Job Redesign and Workplace Rewards
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3. Job Redesign and Workplace Rewards Assessment
The Job Redesign and Workplace Rewards Assessment is a project which asks you to assess the current state of your workplace environment (or home if you do not work outside of your home).
Prepare an assessment of the system of goal-setting, performance evaluation, and workplace rewards which impact productivity both positively and negatively and job satisfaction (as related to the selected job or department). Be sure to address the following:
1) Using your work place, a previous work place or your home setting, identify a specific job title or department. Identify its major components, tasks, or responsibilities. Does the job currently allow any self-management or sense of choice? Does the position cultivate a sense of intrinsic motivation?
2) Briefly discuss what company-wide rewards (e.g., bonus plans and/or profit-sharing) and one-to-one rewards (e.g., praise and/or recognition) currently exist. Examine and evaluate if these rewards are effective (or are not effective) in motivating behavior for this position. Reference a motivational theory to support your position.
3) Identify how goals are used at your company with regard to the selected position. Be sure to consider what kinds of goals are set, how the goals are set, and if the goal system is effective for this position.
Address ways the job you identified could be redesigned to increase job satisfaction and productivity, improve goal-setting, performance evaluation, and workplace rewards. Be sure to address the following:
? Explore the various job redesign approaches to revise the selected position.
? Describe and give a rationale for the changes in job duties, tasks, or responsibilities of the selected position after it has been redesigned.
? Make recommendations that might improve the goal system to increase productivity and job satisfaction for this redesigned position?
? Develop an implementation plan for bringing the redesigned position into the organization. Consider factors that might impact the intrinsic or extrinsic motivation of an employee. (700 words)
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Solution Summary
This posting explores job redesign and workplace rewards assessment.. In addition, this posting discusses actual workplace experiences..
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STEP 1
1) My work place is a weighing machine manufacturing facility. The machines made here are of the mechanical variety having two types of indicators, one dial system and the other a steelyard system
The manufacturing facility has six different departments that are responsible for making different parts of the weighing machine. Each part is then assembled, tested and stamped in the assembly line. Each of the six departments that is platform building, pillar making, steel yard machining, bench balancing, knife and bearing forging and casting departments have the responsibility of producing their assigned parts and bringing them to the assembly line on time. There is little scope for self management or choice. The parts have to be brought to the assembly line on time and meet the specifications that have been given in the production schedule and plan. Intrinsic motivation is created because every department feels that it can identify with the part that it has delivered. The employees of the department take a sense of pride in the parts delivered and feel that the quality of the parts they have delivered play an important role in machines that the company makes .
2) Briefly discuss what company-wide rewards (e.g., bonus plans and/or profit-sharing) and one-to-one rewards (e.g., praise and/or recognition) currently exist. Examine and evaluate if these rewards are effective (or are not effective) in motivating behavior for this position. Reference a motivational theory to support your position.
The company wide rewards are negotiated at the beginning of the year. Every employee is given an evaluation form. The employee sits with his supervisor and about five performance indicators are agreed on. Usually the items include measures of productivity. Also the 'rewards' that the employee will get at the end of the evaluation period are also agreed on. Most importantly, the different performance levels and the scores for each indicator are decided beforehand, this form is signed and sent to the HRM. At the end of the year this form is retrieved and the performance is rated based on actual facts and a final score is calculated. Based on this score, rewards are given to the employee. In addition, ...
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