The level an employed person is compensated and how that compensation is determined must be based by the skills a person possesses and the ability to display those skills on a continuous basis. The length of service or my position must not be the only determining factors of pay. Skill-based pay is the best plan to ensure my company will see significant returns on their investment. Autonomy in the workplace is a way to empower employees in making decisions and creating ownership of their job and the organization. The level of autonomy must be determined and will it work in all situations. When a maintenance associate determines eminent failure is to occur they must be empowered to be able to shut that piece of equipment down for repairs.
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What type of pay is best and how do we convince our people it is the best choice? Skill-based pay has been selected the most to ensure we get the most out of our people and they receive pay commensurate for that skill. Autonomy within the maintenance departments has been extremely difficult to implement, however success can be achieved with perseverance and guidance.
Skill-based Pay In general, most organizations utilizing maintenance crafts are developing multi-craft maintenance employees. Multi-craft skilled personnel are trained to be mechanics, electricians and electronics technicians due to the highly technical nature of the equipment used in industries today. In the journal article titled, Skill-based pay gaining popularity, Kenneth Pybus stated, “The concept of skill-based …show more content…
The authors Robbins and Judge state, “Autonomy is the degree to which a job provides substantial freedom, independence, and direction to the individual in scheduling the work and in determining the procedures to be used in carrying it out.” (Robbins & Judge p.216). I believe that most jobs cannot be autonomous; however, there may be some levels of autonomy that can be attained. I have implemented a program called Total Productive Maintenance which allowed production workers the opportunity to learn new skills, replace parts or make minor repairs without contacting a supervisor or manager. As a manager, promoting a level of autonomy creates interaction between management and associates and drives synergies surrounding the program. Dr. Fischer, in his presentation Lesson 4: GROUP BEHAVIOR and WORK TEAMS Principals and Practical Application, stated, “…give those employees the necessary power they need.” I agree, however, constraints or parameters must be in place to ensure that associates do not take the production line down arbitrarily or drive the cost of repairs or replacement beyond allowable spending limits. Therefore, full autonomy is not granted nor can be fully realized. Just like the story about Adam and Eve in Genesis 2 and Genesis 3, they were able to do whatever they wanted and eat from any tree they wanted EXCEPT the tree of knowledge of good and
What type of pay is best and how do we convince our people it is the best choice? Skill-based pay has been selected the most to ensure we get the most out of our people and they receive pay commensurate for that skill. Autonomy within the maintenance departments has been extremely difficult to implement, however success can be achieved with perseverance and guidance.
Skill-based Pay In general, most organizations utilizing maintenance crafts are developing multi-craft maintenance employees. Multi-craft skilled personnel are trained to be mechanics, electricians and electronics technicians due to the highly technical nature of the equipment used in industries today. In the journal article titled, Skill-based pay gaining popularity, Kenneth Pybus stated, “The concept of skill-based …show more content…
The authors Robbins and Judge state, “Autonomy is the degree to which a job provides substantial freedom, independence, and direction to the individual in scheduling the work and in determining the procedures to be used in carrying it out.” (Robbins & Judge p.216). I believe that most jobs cannot be autonomous; however, there may be some levels of autonomy that can be attained. I have implemented a program called Total Productive Maintenance which allowed production workers the opportunity to learn new skills, replace parts or make minor repairs without contacting a supervisor or manager. As a manager, promoting a level of autonomy creates interaction between management and associates and drives synergies surrounding the program. Dr. Fischer, in his presentation Lesson 4: GROUP BEHAVIOR and WORK TEAMS Principals and Practical Application, stated, “…give those employees the necessary power they need.” I agree, however, constraints or parameters must be in place to ensure that associates do not take the production line down arbitrarily or drive the cost of repairs or replacement beyond allowable spending limits. Therefore, full autonomy is not granted nor can be fully realized. Just like the story about Adam and Eve in Genesis 2 and Genesis 3, they were able to do whatever they wanted and eat from any tree they wanted EXCEPT the tree of knowledge of good and