Discuss about the design of job , working conditions , setting goals , motivation and rewads.
There are existing factors that has an impact upon the productive performance and the processes across the organization. Every organization wants to be successful in the environmental. Employees must form a strong and positive relationship with their employees and directs them towards the fulfillment of tasks. Organizations must develop strategies to achieve their goals and objectives. For encouraging the performance of production, proper care should be taken while designing the jobs, setting goals, working conditions where the employees will work, rewards and motivation. Therefore, there are factors that affect these main contents of an organization.
There are three factors, which affect the design of job. The first factor is the organizational one. The organizational factors affect the job design could be the features of work, organizational practices, ergonomics and work flow. There plenty of essentials of a job design that are required to segregate tasks into a job or set of jobs. These different kinds of tasks include planning, executing, controlling and monitoring. All these organizational factors are kept in mind and noted while designing a job (Oldham and Fried 2016). The purpose of ergonomics is to design the job in such a way that the individual characteristics of employees and the physical capabilities are taken into consideration to make sure that there is productivity and efficiency in the organization. The type of service and product generally establishes the sequence of workflow. Balance is mandatory among the various process of products or service that a job design must make sure. Cultures of an organization conclude the how the tasks are carried out at the workplaces. Practices are the methods that are carried out for tasks. Job design gets affected due to these practices specially when the practices are not linked or connected to the interests of the union. Secondly, environmental factors also affect the job design to a certain level. It consists of employee skills, their capabilities, availability, socio economic and cultural prospects. These essentials play a vital role while designing jobs (Grublješi? and Jakli? 2015). Designing jobs and skill sets lead to employee satisfaction. Presently, jobs are designed in ways by keeping the employees into consideration. The third factor that affects the process of job design is behavioral factors. Human factors include features like feedback, autonomy, diversity and skills and abilities. Employees must work in an open environment. It promotes creativity and increases the productivity of employees. Every employee must receive feedback regarding the work. A job must be designed in such a way that it carries diversity and keeps it interesting. Employees must have the skills and abilities to perform tasks at workplace.
Every organization has different working conditions. Employees sustaining in an organization majorly depends on the work environment. Therefore, creating a positive work environment is necessary for the entire organization. A positive and healthy environment encourages and increases the productivity of employees (May, Luth and Schwoerer 2014). Therefore, there working factors that influences and encourages the employees. Firstly, communicating with the team members is important. Connecting with the members will determine a position of caring that will motivate the individuals in various ways. Communicating clearly among the members will lead to a greater productivity and performance of the employees. Secondly, employees must be appreciated for their work. It will naturally increase their motivation. Meaningful appreciation and detailed praises will make the employees comprehend that their work is being noticed and are getting attention. When employees feel good about their work, they get motivated. Gratitude must be shown to all the team members. Employees must thank each other for helping out and motivating each other. Motivating each other while working is a positive sign since it will lead to increased productivity. Thirdly, a team in an organization must work simultaneously. Therefore, ideas of the entire team must be taken into consideration. Ideas of all the employees must be incorporated by giving them equal importance. The fourth factor that will improve and increase the performance of the employees is by building trust among the team members (Caligiuri 2014). Having and maintaining faith among each other will also build the sense of responsibility and they will not be treated as children. Timing of meetings can be suggested by deciding jointly and communicating clearly in the group will help the organization’s growth. Fifthly, work place should be a little fun so that employees can feel well connected as a team. This will form mutual respect, open communication and acceptance of people. Every employee’s collaboration and working towards the same goal will be successful. When everyone is working together jointly, the work becomes easier and spontaneous. The sixth factor is to encourage positive thinking among the members. Positive thinking boosts up the energy of the employees (Wiegmann and Shappell 2017). Engaging in random acts of kindness will keep the fun mode on at workplace and will maintain the positive work environment.
Goals are set in organizations for better performance and increased productivity. Teamwork and collaboration among them rises within the organizational configurations. Team goals utilize individual goals even though there exists enough complications that make goal setting in a team environment. A goal setting theory is set at workplaces for them to follow and execute (Bryman and Bell 2015). The theory is based on the assumption that the behavior reflects the intentions and goals an employee’s. The goal setting acts as a contract between the employer and the employee by forming greater opportunities and growth. Successful managers and workers use the goal setting theory to clarify expectations, improve performance and develop the employees into stronger workers, which will also make the company stronger. Goal setting theory includes employees in tying goals to work unit, set specific goals, ask supervisors to get their goals, holding performance meetings, feedback and coaching and also to make sure to focus on relevant areas and align reward system with proper results. Goal mechanisms affect the performance of the employees by increasing their motivation to reach the set goals (Gerhart and Fang 2015). When an individual or the team focuses on the behavior, which will accomplish the goal and it will deflect the attention away from behaviors that will not accomplish the goal (Scott and Davis 2015). Effective goals are measurable and specific. An employee’s performance can be easily quantifiable. The goals must include a time bound statement that is related to the performance of the employees. Setting goals become more effective when feedback, ability and goal commitment are involved. Goals usually help in directing an employee’s attention to a common end. However, it is essential for individual goals to support team goals.
