Toyota balanced scorecard
I think many working people are in jobs that are not satisfying due to facet that they are experiencing at work such as work itself, Pay, Promotion, Supervision, Co-Workers and Overall facet. The Fatima case shows an evidence of job dissatisfaction due to work itself, she is not happy with her job, she would be more interested in doing something else that better fits her passions than the existing job so that she would like to quit the job although she seems to be doing well at the present position at midlevel manager, she’s consistently making her required benchmarks and goals, and has successful relationship with colleagues and identified as “high potential” by her senior management.
Do organization help people craft satisfaction and motivating jobs, and if not, why not ?
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The organization tends to try to help the people out and craft satisfaction and motivation their jobs. The reason to do so is organization likes to people orientation They craft reorganizing the work, re-designing by certain approaches such as job enrichment, job rotation, job training or job education to make more intrinsically motivating to people, reduces absenteeism and turnover costs, increases satisfaction. Another method for improving the meaningfulness of work is providing employees with mutual assistance programs.
Job enrichment expands jobs by increasing the degree to which the worker controls the planning, execution, and evaluation of the work. An enriched job allows the worker to do a complete activity, increases the employee’s freedom and independence, increases responsibility, and provides feedback so individuals can assess and correct their own performance.
Job rotation is the periodic shifting of an employee from one task to another task. Job rotation reduces boredom, increases motivation, and helps employee better understand how their work contributed to the organization.
Question 2: Think about how you might reorient yourself to your own job. Are the principles of job crafting described above relevant to your work? Why or why not?
I experienced the similar scenario as Fatima on my job with the German family owned firm, Helm AG based in Hamburg, a world-wide trading and marketing firm on various lines including fertilizer for agriculture production as one of the company’s core business. My position was Product Manager handling whole Vietnam market for sales of fertilizers on paper –trade basis. The job had been so excited to me at the first few years then became boring as following the same procedure day-over-day all repeatedly, no physical stock not much involvement on the decision making for my business, just follow the headquarter’s instruction and you are fine”. My job is well done, highly appreciated by bosses and my pay is fairly well, allowances with other benefits packages that desirable to most of my colleagues and my friends. However, I can not spend my youth with the old job and started searching for new job with new working environment.
I spoke out to my boss my intention to pull out the company and want to find something interesting than the existing boredom at job, I want to challenge myself on physical trading, marketing and distribution where can develop my marketing skills rather than the existing paper-trade work.
As highly identified with my contribution and l0-year loyalty to the firm, the company did not want me to leave the company. After two meetings with my bosses and human resource manager about case openly about my issue, they offered me some options to keep me in, resignation is the last option. Eventually, I decided to transfer to agrochemical department for marketing and distribution works. The principle of the crafting my new job at the department are as follows.
– To go through business and the action plan for day-to-day activities – To identify the best fit job, distribution that can motivate and strengthen my work – Work together with new boss and colleagues how to enhance the existing distribution system effectively.
Question 3: Are there any potential drawbacks to the job crafting approach ? How can the concerns be minimized ? The job crafting approach with job rotation or enrichment reduces the boredom, increases motivation, and helps employees better understand how their work contributes to the organization, while job enrichment allows the workers to do a complete activity, increases the employee’s freedom and independence, increases responsibility, and provides feedback so individuals can assess and correct their own performance. However, both of the approaches has its drawbacks as.
Job rotation has the drawback as training increases, and moving a worker into a new position reduces productivity just when efficiency at the prior job is creating organizational economies. Work that is done repeatedly may become habitual and routine which makes decision making more automatic and efficient. Job rotation creates disruptions when members of the work group have to adjust to new employees. And supervisors may have to spend more time answering questions and monitoring the work of recently rotated employees. The evidence on Job enrichment shows it reduces the absenteeism and turnover costs, and increases satisfaction, but not all programs are equally effective. Some recent evidence suggests that job enrichment works best when it compensates for poor feedback and reward systems.
How can the concerns be minimized ? If the job rotation and enrichment are necessary for job crafting approach, organization should have the explicit feedback and reward systems for job enrichment to work best, and train employees on working skills as well as team working so that they can effectively work at the new positions with new colleagues and or new supervisors.
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