Position classification is whereby jobs with similar duties and responsibilities are grouped in ensuring internal equity and efficiency in the assignment of the necessary pay wages, a budgetary control structure in disguise (Shafritz, 2016).This helps in providing that even candidates applying for a similar position can undergo through one process of examination and recruitment and also guaranteeing a strategized movement in similar situations. (Dresang, 2017). Position classification can be described as broad or narrow, whereby narrow classification describes a positioning by individual job characteristics concluding that a class can contain a single position or many positions, for example, a department (Shafritz, 2016). For an individual, the focus is shifted on the narrow position classification with its merits and demerits explained below.

WE’VE HAD A GOOD SUCCESS RATE ON THIS ASSIGNMENT. PLACE THIS ORDER OR A SIMILAR ORDER WITH PapersSpot AND GET AN AMAZING DISCOUNT

Advantages of defining position classification narrowly

Increased productivity is achieved whereby there is an immediate action from a manager to an employee or vice versa is achieved by ensuring proper supervision and the control of work efficiency. The frequent contact and reduced workforce managed by supervisors provide improved services at a particular position is met. Ethical decision making and problem-solving: The frequent communication between the manager and an employee ensure that there is critical reasoning before making important decisions, which is achieved by a better expression on a one-on-one basis (Raadschelders, 2011).

Disadvantages of defining position classification narrowly

There are rigid constraints among the employees in that there is the existence of unnecessary pressure in the implementation of duties and responsibilities given to them. The closer the contact, the more there is pressure in achieving a goal, which might also be achieved without efficiency. Effectiveness may be compromised in that there is the need to carry out new selection processes, training sessions, and making new decisions on pay wages when the need arises which is time consuming and is opposed to proper budgetary measures (Newton, 2014).

Managers tend to face a challenge in ensuring equity and fairness in achieving a unique outcome from the employees and supervisors since there tends to be an imbalance in the expression of ideas and limits the scope of making an efficient outcome; this comes from the pressure applied through the reduced chain of communication and thorough scrutinization of duties and responsibilities (Dresang, 2017).

In conclusion, managers could value a narrow classification since there is proper supervision that gives the required outcome. Also, they could disapprove of it since it could limit open-mindedness from the pressure put on employees and inequity in pay wages. On the other hand, employees could value a narrow position from their reduced communication chain but could also be against it from the pressure applied by the supervisors.

References

Dresang, D. L. (2017). Personnel management in government agencies and nonprofit organizations (6th ed.). New York: Pearson Higher Education Publications.

Newton, C. B. (2014). Learning and development opportunities as a tool for the retention of volunteers: A motivational perspective. Human Resource Management Journal, 24(4), 514-530.

Raadschelders, J. C. (2011). Public administration: The interdisciplinary study of government. Oxford University Press.

Shafritz, J. M. (2016). Introducing public administration. Routledge.