Service Department free essay sample

Compare and contrast these methods, noting the pros and cons of each. Various methods of job analysis are: review of job classification systems, incumbent interviews, supervisor interviews ,expert panels ,structured questionnaires ,task inventories ,check lists ,open-ended questionnaires ,observation and incumbent work logs. A typical method of Job Analysis would be to give the incumbent a simple questionnaire to identify job duties, responsibilities, equipment used, work relationships, and work environment. The completed questionnaire would then be used to assist the Job Analyst who would then conduct an interview of the incumbent(s). A draft of the identified job duties, responsibilities, equipment, relationships, and work environment would be reviewed with the supervisor for accuracy. The Job Analyst would then prepare a job description and/or job specifications. The method that you may use in Job Analysis will depend on practical concerns such as type of job, number of jobs, number of incumbents, and location of jobs. Collect at least five different job descriptions from organizations in your area. Compare the descriptions highlighting similarities and differences. Why is accounting for employee motivation such an important aspect of designing today’s jobs? In order to create the most effective employee motivational system, a balance needs to be struck between positive reinforcement and punitive measures towards employees who have a negative impact upon the organization. When initiating a punitive motivational system, it is important to avoid creating an overly competitive workplace, which uses the positive reinforcement given to the best employees as an excuse for constantly raising the bar to the point where some employees begin to feel a lack of confidence and inadequacy. This can then be attributed to employee dissatisfaction as outlined in the Two Factor Theory. Using a punitive motivational system should be reserved for behavioral issues such as frequent tardiness or disrespectful interpersonal behavior. The job characteristics model has five components that enhance employee job skill variety, task identify, task significance , autonomy and feedback. Give an example illustrating how each component can be used to improve the organization and the job of the employee. (suggestion, consider your present or recent job to answer the question. ) Job skill variety- Skill variety involves the number of different types of skills that are used to do a job. This area is important because using only one skill to do the same task repeatedly can be quite boring, typically causing the employees productivity to decrease. EX: multitasking; answering phones while typing letters or documents Task identify- Task identity is the visible outcome of completing a task from start to end. You can see that each step of the task was completed and nothing was left out or skipped over. It does not include just doing a portion of a job. Task identity is very important to having job satisfaction from your employers. EX: A receptionist Answers phones and takes messages Task significance- Extent to which an identifiable piece of work (job) affects, or is important to, others within or outside the organization. An employees knowledge of other peoples dependence on the work he or she is doing is an important factor in his or her job satisfaction. EX: Motivating Employees Autonomy- Human resource management: A degree or level of freedom and discretion allowed to an employee over his or her job. As a general rule, jobs with high degree of autonomy engender a sense of responsibility and greater job satisfaction in the employee(s). Not every employee, however, prefers a job with high degree of responsibility. Ex: having a flextime work schedule Feedback- Process in which the effect or output of an action is returned (fed-back) to modify the next action. Feedback is essential to the working and survival of all regulatory mechanisms found throughout living and non-living nature, and in man-made systems such as education system and economy. As a two-way flow, feedback is inherent to all interactions, whether human-to-human, human-to-machine, or machine-to-machine. In an organizational context, feedback is the information sent to an entity (individual or a group) about its prior behavior so that the entity may adjust its current and future behavior to achieve the desired result. Feedback occurs when an environment reacts to an action or behavior. For example, customer feedback is the buyers reaction to a firms products and policies, and operational feedback is the internally generated information on a firms performance. Response to a stimuli (such as criticism or praise) is considered a feedback only if it brings about a change in the recipients behavior. See also homeostasis. EX: a job evaulation Provide an example of where each type of team can be used. How do teams create synergy? Cross-Functional Teams- When the production people in a manufacturing plant sit down with accounting people and try to come up with ways to save money or increase productivity. Project Teams- A team that works on developing sales leads Self-Directed Teams- A self-directed team defines its own goals. While the self-management team is independent, the team members are interdependent. The team is self-regulating, operating with few external controls. Team members determine schedules, procedures and the need to make adjustments. Self-management teams are used in different work environments, including manufacturing, service industries, professional services and virtual environments. Effective self-management team models are appropriate for the type of work performed, the workplace environment and the structure of the business. Task Force Teams-a team working together to determine better ways to spend/budget company finances. Process-Improvement Teams-a team working together to come up with more effective ways to get work accomplished. As a small business employee explain how nontraditional work schedules might make it easier for you to recruit employees.