Motivation at workplace plays a major role for the benefit of the employees as well as the company. Individuals work for plenty of reasons. Therefore, there are factors that help to boost up the motivation of the employees at workplace. Motivational factor like leadership scheme helps to motivate the employees at workplace. A leader controls the employees and provides motivation to them. Another factor to motivate the employees is by delegating the reward factor. It means passing down the delegated authority to the employees to make them feel more trusted and increase the motivation. Thirdly, public recognition scheme is used in various ways (Massenberg, Spurk and Kauffeld 2015). Corporate communication uses public recognition, which recognizes the contribution of an individual or group of employees in an organization. Fourthly, the approach of staff provident fund scheme will assist the employees to handle their part of savings (Vanthournou et al. 2014). This scheme will help to secure the families and loved ones. Incentives and roper salaries also motivate the employees to deliver proper production and benefit the company as well. Creating a positive environment usually boosts up the motivation of employees. Deleting dissatisfaction will directly lead to motivating the employees tied to job satisfaction. As mentioned earlier, supported leadership needs to provide support in eliminating dissatisfaction.
In an organization, to reward good performance is important, as it is to motivate and monitor the performance of employees. Various strategies of reward establish the financial and non-financial rewards that are required to draw and persuade the skills and capabilities of the employees (Siponen, Mahmood and Pahnila 2014). Remuneration is regarded as the financial rewards. It is a motivational driver. Benefits provided by the company also acts as a motivational factor for the employees. Non-financial rewards include positive feedback, higher status, recognition, responsibility and participation. There are other rewards that should not act as a substitute for a good pay scheme (Ertas 2015). However, these rewards will motivate the employees and encourage the employees to stay in the organization. Leaves provided by the companies for the employees also acts as a reward. Packaging a total remuneration arrangement will be beneficial for both the employers and the employees. These are the fringe benefits provided by the company. It gives an employee the right to use a car from work for personal purposes, reimburses an expense incurred by an employee and gives benefit under a salary sacrifice arrangement with an employee.
References:
Bryman, A. and Bell, E., 2015. Business research methods. Oxford University Press, USA.
Caligiuri, P., 2014. Many moving parts: Factors influencing the effectiveness of HRM practices designed to improve knowledge transfer within MNCs. Journal of International Business Studies, 45(1), pp.63-72.
Ertas, N., 2015. Turnover intentions and work motivations of millennial employees in federal service. Public Personnel Management, 44(3), pp.401-423.
Gerhart, B. and Fang, M., 2015. Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), pp.489-521.
Grublješi?, T. and Jakli?, J., 2015. Business intelligence acceptance: The prominence of organizational factors. Information Systems Management, 32(4), pp.299-315.
Massenberg, A.C., Spurk, D. and Kauffeld, S., 2015. Social support at the workplace, motivation to transfer and training transfer: a multilevel indirect effects model. International Journal of Training and Development, 19(3), pp.161-178.
May, D.R., Luth, M.T. and Schwoerer, C.E., 2014. The influence of business ethics education on moral efficacy, moral meaningfulness, and moral courage: A quasi-experimental study. Journal of Business Ethics, 124(1), pp.67-80.
Oldham, G.R. and Fried, Y., 2016. Job design research and theory: Past, present and future. Organizational Behavior and Human Decision Processes, 136, pp.20-35.
Scott, W.R. and Davis, G.F., 2015. Organizations and organizing: Rational, natural and open systems perspectives. Routledge.
Siponen, M., Mahmood, M.A. and Pahnila, S., 2014. Employees’ adherence to information security policies: An exploratory field study. Information & management, 51(2), pp.217-224.
Vanthournout, G., Noyens, D., Gijbels, D. and Van den Bossche, P., 2014. The relationship between workplace climate, motivation and learning approaches for knowledge workers. Vocations and Learning, 7(2), pp.191-214.
Wiegmann, D.A. and Shappell, S.A., 2017. A human error approach to aviation accident analysis: The human factors analysis and classification system. Routledge
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download