At ancestry, even in a job as seemingly specialized as that of genealogist, the component parts of the job are quite varied. if ancestry asked you to advise the company on restructuring job design, how would you explain a recommendation for further specialization?

Question: At ancestry, even in a job as seemingly specialized as that of genealogist, the component parts of the job are quite varied. if ancestry asked you to advise the company on restructuring job design, how would you explain a recommendation for further specialization?

This is an interesting and challenging question that requires a careful and strategic approach. Job design is the process of creating or modifying jobs to suit the needs and goals of the organization and the employees². Job specialization is a type of job design that involves breaking down a job into smaller and simpler tasks, each performed by a different employee³. Job specialization can have some advantages, such as increased efficiency, productivity, and quality, as well as reduced training costs and time³. However, job specialization can also have some disadvantages, such as decreased motivation, satisfaction, and creativity, as well as increased boredom, monotony, and turnover³.

If I were to advise Ancestry on restructuring job design, I would explain a recommendation for further specialization as follows:

- First, I would identify the main tasks and functions of the genealogist job, such as researching, analyzing, interpreting, and presenting historical and genealogical data⁴.

- Second, I would assess the current level of specialization and complexity of each task, as well as the skills, knowledge, and experience required to perform them. I would also consider the demand and supply of genealogists in the market, as well as the expectations and preferences of the customers and the employees.

- Third, I would propose a new job design that would divide the genealogist job into more specialized subtasks, such as data collection, data verification, data analysis, data visualization, and data communication. I would assign each subtask to a different employee or team, based on their qualifications, interests, and abilities. I would also define the roles, responsibilities, and relationships of each employee or team, as well as the workflow, coordination, and feedback mechanisms among them.

- Fourth, I would explain the rationale and benefits of the new job design, such as how it would improve the quality, accuracy, and timeliness of the genealogical services, as well as the satisfaction and retention of the customers and the employees. I would also address the potential challenges and risks of the new job design, such as how it would affect the communication, collaboration, and innovation among the employees, as well as the costs, resources, and training involved in the transition.

- Fifth, I would solicit feedback and suggestions from the stakeholders, such as the managers, the genealogists, and the customers, on the new job design. I would also conduct a pilot test or a simulation of the new job design, to evaluate its feasibility, effectiveness, and efficiency.

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