Introduction
In the Pensions Bureau there are three main issues that need improvement. These areas are developing skill variety with task identity and task significance, relationship building/creating a fun and inviting workplace and providing feedback. The current three positions within the pensions department have unfortunately created three jobs that are boring and mundane. This is because these jobs are un-dynamic and do not allow employees to feel like their work is important or has a degree of difficulty. In addition, employees are having poor individual job performance and department overall performance. Therefore, the office needs to be changes in job descriptions, the office environment and the method in which feedback is provided …show more content…
As the memo states "each employee has a specific set of responsibilities assigned and performs the same routine over and over." Consequently work has become tedious and boring. The demands between the three jobs in the pensions department require different workloads, with the case managers and customer relations employees working harder than the case auditors. Therefore changes need to implement that allow employees to have a variety in job activities that make them feel they have significance. Moreover, they need to be allowed to be involved in workplace activities from start to finish.
Issue: Relationship Building and an Inviting Workplace
Since the employees reacted negatively to the "rubber duck award" and got angry when they didn’t win and others won this leads me to believe that the employees do not respect one another and there is a lack of relationships developed between co-workers. Therefore, by creating fun, non-competitive, non-work related activities this will help develop relationships within the department. Overall, I think that this group would benefit in having relationship building activities that are fun and would help them look forward to going to work.
Issue: Lack of …show more content…
In order to improve workplace variance it is recommended to combine all three jobs (customer relations, case manager and case auditor) into one job. Employees would participate in a two-month cooperative training programs that has both practical on-the job training experience and formal classes (Singh and Snell pg. 250, 2013). From each department, two staff members would be appointed as mentors to teach the other employees their new responsibilities. After finishing the training, all employees would have the new job title of "case officers." There would be three cohorts each having six case officer who would rotate weekly between the three original job positions. The customer relations job description would change in having three employees tasked with dealing with general customers, but would also have three employees responsible for picking up files and checking for their completeness to lighten the load for the case managers. Overall, these changes will allow employees to have variety in their work, and demand from them different skills and
In the Pensions Bureau there are three main issues that need improvement. These areas are developing skill variety with task identity and task significance, relationship building/creating a fun and inviting workplace and providing feedback. The current three positions within the pensions department have unfortunately created three jobs that are boring and mundane. This is because these jobs are un-dynamic and do not allow employees to feel like their work is important or has a degree of difficulty. In addition, employees are having poor individual job performance and department overall performance. Therefore, the office needs to be changes in job descriptions, the office environment and the method in which feedback is provided …show more content…
As the memo states "each employee has a specific set of responsibilities assigned and performs the same routine over and over." Consequently work has become tedious and boring. The demands between the three jobs in the pensions department require different workloads, with the case managers and customer relations employees working harder than the case auditors. Therefore changes need to implement that allow employees to have a variety in job activities that make them feel they have significance. Moreover, they need to be allowed to be involved in workplace activities from start to finish.
Issue: Relationship Building and an Inviting Workplace
Since the employees reacted negatively to the "rubber duck award" and got angry when they didn’t win and others won this leads me to believe that the employees do not respect one another and there is a lack of relationships developed between co-workers. Therefore, by creating fun, non-competitive, non-work related activities this will help develop relationships within the department. Overall, I think that this group would benefit in having relationship building activities that are fun and would help them look forward to going to work.
Issue: Lack of …show more content…
In order to improve workplace variance it is recommended to combine all three jobs (customer relations, case manager and case auditor) into one job. Employees would participate in a two-month cooperative training programs that has both practical on-the job training experience and formal classes (Singh and Snell pg. 250, 2013). From each department, two staff members would be appointed as mentors to teach the other employees their new responsibilities. After finishing the training, all employees would have the new job title of "case officers." There would be three cohorts each having six case officer who would rotate weekly between the three original job positions. The customer relations job description would change in having three employees tasked with dealing with general customers, but would also have three employees responsible for picking up files and checking for their completeness to lighten the load for the case managers. Overall, these changes will allow employees to have variety in their work, and demand from them different skills and