This week 's reading was all about motivation. How does one stay motivated after continual repetition of the same actions? After being with a company for several years, you are probably set and established in your role. You know exactly what needs to be done from day to day, how much time to allot to tasks, where you can and can 't take shortcuts, and you know exactly what to do should a problem arise. Depending the job, you might have slight variations in your day, stemming from interactions with patients or customers, but how can you still find happiness within the monotony of your generic daily work routines? It is role of management to discover tactics that will keep employees motivated to work hard for the good of the company. Job enrichment
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In order to increase job enrichment, the department managers decided to introduce variety, increase employee control and autonomy, increase responsibility, increase feedback, and reduce the supervisory load. The outcomes of these simple additions are astounding! More autonomy and employee control gave them the freedom to schedule tasks or self-inspect quality of their work (Job Redesign, 2011). Introducing variety, reduced fragmentation, boredom, role ambiguity, and role conflict. Increased feedback and responsibility allowed employees to be praised and rewarded for their hard work and dedication. This gives employees a sense of accomplishment when they do well, and they will begin to take more pride in their work. Reducing the supervisory load will again improve the employee 's sense of freedom, allowing them to feel trusted, respected, and …show more content…
When considering your goals, you want to make sure they are SMART. SMART goals are: 1.Specific 2.Measurable 3.Achievable 4.Realistic and 5.Timely. In the case of this study, department managers and directors needed to come up with ways to reconstruct and integrate job roles to meet department goals. Looking at the 5 principles, we will see that the managers set a specific goal, which was to realign and redesign job roles. Secondly, successful job redesign is measurable by comparing the productivity and efficiency of the different sectors before and after role realignment. In terms of being achievable, the end goal of successful job redesign and realignment is entirely possible, and achievable with help. Human resources, employees, managers, and directors must work together to implement the changes necessary to realign and redesign the job divisions. Fourthly, is the end goal realistic? Similarly to achieveability, we would conclude that the goal is realistic, but will require a lot of hard teamwork, study, consideration, and patience to bring to fruition. Lastly, we look at the timelyness the goal. Is it something that can be implemented right away, or will it require gradual increase? The case study did not answer this question specifically, but I would imagine that the job redesign would be planned out carefully over and extended
In order to increase job enrichment, the department managers decided to introduce variety, increase employee control and autonomy, increase responsibility, increase feedback, and reduce the supervisory load. The outcomes of these simple additions are astounding! More autonomy and employee control gave them the freedom to schedule tasks or self-inspect quality of their work (Job Redesign, 2011). Introducing variety, reduced fragmentation, boredom, role ambiguity, and role conflict. Increased feedback and responsibility allowed employees to be praised and rewarded for their hard work and dedication. This gives employees a sense of accomplishment when they do well, and they will begin to take more pride in their work. Reducing the supervisory load will again improve the employee 's sense of freedom, allowing them to feel trusted, respected, and …show more content…
When considering your goals, you want to make sure they are SMART. SMART goals are: 1.Specific 2.Measurable 3.Achievable 4.Realistic and 5.Timely. In the case of this study, department managers and directors needed to come up with ways to reconstruct and integrate job roles to meet department goals. Looking at the 5 principles, we will see that the managers set a specific goal, which was to realign and redesign job roles. Secondly, successful job redesign is measurable by comparing the productivity and efficiency of the different sectors before and after role realignment. In terms of being achievable, the end goal of successful job redesign and realignment is entirely possible, and achievable with help. Human resources, employees, managers, and directors must work together to implement the changes necessary to realign and redesign the job divisions. Fourthly, is the end goal realistic? Similarly to achieveability, we would conclude that the goal is realistic, but will require a lot of hard teamwork, study, consideration, and patience to bring to fruition. Lastly, we look at the timelyness the goal. Is it something that can be implemented right away, or will it require gradual increase? The case study did not answer this question specifically, but I would imagine that the job redesign would be planned out carefully over and extended