Generally, workers with good attitudes have stronger performance, and workers with poor attitudes exhibit less-than-superior performance. It is up to managers to monitor employee attitudes and address attitude problems such as negativity and laziness. Her attitude is the product of her upbringing, including patterns of thought and ways of looking at the world that she has learned over many years from peers, parents, teachers, coaches and other adults.
Organizations like Imation, Xerox, etc, motivate their employees by designing challenging and interesting jobs. Job designing is the process of assigning tasks to a particular job by equally considering the interdependency of those tasks with the other jobs. Job design practices can influence the work motivation and the performance of the employees by increasing the work efficiency through job specialization.
These practices have evolved and are in a state of constant change due to the changes in the business environment, increased role of information technology, workforce flexibility and technological changes.
The Job Characteristics Model suggests a framework of how effective job design practices can lead to improved work motivation and satisfaction of employees thereby leading to improved organizational performance. Work Redesign by J. Oldham According to the job characteristics model, employees will remain motivated and satisfied if the jobs satisfy the following characteristics: Refers to the extent to which the employees use different skills and talents for performing different tasks for fulfilling the requirements of a job.
Refers to the extent to which a job can be completed as a whole or can be completed in identifiable piece of work.
Refers to the degree to which a job has an impact on the organization or on the society. Jobs having a high degree of autonomy offer tremendous freedom in fulfilling the task requirements.
Refers to the extent to which the employees provide a feedback about how well are they performing their jobs based on their experiences in the job. Job design need not necessarily increase the work motivation of the employees as it is affected by the individual differences.
Factors such as employee competence, their satisfaction with their work environment and their growth needs influence the motivation level of the employees. Job design strategies which improve work motivation: It is a form of job design practice in which the employees are moved from one job to another.
Job rotation helps in reducing job boredom and help in developing a flexible workforce. Job rotation creates multi skilled employees.
It is about increasing the number of tasks in a job for an employee.
It helps in improving work efficiency and flexibility. It occurs when the employees are entrusted with additional responsibilities for scheduling, coordinating and planning their own work. Alternative Work Schedule options:Impact Of Job Design On Employee Performance Business Essay Human Resource is the most important resource compared with other resources like machine, material, land, etc.
In the organizational context, the effectiveness of human resource depends on designing the job according to human capability and characteristics. Organizational structure defines the supervisory relationships, departmental structure and workflow within a company.
Performance management involves the systematic improvement of individual and team performance through goal-setting and regular performance reviews. Job design, work processes, and performance expectations all go hand-in-hand to affect an individual's job satisfaction and successful organizational outcomes.
If the company has properly structured the employee's job, and designed it effectively, the work processes will be smoother, with less.
Job Design Practices and Performance Management An organization’s performance largely depends upon the HRM practices of which one of the major components is the job design practices. Organizations like Imation, Xerox, etc, motivate their employees by designing challenging and interesting jobs.
Organizational Theory and Design Organizational Theory and Design According to Grand Canyon University (), organizational theory is an attempt to explain the workings of an organization, and the design is the structure, process, and plan which describe all the actions of an organization and how well they fit to meet the organizational goals.
The Job Characteristics Model suggests a framework of how effective job design practices can lead to improved work motivation and satisfaction of employees thereby leading to .