Job rotation

Job rotation is a technique used by some employers to rotate their employees' assigned jobs throughout their employment. Employers practice this technique for a number of reasons. It was designed to promote flexibility of employees and to keep employees interested into staying with the company/organization which employs them. There is also research that shows how job rotations help relieve the stress of employees who work in a job that requires manual labor.'We will refer to the inputs as 'jobs' that must be performed in order to produce the output. Suppose the firm employees two (initially) identical workers, each of whom is capable of performing both jobs. Thus in a two-period model, each worker could produce the same amount in the first period. By assuming the workers are identical in their intrinsic skills, we focus on the effect of the organization of work related skills. According to a well-known principle spelled out by Adam Smith, a specialized worker improves his or her skill over time by repetitively performing the same task. The gain from specializations thus arises in the second period if workers remain in the same job for both periods. In that case, we assume that the with the second period that his or her counterpart had produced in the first period. To capture this we let Y1 denote the total output in the first period, and Y2, and Y2, denote the output in the second period under rotation and specialization respectively. When workers rotate jobs in the second period, Y2,= Y1; when the specialize and remain in the same job, Y2>Y1. Specialization thus yields greater output over the two periods by the amount Y2-Y2. This differential represents the cost of job rotation in terms of forgone output.''Interagency assignments can promote networks among personnel from the host and home agencies. Job rotation programs can be designed with a formal component to encourage networking, or networks can be established informally through day-to-day interactions between the individual and his or her peers at the host agency.''Depending on the assignment, an individual can build specific skills needed for interagency collaboration, such as how to plan, lead, and execute interagency efforts. Several experts contend that the best way to teach people to lead in a collaborative environment is to provide them with an opportunity to do so.''These programs are not easy to design and manage effectively, and can impose significant costs on the individuals and organizations involved. Cultural differences that exist among different agencies, funding streams, and authorities that flow toward a single agency rather than toward enterprise-level goals are additional factors that complicate agencies’ abilities to work together to design a win-win program.' Job rotation is a technique used by some employers to rotate their employees' assigned jobs throughout their employment. Employers practice this technique for a number of reasons. It was designed to promote flexibility of employees and to keep employees interested into staying with the company/organization which employs them. There is also research that shows how job rotations help relieve the stress of employees who work in a job that requires manual labor. Along with the company providing the opportunities and training for job rotation, the employees who participate in job rotation learn more than the one job specification deemed to them, benefiting them in the long run in case of an open position on moving up in the company or a position opening up in another firm. Along with employees benefiting, companies benefit as well. The business can hire fewer people since the majority of their staff will be able to be versatile in the job functions that the company may demand, saving the company more money and possibly giving the current employees a better salary. Job rotation is beneficial to the company in terms of productivity and reducing the leave of absence workers take throughout the year. A study was conducted to see what motivates employees in their job performance. Job security was among the least motivators. Employees wanted a sense of responsibility and pride in their tasks performed. Job rotation was created for small crews to see if the company could produce a greater employee satisfaction, desire to become comfortable in their job functions, and decrease the desire to avoid their overtime duty. Some employees are paid more for they are presenting that they are worth a greater amount since they can perform more than one job function and thus makes a higher incentive for more employees to be able to perform better in the workplace. It is a common perception to see that employees who normally opt into the program of job rotation that these individuals tend to have 'higher perceived skills' and are more likely to be promoted. Sometimes job rotation is practiced for the individual worker's health benefit. This practice helps rotates the individual tasks and muscle movements. It reduces the stress of an average workday so that the workers do not feel the tension in their muscles as well as can keep up in their demanding workplace. There has been electromyographic studies on this technique from mining to assembly lines.