Burt's Bees Business Analysis

A quote by Justin Berg, a professor at Stanford Graduate School of Business sums up job crafting in one sentence, “It’s very difficult for a company to stay innovative if everyone’s job stays the same” (Lee). Berg makes a great point, setting the same boundaries for all employees will not lead to creativity, but will only lead to the same practices and the same results. In the case of Burt’s Bees, job crafting proved to innovate the company. As I've previously mentioned, job crafting has benefited Burt’s Bees employees by increasing morale, productivity, efficiencies, as well as made employees feel empowered, alive, engaged, connected and overall happy. Besides employees, the company has benefited from job crafting as well. Due to job crafting

Due to job crafting, a smooth workflow has evolved. Mindy helps out in overlapping work areas and Andy has a better understanding of the machines which has led him to create improved efficiencies. All of these tremendous outcomes are a result of employees feeling associated with their jobs. It is because employees discovered practices which aligned with their interests, making work feel less like work. Recognition should be given to the company and managers as well. They are the ones who have allowed and encouraged job crafting. Some examples are, supervisors giving Mindy extra work when asked, granting Andy permission to study in the Quality Assurance Department and rewarding him for his efforts. However, some employees crafted their jobs without manager assistance. For instance, Jake crafted through communication and Karen through positive thinking. Overall, job crafting can range from simple changes to larger procedural changes. However, it’s important to talk these changes over with their manager. S/he could help encourage and create practices that are fitting for both the company and the employee. However, job crafting could have been costly for Burt’s Bees

This is a mechanism to help increase overall job satisfaction and to maintain the status quo. The benefit of job crafting is everyone can craft the job to fit individual desires. Furthermore, job crafting does not necessarily have to come from a manager. It is something employees can do for themselves. Of course, it is recommended to discuss these changes with the managers. However, job crafting can require little managerial input such as, building communication and using positive thinking. Job crafting is beneficial in the way that it reveals hidden talents each employee poses. It promotes creativity and unleashes innovation. Overall, job crafting is beneficial, but it may pose certain challenges. For instance, employees may become overstressed due to an overload of responsibilities. Likewise, employees may begin to forget about regular duties after altering their position. This is why it is important managers, support, guide and oversee these changes. However, this might mean additional work for the manager. It’s clear there are some challenges result from job crafting. But, if managed efficiently this mechanism will prove to be worth the time and