Job design plays a crucial role in shaping employee satisfaction and performance, especially in academic settings. At Pepperdine University's Graziadio School of Business and Management (GSBM), the role of the MSOD Program Administrator underwent significant changes as part of a cost-cutting initiative aimed at improving efficiency while maintaining high standards of program delivery and support.
Background and Initial Challenges
The GSBM is one of the largest business schools in the United States, with a notable part-time MBA program and various specialized graduate programs, including the Master of Science in Organization Development (MSOD). The MSOD program is intensive, involving ten courses over 22 months, with classes held off-site in both domestic and international locations. The MSOD program office includes a faculty director, a program administrator, and an administrative assistant, each playing a critical role in managing the program's logistics, student interactions, and overall administration.
Diagnosing the Current Job Design
The job design of the MSOD Program Administrator was highly enriched, incorporating a wide range of tasks that included marketing, recruiting, managing logistics, overseeing student registration and financial interactions, and maintaining alumni relations. This role required considerable skill variety, task identity, task significance, autonomy, and feedback—all essential components of an enriched job.
Skill Variety: The program administrator's responsibilities spanned recruiting students, advising them on career opportunities, contributing to marketing strategies, handling administrative tasks, supervising an administrative assistant, coordinating logistics, and maintaining alumni relations. This variety of tasks required a diverse skill set, allowing the administrator to engage in different aspects of the program's operation.
Task Identity: The role involved following students through the entire program lifecycle, from prospective applicants to graduates and alumni. This continuity provided a sense of task identity, as the administrator could see the direct impact of their work on individual students and the program's success.
Task Significance: The administrator's work significantly influenced the success of the MSOD program and the personal and professional development of its students. By helping to bring potential students into a respected program and supporting them throughout their journey, the role held high task significance.
Autonomy: The job offered a moderate-to-high degree of autonomy, with the administrator making many discretionary decisions without much supervision. This autonomy allowed for flexibility and responsiveness to the unique needs of students and the program.
Feedback: The administrator received extensive feedback from various sources, including the faculty director, program evaluations, and students. This feedback helped maintain high performance and job satisfaction.
Proposed Changes and Their Impact
In response to a university-wide cost-cutting initiative, a proposal was considered to alter the program administrator's job design. The new design suggested that the administrator continue performing all current duties and additionally support two PKE classes. This change aimed to improve efficiencies while recognizing the administrator's outstanding productivity.
The expanded role included administrative support for the PKE program, similar to the delivery aspects of the MSOD program, such as faculty support, textbook management, and facilities logistics. However, it excluded marketing, recruiting, and alumni development activities. The program administrator would receive additional compensation and a title change, reflecting the increased responsibilities.
Evaluating the Fit and Outcomes
Assessing the proposed changes involved considering the alignment between the job design components and the personal characteristics of the jobholder, who had been with the MSOD program for over 15 years. This long tenure indicated a strong commitment to the program and a high level of job satisfaction. The enriched job design, characterized by high skill variety, task identity, task significance, autonomy, and feedback, was well-suited to the administrator's capabilities and growth needs.
The new job design aimed to balance the demands of efficiency with the need to maintain an enriched work experience for the administrator. By adding new responsibilities and providing additional support, the proposal sought to enhance job satisfaction and performance while addressing organizational goals.
Conclusion
The case of job design at Pepperdine University's MSOD program illustrates the importance of aligning job roles with individual capabilities and organizational objectives. By carefully assessing and redesigning the program administrator's role, the university aimed to improve efficiencies while maintaining high levels of employee engagement and program success.
Organizational Development Services
At OrgEvo Consulting, we specialize in job design and organizational development to enhance employee performance and satisfaction. Our expertise in higher education administration can help institutions design roles that align with their strategic goals and support their staff's professional growth. Contact us to learn how we can support your organization's development needs.
Comments