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Job Designs in Service and Manufacturing Organizations

analytical Essay
1749 words
1749 words
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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

In this essay, the author

  • Opines that manufacturing organizations would benefit the most from job enrichment strategies to increase motivation and performance.
  • Describes the benefits of flexible and non-traditional job design policies for employees.
  • Explains the differences between job rotation and job enrichment in organizations they have worked for.
  • Argues that a shift from mechanistic to organic structure is critical to success in today's unsteady market.
  • Explains managerial skills and behaviors that would be required to manage effectively in a functional department. the manager must take into consideration the tasks associated with individual jobs and individual motivators to drive performance and efficiency.
  • Explains gibson, ivancevich, donnelly, konopaske and herzberg, f. one more time: how do you motivate employees?
  • Cites shukla, g., and thomas, jr.
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