Job Design
The way in which the job designed, is very important because it has a big impact on how the employees viewed their jobs, and how they perform their duties. There are four basic techniques used in designing of jobs. These include Job Simplification, Job Enlargement, Job Enrichment and Job Rotation. Business dictionary web page defined the job design as the Work arrangement (or rearrangement) aimed at decreasing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. Through job design, organizations try to increase output levels by offering non-monetary rewards such as more satisfaction from a sense of personal achievement in meeting the increased challenge and responsibility of …show more content…
At the end of September, the direct manager submits the performance review, and usually after 2 days the top manager click the bottom "Submit" to the submission of the direct managers. Some of the employees informed about their performance review to check their webpage, and some of them who did not informed from their friends will not see it after the day of the submission of the top manager. This is not the problem, the problem is that when managers are evaluating the performance of their staff but fail to differentiate sufficiently between individuals. The tendency of their apprisal is to score everyone around the midpoint of the scale, without using the extremes. The result of this is the central tendency error. They equate between the high performance, employee and the low performance, employee, and this injustice to assess performance. And if anyone tries to ask for the reason, the answer from the direct manager will be "I never rate people as excellent." then he refers that to his top manager who forced him for distribution, which obliges him to place a certain percentage of employees at the top and bottom of the scale. Such a technique, closes the door to an employee’s growth and improvement on a job, because no real strengths or …show more content…
So that it works and applied only for senior officers who are among the retirement list before they leave, My organization makes C.Vs for them, and present it to an outplacement company, after that the company presents the officers' documents to Abu Dhabi & Ain institutions, because it would be a waste of valuable experiences in the case of leaving my organization after a long time to unknown fate. Also, that would be considered a waste of expertise. He gave me one example of them, Mr. Salem Al Kathiri, who was an officer in the UAE armed forces, and later he transformed from a retired person to a director of the Al Ain Educational Zone for several years, and investigated by the unrivaled success after a series of problems with it, and that's because my organization has invested the experience of of his employee by using successful implementation of such a policy. Applying such a policy, definitely affecting my organizational reputation and its image in appositive. On the other hand, there is another type of employees who are in a simple position. After they retired because of the desire of my organization of reducing
The way in which the job designed, is very important because it has a big impact on how the employees viewed their jobs, and how they perform their duties. There are four basic techniques used in designing of jobs. These include Job Simplification, Job Enlargement, Job Enrichment and Job Rotation. Business dictionary web page defined the job design as the Work arrangement (or rearrangement) aimed at decreasing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. Through job design, organizations try to increase output levels by offering non-monetary rewards such as more satisfaction from a sense of personal achievement in meeting the increased challenge and responsibility of …show more content…
At the end of September, the direct manager submits the performance review, and usually after 2 days the top manager click the bottom "Submit" to the submission of the direct managers. Some of the employees informed about their performance review to check their webpage, and some of them who did not informed from their friends will not see it after the day of the submission of the top manager. This is not the problem, the problem is that when managers are evaluating the performance of their staff but fail to differentiate sufficiently between individuals. The tendency of their apprisal is to score everyone around the midpoint of the scale, without using the extremes. The result of this is the central tendency error. They equate between the high performance, employee and the low performance, employee, and this injustice to assess performance. And if anyone tries to ask for the reason, the answer from the direct manager will be "I never rate people as excellent." then he refers that to his top manager who forced him for distribution, which obliges him to place a certain percentage of employees at the top and bottom of the scale. Such a technique, closes the door to an employee’s growth and improvement on a job, because no real strengths or …show more content…
So that it works and applied only for senior officers who are among the retirement list before they leave, My organization makes C.Vs for them, and present it to an outplacement company, after that the company presents the officers' documents to Abu Dhabi & Ain institutions, because it would be a waste of valuable experiences in the case of leaving my organization after a long time to unknown fate. Also, that would be considered a waste of expertise. He gave me one example of them, Mr. Salem Al Kathiri, who was an officer in the UAE armed forces, and later he transformed from a retired person to a director of the Al Ain Educational Zone for several years, and investigated by the unrivaled success after a series of problems with it, and that's because my organization has invested the experience of of his employee by using successful implementation of such a policy. Applying such a policy, definitely affecting my organizational reputation and its image in appositive. On the other hand, there is another type of employees who are in a simple position. After they retired because of the desire of my organization of reducing