A job description usually just summarizes the tasks that have to be done and this might be very narrow, this will make a potential employee assume that there is not a lot to do in this job and then might not expect the full responsibilities of a job and then might quit for this reason. This will limit the productivity of staff and employees. - As a job changes regularly the job description has to be updated, this means the employer or manager has to spend a lot of time updating the job description instead of working on a profitable task. Recommendations to improve a job
Recently, however, changing expectations among workers have prompted a growing disillusionment with the apparatus of control. An intensified challenge from abroad has also made the competitive obsolescence of this strategy clear. A model that assumes low employee commitment and that is designed to produce reliable if not outstanding performance simply cannot match the standards of excellence set by world-class competitors. In this new commitment-based approach to the work force, jobs are designed to be broader than before, to combine planning and implementation, and to include efforts to upgrade operations. Teams, not individuals, are often the organizational units accountable for performance.
There was also a performance measurement system in place. Management believed that the old performance measurement system was not doing an adequate job. Too much information was being given to managers, which made it difficult for them to focus on the important issues and fix problems quickly. They also believed the performance measures were not adequate in evaluating the work done by employees. Due to these issues, management is implementing a new performance measurement system, which is supposed to provide 2 major improvements: 1.
The X and Y theory was proposed by Douglas McGregor and there are two theories attached to it. The theory X states that employees of an organization don’t like to work and they will avoid it. Since employees don’t like to work that is the reason why they will be forced to do work. However, theory X revolves around the scenario that employees of an organization are motivated enough to do work and they are more organized when the work oriented responsibilities are concerned. However, an analysis of both the theories suggests that an employee that is working on the basis of theory X is authoritative in nature while an employee who works on the basis of theory Y is participated in nature.
You obviously cannot just give in to all demands an employee might make however and you have to discuss options in depth and try and find suitable outcomes to benefit both parties. It also needs to be considered that not everyone responds the same to motivational methods. All the things I have talked about so far are taking what may be considered a softer approach but this won’t work with everybody. Some employees respond to a harder line of performance management and aren’t interested in things such as on-going training
This is necessary to understand because methods that are positive motivators for some employees are not always effective for others. Each individual is driven by specific needs that determine their performance and whether or not they will accept new assignments. If specific needs are not met, it
Herzberg’s theory states that there are two sets of needs that every employee possesses: motivator needs and hygiene needs. Motivator needs are related directly to the work and how challenging it is while hygiene needs are related to the physical and psychological part of the job. This theory also states that an employee could be satisfied and dissatisfied at the same time with his job. For example, the employee might find the work interesting and challenging yet be dissatisfied because his or her hygiene needs are not being met (George Jones, 2011). The discrepancy model of job satisfaction states that in order to see how much the employees are satisfied with their jobs, they should compare their current job to their ideal job.
To overcome this issue I think I need to try to listen closer to other people’s ideas even when they disagree with my own. Assumptions are conjecture or guesses made concerning a particular subject, situation, or outcome. An assumption is made when a premise or set of premises are presented in an argument and a conclusion is drawn from these premises. Assumptions can interfere with critical thinking because conclusions can be made which are not logically derived from a situation. For example, when I am at work, I often assume that certain people are going to cause issues with getting work done because they work slower than other people.
Clear and challenging goals can give employees incentive and motivation to work more productively and achieve the performance that is required. This also helps the organisation to meet its overall goal. It is important that the employee wants to achieve the goals and that they see the rewards for doing so to give them the incentive to do so again in the near future. Performance is also measured and managed by using the SMART objective. For example, if Tesco were to give their employees the task to try and improve the sales of a certain product, they could use this method to do so.
these include: the complexity of the work, the self discipline of the workers, methods of communication, frequency of supervision, and the capability of the manager. if the work is to complex one manger would not be able to supervise all of the workers in timely manner. this would lead to the narrowing of the span of control. if, however he is able to cope the span of control may remain as is or may widen. if workers are diciplined enough they can be left on their own to do their work, leading to less supervision.