Motivation

To help Andrea to consider ways of combining areas for the staffers, job characteristics theory plays a role since it provides an explanation of what characteristics of work itself help to create a sense of staff satisfaction. Firstly, to develop staffs a sense of meaningfulness with their job, Andrea should ensure that the new versions of task require several different skills and talents. Because if the work tasks are too simple and repetitive, staffs would think what they do is pointless. In addition, the redesigned task should provide staffs with chances to finish a whole, identifiable work from beginning to end with a visible outcome. So they can point to the Blaze and really find something in the magazine that made by themselves. They can feel a distinct sense of beginning and closure as well as ensure that their efforts are not in

The goal of job enrichment is not merely to make the more varied but I the words of M.Scoot myers research for taxes investment, which has been experimenting with the techniques is to make every employee a manager ‘ . Thus the employee job is enriched will perform the management function of manning and

Goal setting is as reflected in "Principals of Management" by Flatworld Knowledge, on of the most influential and practical methods that can be used in motivational methods of redesign and restructuring.\

3) Job enrichment: Same number of task as Job enlargement, but with greater responsibility and opportunity. (The employees of the container store can access all the financial data, is one type of enrichment.)And Job enrichment can also useful in leadership development.

Job Design can be defined as the process of deciding on the contents of a job in terms of its duties and responsibilities on the methods to be used on carrying out the job, in terms of techniques, systems and procedures and on the relationship that should exist between the job-holder and his superiors, subordinates and colleagues.

The practice of setting goals is common and often beneficial. People that can see a goal and feel they can benefit from it will often be motivated to work harder to obtain that goal. However goals need to be within reach if they are to be taken seriously by employees. Hence the idea of SMART goals that are specific, measureable, achievable, realistic, and timely give employees a clear sense of something that is attainable. If goals are perceived to be unattainable they will often act as a de-motivator. (Carpenter, Taylor & Erdogan, 2009)

Job-enrichment: - To make a job ‘meaningful’ for the employee by ensuring they feel responsible for their job and get to see the results directly. (Thomas 2009, p.60)

Just as there are benefits to using job enrichment, there are also risks associated with it. The benefits are the desired outcomes that the HIS Department is looking to achieve when implementing such a technique. Monotony is something that job enrichment can combat because there are added task, responsibility and accountability. The offset of monotony is believe to be a common motivator; however, in the HIS Department the addition of more task, more responsibility, and more accountability can lead to more stress (Layman, 2011). More stress is the result because their chief complaint is work overload. Another set of common problem that can be combated with job enrichment is boredom, careless errors, tardiness, absenteeism, and low moral. There are plenty of risks to balance when trying to offset these problems. One risk is overload which is already a complaint of many employees. Another risk to balance is the concern of the Human Resources (HR) Department about pay grade (Layman, 2011). With added task and responsibility comes the question of a higher pay grade. It is the job of the HR Department to oversee the pay grade of the organization. An even bigger risk may be a concern about licensing and credentialing. Adding tasks to a job that requires additional

The process of job design can be defined as assigning tasks to a job, including the collaboration of those tasks with other jobs (McShane & Von Glinow, 2015). Job design is the first building block of the structure of an organization and determines an individual’s work-related responsibilities (Griffin, 2001). Job design involves a combination of the content of the job and the method of work which has been implemented in the performance of the job (Durai, 2010). The main purpose of job design is “to increase a firm’s ability to meet its objectives effectively and to provide job satisfaction to the employees” (Durai, 2010, p. 92). Job design has two primary aims. The first is

Hackman and Oldham’s Job Characteristics Model (JCM) outlines jobs based on five core dimensions such as skill variety, task identity, task significance, autonomy and feedback. Employees will comprehend their work to be meaningful if the work requires different skills and they are involved in it thoroughly. They prefer jobs which improve their physical and mental health, gives them freedom to perform tasks and where they are appreciated through appropriate feedback. All these factors result in a mark on their psychological states of work worthiness, responsibility, work outcomes and awareness of results. This in turn leads to high motivation, improved service quality, job satisfaction, low absenteeism and high turnover.

Although specialisation does require training, but once that worker has mastered a particular skill, their able to complete assignments without much supervision or oversight, on the other hand specialisation tasks are generally repetitive and may lead to job dissatisfaction if a worker doesn’t feel motivated or challenged by their job duties (Williams & McWilliams, 2010). The purpose of this essay is to study the advantages and disadvantages of companies inserting job specialisation into their job design and application of the Job Characteristics model or JCM to diminish boredom and low job satisfaction of workers that caused by specialised job.

“Defining the person before defining the work is like having a solution that is looking for a problem to solve, rather than having a well-defined problem needing solution”, a comment and now one of my favorite quotes coming from a Statistician named Roy W. Haas, Ph.D. (Alder, 2013, para. 9). As our business industry continues to grow within our country and globally, finding the right job, the right employee, the right path is something that many Americans are looking for. Breaking down the job field into four different categories across the board, then trying to separate the best roles for people in their job is something that I feel we as a society are just recently starting to understand. This article breaks it down quite well, and because of this way of thinking, I believe, we as a society are fine tuning and making great strides learning.

In the HIS Department, job enrichment are applied in the department’s realignment to achieve organizational goals at four different levels. (Elizabeth Layman 2011) 2011 AHIMA case study

Job design (or task design) regulates ways, methods and relations of jobs that are organized to face structural and hierarchical business requirements taking into consideration social and personal expectations of the job possessor (Rush, 1971). Job design is the process where it is decided how to define the contents of a job place entitling it with duties and areas of responsibility. Another direction is making decision on the methods that are utilized in order to perform the job. Other aspects in scope of job design are techniques and various procedures and what kind of relationships should be in place between the job possessor and his/her boss or subordinate (CIPD, 2014).

Furthermore, a realistic viewpoint of job analysis assures maximal congruence between job content and job context (Safdar et al., 2010), promoting job satisfaction and retention.