Introduction
Module Six Critical Thinking Assignment.
This paper will address the five questions presented in the module six critical thinking assignment.
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?
“The purpose of job enrichment is to improve the quality of an employee's job and therefore motivate the employee to accomplish more” (Allison, McClintic, & Cengage, 2001) and job enrichment will have a positive effect on both service and manufacturing organizations that lack “psychological growth especially responsibility, job challenge and achievement” (Gibson, J.L, Ivancevich, J.M, Donnelly, J.H., Konopaske, R., 2009).
In a bureaucratic manufacturing organization that has many jobs with limited range and depth the organization is likely to have higher turnover, sick days, little loyalty, low dedication, low productivity all symptoms of a lack of motivation. One type of job enrichment that would be beneficial to this type of manufacturing organization is job redesign, “match employees with a job they like and are best qualified to perform” (Allison, et al., 2001) by expanding the range and depth of the job. The expanded range will include additional tasks and allow the employees to develop groups to solve organizational issues. The expanded depth will provide the employees with greater discretion on job activities and outcomes the organization. The job redesign of the manufacturing organization has enriched the employees and will increase motivation and performance.
A highly departmentalized service organization would b...
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Helms, M., Cengage, G. (2006). "Organic Organizations". Encyclopedia of Management.
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Pruchno, R., Litchfield, L., Fried, M. (2011). Measuring The Impact Of Workplace Flexibiity.
Retrieved from Boston College Center for Work & Family Web site:
http://www.bc.edu/centers/cwf/research/highlights.html
Web Finanace, Inc. (n.d.). Job Rotation. Retrieved from Business Directory:
http://www.businessdictionary.com/definition/job-rotation.html
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,
Greenberg presents an entire chapter on what motivates people to work. (Greenberg, 2010 pp 160 - 190) In it Greenberg presents several theories of motivation including need hierarchy theory, equity theory and expectancy theory. Whereas Bowles and Blanchard present their program as indifferent to the objective content of the job, Greenberg goes out of his way to identify job characteristics (as distinct from managerial interventions) that affect employee satisfaction. He presents a job characteristics model (Greenberg, 2010 p186) that parallels several points in Gung Ho! This is not to say that Greenberg ignores management’s ability to influence the motivating potential of jobs. He discusses several interventions that can lead to more satisfying jobs. First, he suggests that employees be assigned a whole job, rather than using several workers to perform separate parts of the job. This provides greater skill variety and task identity, which serves to improve job satisfaction.
Bakker, A.B. (2010). Engagement and “job crafting”: Engaged employees create their own great place to work. In S.L. Albrecht (Ed.), Handbook of employee engagement: Perspectives, issues, research and practice. Glos, UK: Edward Elgar.
What job re-design opportunities are available to foster a healthier and more productive workplace? In order to answer this question we adopt job and work design theory that will analyze her role and provide tangible solutions. The following three ¡®Job Design Approaches¡¯ will be explored: 1) Job rotation 2) Job enrichment 3) Teamworking.
Job enrichment is a job redesign technique that allows workers more control over how they perform their own tasks, giving them more responsibility (Principles of Management, March 2013, p. 336). Adding responsibility to employee’s positions will empower them to perceive their position requires and advancement in pay.
Moreland, J. (2013). Improving Job Fit Can Improve Employee Engagement and Productivity. Employment Relations Today, 40 (1), 57-62.
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...
Job enrichment is to make healthy ground for employees’ satisfaction. The organization or company’s goal is to handle the employee by eliminating the turn over to engage for more productivity. By this method the employee may build self confidence,
According to Rush (1971), the main motive of job design is to increase the level of motivation among employees as well as overall productivity. Aswathappa (2006) describe various approaches of job design named asw job enrichment, job enlargement and job rotation. These are the approaches that motivate the employees to perform their job tasks competently.
To critically evaluate the JOB ENRICHMENT and JOB ENLARGEMENT impact on employee motivation as well as on absenteeism and turnover.
The goal of developing employees also involves the action of job enrichment, as this can offset boredom and mediocrity. The risks associated with this include risk management expressing concerns around licenses and credentials, and human resources’ concerns regarding pay grade. Job enrichment implementation in the department may also prevent delays in decision-making. There are many new jobs and roles entering the HIS departments and managers are to integrate them into their departments. (Layman, 2011).
Job enrichment is a job design approach for strengthening the motivational factors in a job. According to Dr Supriya (2016), job enrichment also called job enhancement is a fundamental tool in enhance worker motivation level, retaining talented staff, as well as improving organizational growth. At the same time, bring the positive outcomes including increase productivity, reduce turnover and absenteeism. The idea of job enrichment is come from the Frederick Herzberg’s two-factor theory of dimensions contribute to an employee’s behaviour at work.
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employees’ perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation
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
This motivational tool is used in order to give more responsibility to an employee with the intention of motivating that person to perform at a higher level. The reason for instituting these areas of motivation is so that the workers can continue to be productive to the employer and feel satisfied themselves. The outcome of job enrichment is the byproduct of the motivational tool. This would give more responsibility to an employee with the intention of motivating that person to perform at a higher level, thus feeling the enrichment of self-satisfaction in their job performance. A person can easily get weighed-down in their job if it is the same thing every day so another action that could be taken to enrich one’s job situation would be job rotation. This can help in the area of boredom and monotony. Job monotony can not only hinder the production that is needed on a job, but it can hinder the moral of the employee, as well. The reason for instituting these areas of motivation is so that the workers can continue to be productive to the employer and to themselves.