Paper Example on Internal Alignment: Improving Leadership, Efficiency & Respect

Internal alignment also referred to as internal equity, is defined as pay relationships that are amid different jobs or skills as well as competencies that are in the interior of a single organization. Internal alignment can essential in an organization since it increases leadership capability as well as respect. Alignment aid in improving the efficiency as well as delivery and effectiveness, which inherently improves the respect of the employee as well as leaders. Despite this, there will be an increase in decision making (Kalgin, 2018). The aligned organizations always give a result of the quicker decision, also aiding in reducing time to execution.

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In the current organization, it is clear that an individual is supposed to get paid following the level they are at. Individuals working on a similar job or the work with equal value are obliged to get equal pay, although in most cases, this is not what happens (Oomens, 2019). The reason why different workers will receive different wages is because of the differences that are demand as well as the supply of each laborer partaking specific job or occupation.

Job analysis is the process used in gathering and also analyzing the data regarding the content as well as the requirements of humans for jobs and context in which the jobs get performed (Raymond, 2016). It is established in an aligning job structure since it is essential in identifying areas where employees require training as the job analysis will make it clear in understanding the core duties as well as responsibilities for the job.

Tournament theory in personal economics is used in describing situations where the differences in wages are based, especially in relative differences amongst individuals but not marginal productivity (Raymond, 2016). There are six questions that job analysis answers, including:

1. What material is used to perform the given task?
2. The methods used to perform the task
3. The specific duties for the position
4. What critical tasks are the main results areas for the position?
5. The discrete consequences of the job that individuals appointed will be accountable as well as evaluated on?
6. What are the behaviors as well as skills and knowledge most crucial in the program to achieve key results as well as outcomes?

References

Kalgin, A. (2018). Performance management and job-goal alignment. International Journal of Public Sector Management. https://www.emerald.com/insight/content/doi/10.1108/IJPSM-04-2016-0069/full/

Oomens, I. (2019). The importance of internal alignment in smart city initiatives: An ecosystem approach. Telecommunications Policy, 43(6), 485-500. https://www.sciencedirect.com/science/article/pii/S0308596117303713

Raymond, M. R. (2016). Job analysis, practice analysis, and the content of credentialing examinations. https://psycnet.apa.org/record/2016-02104-008