User talk:Raccoonz7

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Introduction[edit]

Job rotation is a management [technique] that assigns trainees to various jobs and departments over a period of a few years.[1] Surveys show that an increasing number of companies are using job rotation to train employees. There are both positive and negative effects involved with job rotation that need to be taken into consideration when a company makes the decision to [utilize] this technique.

There are many advantages and disadvantages of the job rotation based on design of work, variation, and it’s affects on job rotation. Job rotation is considered a form of teamwork, and can be described as “regularly alternating between different jobs within an organization on the basis of a scheme or spontaneously alternating on the basis of the workers’ personal needs. Many benefits have been attainted from using job rotation, including cross training, stress, and increase innovation, motivation, reduction in injuries and burnouts.

--Raccoonz7 (talk) 05:17, 24 July 2011 (UTC)Shalini.charran[reply]


Positive Effects[edit]

There are different reasons a company may choose to utilize job rotation such as using job rotation as a learning Mechanism.Research suggests that there are significant benefits that may out way the costs involved with training employees for diversified positions.[2] As a learning mechanism, employees are given the opportunity to learn necessary skills which can help them to advance within a company. This employment opportunity also has the effect of boosting morale and self efficacy. [3] The company may benefit from using job rotation by having the ability to staff key positions within a company. This practice may allow a company to run more efficiently, and as a result, become more productive and profitable.


Job rotation can also be used to [alleviate] the physical and mental stresses endured by employees when working the same position, year after year. By allowing employees to rotate to other positions, the risk factors for some types of musculoskeletal disorders may be reduced.[4] Job Rotation is also believed to have the ability to decrease the amount of boredom and monotony experienced by employees who work the same position for extended periods of time.[5] Raccoonz7 (talk) 03:24, 24 July 2011 (UTC)[reply]


Effects of Job Rotation[edit]

According to a UK Journal Ergonomics, volume 46 “ The effects of job rotation on the risk of reporting low back pain” the major benefit of job rotation uses flexibility to reduce and control work related injuries such as musculoskeletal disorders, stress, and fatigue, among jobs that use various muscles within the human body. For example, an employee who load pallets may experience lower back pain and then gets rotated to assembling may experience upper limb pains, this rotation can occur ranging from hours to days, depending on engineering (controls physical manipulations) and administration (change the duties or design of the job) according to the research In the article from Ergonomics, volume 46. Another example is truck drivers who drive only, or those who collects merchandise. According to a research by the University of Amsterdam and Vrije Universiteit… “Effects of job rotation on Work Demands, Workload, and Recovery of the Refuse Truck Divers and collectors” research reveled job rotation ended with an increase in physical work in comparison to driving only and it did not increase mental work in comparison to collecting only. Another effect of job rotation was to reduce the pace at which an employee work and allowing breaks prior to fatigue, variation in jobs will reduce injuries to employees’ muscles, by determining what aspect of the job should be rotated, equally distributing the tasks from complex to simple from employee to employee. Evaluating if the parameters are repetitive or not. --Raccoonz7 (talk) 05:22, 24 July 2011 (UTC)Shalini.charran[reply]

Negative Effects[edit]

There are some negative attributes associated with job rotation. Firstly, some positions within a company may not be eligible for rotation. There may be positions within a company that may be specialized due to technology or may require highly skilled workers.[6] These positions may not fit the profile for rotation opportunities because of the costs involved to train the workers. Another problem faced by companies is that some employ unionized workers that may be resistant to job rotation due to standard union practices.[7]


Furthermore, one other problem faced by companies is the possibility of having to pay [incentives] to workers for cooperation with the job rotation implementation which can lead to wage inequality.[8] Finally, the utilization of Job Rotation may have the effect of reducing a workforce because of the cross-training involved; a company may not need to hire additional staff to cover positions and may possibly layoff current employees no longer considered necessary.[9]

Conclusion[edit]

In conclusion, when a company decides to utilize job rotation, it is a decision which needs to be thoroughly evaluated based on the positive and negative aspects a company may face during the utilization process.


There are many ways in which job rotation can either work in positive and negative aspect, of a organization but, at the end of the day it all comes down to whether or not it is distributed properly by administration in order to reduce injury, fatigue and stress. --Raccoonz7 (talk) 05:25, 24 July 2011 (UTC)shalini.charran[reply]

References[edit]

  1. ^ Schultz, D.
  2. ^ Ortega,J.
  3. ^ Schultz, D.
  4. ^ Jorgensen, M.
  5. ^ Hsieh, A.
  6. ^ Hsieh,A.
  7. ^ Jaturanonda,C.
  8. ^ Black, S.
  9. ^ Black, S.
  • Black, S. E., Lynch, L. M., & Krivelyova, A. (2004). How Workers Fare When Employers Innovate. Industrial Relations: A Journal of Economy & Society, 43(1), 44-66.
  • Hsieh, A., & Chao, H. (2004). A reassessment of the relationship between job specialization, job rotation and job burnout: Example of Taiwan's high-technology industry. The International Journal of Human Resource Management, 15(6), 1108-1123.
  • Jaturanonda, C., Nanthavanij, S., & Chongphaisal, P. (2006). A survey study on weights of decision criteria for job rotation in Thailand: Comparison between public and private sectors. The International Journal of Human Resource Management, 17(10), 1834-1851.
  • Jorgensen, M., Davis, K., Kotowski, S., Aedla, P., & Dunning, K. (2005). Characteristics of job rotation in the Midwest US manufacturing sector. Ergonomics, 48(15), 1721-1733.
  • Ortega, J. (2001). Job rotation as a learning mechanism. Management Science, 47(10), 1361-1370.
  • Schultz, D., Schultz, S.E. (2010). Psychology and Work Today. Boston:Pearson, p.136,144.
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