1. This module’s reading and lecture material has described job designs in various service and manufacturing organizations. In which type of organization is job enrichment likely to be more effective as a strategy for increasing motivation and performance? Explain. I believe manufacturing organizations would benefit the most from the use of job enrichment strategies to increase motivation and performance. Manufacturing jobs can be comprised of low level tasks that are repetitive, monotonous and unfulfilling due to the lack of challenge. The individuals performing these jobs can also find dissatisfaction in the lack of ability to choose when and how to perform their tasks. The manufacturing industry tends to be hierarchical in structure in order to produce repeatable product with the greatest efficiency. The industry is defined by processes and procedures which often equates to a lack of autonomy for the individual. After identifying the areas of dissatisfaction, some methods of job enrichment that may increase motivation and performance could include offering flexible schedules, providing recognition, offering training opportunities for skill enhancement, job sharing or job rotation programs or offering higher level tasks. I believe it is important to work with the individuals if you are planning to implement a job enrichment program to ensure that it will meet the needs and desires of those it will affect. The objective of job enrichment is to make their jobs more satisfying, thus they need to be involved in the decision and implementation process. This is in contradiction with Herzberg’s belief that employee participation in job enrichment contaminates the process and that it is the job change that will produce the mo... ... middle of paper ... ...panies, Inc. Herzberg, F. (1990). One More Time: How Do You Motivate Employees? Manage People, Not Personnel. (Pg 65) Boston, MA. Harvard Business School Publishing Division. LaFasto, F. & Larson C. (2001). When Teams Work Best. (Pg 162) Thousand Oaks, CA Sage Publications, Inc. Mione, Peter. (2006). Job Enrichment. Retrieved from: http://edweb.sdsu.edu/people/arossett/pie/Interventions/jobdesign_1.htm Shukla, G. (2005). Job rotation & how it works. Money. (April 27 Issue) Retrieved from: http://www.rediff.com/money/2005/apr/27spec1.htm Thomas, Jr. R. (1990). Managing the Psychological Contract. Manage People, Not Personnel. (Pg 46) Boston, MA. Harvard Business School Publishing Division. 100 Best Companies to Work For. Fortune. (Feb. 7, 2011 issue). Retrieved from: http://money.cnn.com/magazines/fortune/bestcompanies/2011/snapshots/4.html
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
Larson, C. and LaFasto, F. (1989), Teamwork: What Must Go Right/What Can Go Wrong. Newberry Park, CA: Sage Publications, Inc.
Stewart, G., Manz, C., & Sims, H., (1999). Teamwork and Group Dynamics. New York: Wiley. pp. 70- 125.
The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does overall job satisfaction, motivation and productivity have on each other. It is also important to research the relationship between job satisfaction because it can assist businesses in designing and manufacturing an environment to maximize productivity and efficiency while keeping their employees satisfied. Finally, it is significant to study because it can help people better understand what job will best suit them to be motivated and satisfied while making a difference in the productivity level.
Motivation is defined as, “the reason for the action; that which gives purpose and direction to behavior.” Motivation is key in personal life as well as the career world. Motivation in the work place is highly dependent on employers being able to understand the needs and wants of their employees. When employers can understand and satisfy an employee’s needs, the employee is more inclined to perform well in his position. “The ranked order of motivating factors were: (a) interesting work, (b) good wages, (c) full appreciation of work done, (d) job security, (e) good working conditions, (f) promotions and growth in the organization, (g) feeling of being in on things, (h) personal loyalty to employees, (i) tactful discipline, and (j) sympathetic help with personal problems.” (Accel-Team) In order to achieve all or some of these key motivating factors in the work place, an employee generally will want interesting work, good wages, and recognition from superiors and peers.
Job Rotation. To avoid the employee felt bored due to maintain at a position or functional specialization for a long time, job rotation can be implemented. Job rotation can give new skills to the employee plus it can produce multi-skills workforce after certain period of time. Employees also will appreciate their job as they understand the whole system & the importance of each part of total
The "Job Enrichment" Job Enrichment. N.p., n.d. Web. The Web. The Web. 29 Apr. 2014. The 'Standard' of the 'Standard'.
Human resource management plays an important role in the organisation. It not only helps the employer evaluate employee accurately but also contribute to the firm’s development. Hence, the appearance of psychological contract is one of the most effective tools to help the organisation improve their HRM issues. However, it also has some challenges for the manager to overcome. Therefore, the main aim of this essay is to analyse the importance of the psychological contract in many aspects and support more evidences and experiences to support employers’ view in managing people.
I was formerly employed by a supplier of automobile parts where in addition to using compensation as a means of motivation; they too were dedicated in ensuring their employees had maximum job satisfaction. This was achieved by giving autonomy in their job functions and assigning significa...
When we think of the word team, individually many different ideas may come to mind about what a team really is. Some may think of an NFL team (Tennessee Titans), an NBA team (Sacramento Kings), or a NASA astronaut team with such pioneers as Edwin Aldrin, Jr. and Neil Armstrong as members. You might even think of the U.S. Navy, Air Force, Army, Coast Guard, or Marines as teams. In fact they all are, and they have a great deal in common as teams. However, for the purposes of this paper I will examine the characteristics of work teams, as they apply to organizations and I will supply answers to the following questions: What is a team? Where did the team concept come from? What are the types of teams? What are the advantages and disadvantages of having teams in organizations? What does it take to make a team effective?
The goal of this approach is to promote intrinsic motivation by designing jobs that maintained the five job characteristics which include a skill variety, task identity which allows to work on a job from beginning to end, task significance, autonomy, and feedback that allows employees to have clear information of their effectiveness at work. The application of such approach will lead to an incensement of job satisfaction while reducing absenteeism and stress. Managers are likely to find this approach to have an increase on quality performance and higher intrinsic
Job satisfaction is one of the most important things employees strive for in the workplace. Incentives and rewards in an organization maybe beneficial to both the employees and employers. When an employee is recognized for their hard work, it boosts their morale and job satisfaction and as a result employers see
Organizations use teamwork because it increases productivity. This concept was used in corporations as early as the 1920s, but it has become increasingly important in recent years as employ...
Most employees crave intellectual on their jobs. Therefore, they prefer jobs that offer those challenges and an opportunity to use their skill and abilities. However much challenge in job creates frustration and feeling of failure, too little challenge cause boredom. In fact, it is the conditions of moderate challenge in which employees experience pleasure and satisfaction.
Kovach KA (1987). What motivates employees? Workers and supervisors give different answers. Business Horizons, 30. 58-65. Print. 8 Feb. 2014.