[4] As a work design strategy, job crafting represents a departure from this thinking in that the redesign is driven by employees, is not negotiated with the employer and may not even be noticed by the manager.
[2] This idea also distinguishes job crafting from other 'bottom-up' redesign approaches such as idiosyncratic ideals (i-deals) which explicitly involve negotiation between the employee and employer.
[8] If enacted properly, job crafting is a method for employees to improve their quality of life at work in several important ways, as well as make valuable contributions to the workplace.
Job crafting means that work designs are not fixed, and can be adapted over time to accommodate employees' unique backgrounds, motives, and preferences.
Maintaining open lines of communication between managers and employees and building trust may promote positive job crafting which is favourable to both the individual crafter and the organization.