Principles Of Job Enrichment

714 Words2 Pages
bulb-icon

Recommended: Job redesign case

-The HIM Department had a goal in mind, and that was to not only work harder, but work smarter as well. They knew there would need to be changes made to accomplish this goal. Goal setting is not just stating you have a goal but making that goal specific, measurable, achievable, realistic, and timely. (Carpenter, M., Taylor, B., Erdogan, B. (2009) The HIM Department, set their goal, made it specific (job enrichment), they used their tools to measure the effectiveness, and learn how to make it achievable and realistic. Small and large changes can go into effect immediately but may not have a huge effect for some time. They made their changes in order to reach their goal in a timely manner. How are the principles of job enrichment applied in this case? - The principles of job enrichment is a redesign technique that allows …show more content…

By giving more control to the employee, it allows some to have the freedom they need to feel more relaxed in their job duties and overall motivation in their job. However, for some employees it could be less motivational. For some, the freedom is stressful. They need the structure and direction to complete their jobs. “The purpose of job enrichment is to offset the monotony of routine tasks.” (Layman, 2011) It is important for managers and employees to communicate these issues in order to make the right changes. The HIM Department used many tools to help them along the way to job enrichment. One of those tools that would help with communication and understanding where everyone stands in completing a survey. This satisfaction survey evaluates administrators, clients, and workers on their satisfaction with the products, services, work environment, and organization context. They also use, Job Diagnostic surveys, performance reports, personnel reports. Job description reviews, charts, studies, logs and

Show More
Related

  • Nursing Home Case Study Essay

    1348 Words  | 3 Pages

    It is a fundamental HRM activity and plays the key role in deciding on the actual job structure which is, “identifying the relevant tasks and activities and allocating them across employees in a way that allows the organization to reap benefits from specialization”, but also bundle job tasks in order to use possible synergies between the different tasks (Foss, Minbaeva, Pedersen & Reinholt, 2009, p.873). There are two major approaches to job design, these are the job enrichment approach “which attempts to make the job more interesting, challenging, and significant by adding dimensions such as variety, autonomy, feedback, and control” and the job engineering approach “which attempts to make jobs more efficient by improving work methods, tools, and task-goal structure through activities such as time-and-motion studies and goal setting” (Umstot, Bell & Mitchell, 1976,

    Read More

  • Job Redesign And Workplace Rewards Assessment

    1506 Words  | 4 Pages

    Organizations face massive challenges in attracting and retaining a high-quality and productive workforce. Companies are continually looking for new ways to keep their employees satisfied at all levels in order to harness greater productivity and ideas from people while keeping them motivated and happy. One real challenge examined earlier is the need to transform General Motors to be a much more productive and fully utilized organization by examining the hourly workforce. This is a great change from the traditional "us versus them" mentality of the past between management and the union.

    Read More

  • Management Turnover

    905 Words  | 2 Pages

    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...

    Read More

  • Home Depot Blueprint For Culture Change Case Study

    1514 Words  | 4 Pages

    Mr. Nardelli could have spent more time demonstrating why the changes were necessary and why the urgency. Taking a look at the communication strategies (discussed later in this paper), there appeared to have been a great deal of one way communication, but less collaboration and some employees could have felt their opinions did not matter. As such, not everyone agreed with the changes, however, he did place a sense of urgency.

    Read More

  • Theory Of Goal Setting

    1044 Words  | 3 Pages

    The theory of goal setting was developed by Edward Locke and Gary Latham (1990) and states that there is a direct relationship between the setting of specific high goals and task performance. A higher degree of employee performance is obtained when specific goals are set compared to the performance achieved when employees are simply told to do their best (Latham & Locke, 2007). These findings have helped shape leadership styles and improve employee performance and job satisfaction (Posthuma & Al-Riyami, 2012).

    Read More

  • Internal And External Factors Of Job Dissatisfaction

    716 Words  | 2 Pages

    Based off of the gratification an individual contains towards their work, job satisfaction is a key. The productivity could either be positive or negative, while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors in job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field affects the performance they perform on a daily basis. One who is satisfied with the job they do, succeeds at what they do.

    Read More

  • Goal Setting Theory Essay

    1245 Words  | 3 Pages

    The basic premises of the goal-setting theory is the relationship between how difficult and specific a goal is and people’s performance. We live in a goal-oriented society as people usually adhere to specific targets with a plan of action for guidance. Lack of accomplishment of goals leads to job dissatisfaction. Locke’s Goal-Setting Theory from 1968 has been a powerful way of motivating people and is often utilized in whole organizations to increase focus and productivity. The more specific and difficult goals are designed the more likely staff can achieve these goals as opposed to being too vague or easy goals. An organization should consider the five following principles of goal setting: clarity, goal difficulty, goal acceptance, goal specificity and feedback. Organizations that set clear and challenging goals and are open to honest feedback have a greater chance of achieving goals. According to Locke and Latham (2002), goal setting can be useful in predicting job satisfaction. Job satisfaction is an important attribute for employee productivity and commitment to the

    Read More

  • Sociology of the Workplace

    917 Words  | 2 Pages

    Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.

    Read More

  • The Importance of Job Satisfaction in Business Management

    2039 Words  | 5 Pages

    It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.

    Read More

  • Case Study: Google Inc.

    1434 Words  | 3 Pages

    also practices Job Enrichment as well as Job Enlargement within the organization to further expand the employees experience and skill. Job Enrichment is the practice of giving employees a high degree of control over their work, from planning and organizing through implementation and evaluating the result. Google Inc. in particular, gives its more specialized and professional engineer a greater responsibility and control over their jobs

    Read More

  • Improving Job Satisfaction and Productivity

    1402 Words  | 3 Pages

    In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.

    Read More

  • Job Dissatisfaction Case Study

    735 Words  | 2 Pages

    The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’

    Read More

  • Job Design and Job Analysis

    764 Words  | 2 Pages

    It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.

    Read More

  • Theories of Motivation

    1158 Words  | 3 Pages

    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...

    Read More

  • Motivation And Job Design

    1090 Words  | 3 Pages

    Motivation can be one of the greatest and most important aspects inside a workplace, as it enables employees to find their incentive to work harder and achieve different types of goals. Motivation can be identified and accomplished by elaborating a job design that helps keep employees happy considering the different environmental factors of the integrative framework when applying organizational behavior. A formal definition states that job design “refers to any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity” (Kinicki 168). Job designs help structure jobs and the different tasks needed to accomplish

    Read More

More about Principles Of Job Enrichment

Open Document