There is a number of essential differences between a job description, job design, and job analysis. The former is a document that outlines and summarizes the key elements of a job, such as duties, responsibilities, and tasks. In contrast, both job design and job analysis are processes where the latter is conducted to identify and determine key tasks, responsibilities, and duties (Surbhi, 2015). However, job design primarily focuses on allocating these elements to employees or a group of employees. Therefore, job design is applied to divide the work to increase the overall efficiency, and job analysis is required during the candidate selection process to have an appropriate pool of talent. Each of them is important in healthcare human resource management (HRM) because such an organization needs a wide range of specialized experts. Thus, the HR manager of a healthcare facility has to be able to properly separate the tasks and understand human resource needs. For instance, a job description must include everything related to a particular job, job analysis needs to identify the elements of the description, and job design must properly allocate the duties.
To foster a climate of mutual respect and trust among my team members, I will primarily focus on establishing a proper communication framework that lacks any form of barriers. In the case of developing the job description, analysis, and design for a clinical team leader position, diversity plays a central role in the position. The main reason is that such a leader needs to be able to remove cross-cultural barriers within a diverse group. The issue can be addressed by building cross-cultural communication channels that allow each team member to have a voice to express his or her opinion.
Reference
Surbhi, S. (2015). Difference between job analysis and job description. Key Differences. Web.