Zealand Ltd. utilizes these information technologies for monitoring the performance of the employees without their concern regarding such arrangements (Oldham & Fried, 2016).

Conclusion

After the analysis of the overall research, it can be concluded that the identified moral issue related to the job analysis for Foodstuffs New Zealand Ltd. is biasness of the job analyst while the regulatory issue is the utilization of the single data source. The research has found that ethical issue related to job design is about lowering the cost during the time of employment may lead to attracting lower quality employees in their organization. The practical issue associated with job design is techno stress that has been identified through the research. 

References

Baer, M., Kulik, C. T., Oldham, G. R., & Wrzesniewski, A. (2018, July). Then and Now: Job Design, Diversity and Creativity. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 11108). Briarcliff Manor, NY 10510: Academy of Management.

Duncan, O. D. (2018). Methodological issues in the analysis of social mobility. In Social structure and mobility in economic development (pp. 51-97). Routledge.

Fine, S. A., & Getkate, M. (2014). Benchmark tasks for job analysis: A guide for functional job analysis (FJA) scales. Psychology Press.

Ford, J. K. (Ed.). (2014). Improving training effectiveness in work organizations. Psychology Press.

Landau, K., & Rohmert, W. (Eds.). (2017). Recent developments in job analysis (Vol. 24). Taylor & Francis.

Marinova, S. V., Peng, C., Lorinkova, N., Van Dyne, L., & Chiaburu, D. (2015). Change-oriented behavior: A meta-analysis of individual and job design predictors. Journal of Vocational Behavior, 88, 104-120.

Morgeson, F. P., Spitzmuller, M., Garza, A. S., & Campion, M. A. (2016). Pay attention! The liabilities of respondent experience and carelessness when making job analysis judgments. Journal of Management, 42(7), 1904-1933.

Oldham, G. R., & Fried, Y. (2016). Job design research and theory: Past, present and future. Organizational Behavior and Human Decision Processes, 136, 20-35.

Romiszowski, A. J. (2016). Designing instructional systems: Decision making in course planning and curriculum design. Routledge.

Deng, X., Joshi, K. D., & Li, Y. (2015, January). Introduction to the Social Media and Enterprise Minitrack: Job and Work Design Issues. In System Sciences (HICSS), 2015 48th Hawaii International Conference on (pp. 1818-1818). IEEE.