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Job Quality Analysis
Job quality and overall improvement of the job to benefit workers and the organization are critical aspects for job success. Therefore, there is a need to evaluate how hob quality can be improved to ensure both the company and the individual are benefitting. Two basic models to evaluate job quality include the Effort-Reward Imbalance (ERI) model and the Job Demands-Resources (JDR) model. This essay will evaluate the job of a Secretary of an organization. This is a job that I was previously doing for a textile company. The two models will be comprehensively applied to illustrate how the job quality of a secretary of a company, by analyzing the available resources, the demands, and the quality assessment.
Effort-Reward Imbalance (ERI) model
The ERD model is a theoretical model of job quality analysis that evaluates how the working environment that has adverse effects on well-being results from a mismatch between low rewards and high efforts spent. This theory was developed by Johannes Siegrist. The role emphasizes the equity in employment associations, rather than the relationships between demands and controls in the job experience (Bakker & Demerouti, 2014). Therefore, according to this theoretical model, job strain comes as a result of an employee’s perception that the high effort injected in that job is greater than the low rewards gained in this job (Inoue et al, 2013).

Strong evidence depicts that when workers are exposed to adverse psychological work conditions is a major risk to the workers in the modern economies. Research done in the past two decades indicates that based on the demand-control model at the task-level conditions, there are low rewards that are associated with high demands from the workers and it has resulted in high levels of illnesses such as cardiovascular diseases and depression (Inoue et al, 2013). Therefore, in 1990, the effort-reward imbalance was developed to address the phenomenon of how a job that is perceived to be lowly rewarding by the workers putting a lot of effort can result in negative well-being results (Inoue et al, 2013). The model attributes that individuals under such situations require an attribute of ‘need for control’, to help them cope with the situation they are undergoing in their specific job designations.
Job Demands-Resources (JDR) Model
The JDR Model is a job quality analysis model that suggests that strain results when there is an imbalance between available resources that an individual can use to meet the demands, and the demands that the individual is intended to meet. This model assumes that the job demands include the social, physical, and psychological aspects that are required in a certain job, and therefore, the employee must meet these demands to be rewarded (Hu et al., 2013).

This model has categorized the demands into job resources and job demands. Job demands include aspects such as physical, social, and psychological aspects of the job. Therefore, they are associated with issues like work straining or pressure, and emotional straining to meet these demands for the organization (Hu et al., 2013). The other category is the job resources. They also can be physical, organizational, or social resources that are required by the workers to make the job successful. These resources are used to ensure work objectives are met, job demands are reduced, and they are associated with the psychological being of a worker (Bakker & Demerouti, 2014). Examples include supervisor training, autonomy, and career opportunities, peer support, feedback, good technology, holidays and rest, pay, and voice opportunities conducive for the individual.
Secretary of a Company Job
The job of a secretary includes professional administrative duties. Secretaries always are mandated to organize and maintain office tasks and implement procedures that make the normal operations of an organization or office take place (Bush, 2016). My work as a secretary was to ensure I answer and direct office phone calls, aiding supervisors and staff with company tasks, organizing and distributing office official messages to the management, maintaining company schedules, documenting basic financial information, and organizing corporate meetings for the organization (Bush, 2016). I was mandated to ensure all these duties take place effectively, and accurately for the benefit of the company.

Secretary Job: Demands
In my job as a secretary, I had to meet a couple of demands for the organization. The first one is operating with accuracy and speed when answering and directing phone calls and messages to the management. This requires a fast experience in operating a computer and an ability to quickly make notes and balance between phone calls and messages. The other demand was to ensure most customers are satisfied with the response they get at the reception and over the phone. This required a polite approach to them and satisfactorily answering their inquiries using professional tone and language. In terms of work pressure, it existed when balancing between responding to new clients while documenting the basic financial operations of the business. The last demand, in this case, was scheduling meetings and operations for the company, it is a tedious task, considering the duties involved in the overall coordination.