The job design strategies that would be appropriate for an organization like The Container Store would be the job enrichment satisfaction strategy. The Container Store is already making progress on excellent employee experience. Therefore, I would recommend the company keep going with the vision of motivating and assisting employees which promotes higher productivity. Kip Tindell is onto something great. This is a method that can be taught in a variety of businesses. It has been proven that employees can make or break a company. So, it is important to invest in the employee and listen to the concerns that makes the job function. When leaders manage employees without listening they bring a negative atmosphere that decrease sales.
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If an organization is already established and wants to become an “effective learning organization” they have to take into account their relationship with their employees at the time they make this decision. If the employees who currently work for management are not “self-energized, committed, responsible and creative beings” (Kinicki, 2012) (or any combination thereof) like McGregor assumes, they will not be able to jump in to some of the activities that leading organizations are doing. Managers will need to understand that if they developed an environment where management is superior and the employees are workers, any part of the human relations theory will not benefit them quickly. Managers will need to gain the trust of their employees and actually listen to their emotions.
This helps in maintaining a friendly relation with the members later on. This in turn, helps in the motivation of employees which result in the firm’s success.
Every business in the global market has to have some sort of staffing strategy in order to be successful. Tanglewood Retail store is one of the big and puplor retailers among 12 regions locally and ovbersees. After I examined the report that you provide me with, I have analyized the stafffing strategy decisions as below with my recommindiation.
Companies might use these techniques in order to get the staff more involved in decisions being made for the organization. This may also motivate the staff as they would feel they are also part of the firm and not just ordinary staff working there.
This method allows for employees to share in the decision making process. This allows for their voice to be hear, learn from others, and begin making managerial team decisions.
In the course of our lifetime our employers need to understand that sometimes an employee may not perform to the best of their ability due to outside influences. They should empathize with the employee and try to come up with a solution that fits everyone's needs.
This method will help them find and appreciate possibilities together for pursuing enduring resolutions that will positively impact communities, future generations and the company. It will also ensure that both the company and the communities will always understand each other 's interests, issues, needs and concerns. Also, they support programs and institutions that contribute to building an educated and engaged workforce7. This enriches the individual’s skills and also provides skilled workforce for the company as they will be operating in a knowledge and skill rich environment.
Some managers were reluctant in differentiating between their employees and allow any unfamiliar person to evaluate them. Because of this true performer might miss his/her rewards and incentives.
During 2006, the first part of Alan’s plan was to convince bankers into giving Ford Motor Company billions of dollars to complete this company overhaul. Once they were provided with the right amount of money, the plan was able to be executed. With this plan came a timeline; by the year 2009, the company planned to have the ‘One Ford’ mission in action and to see production increase. Because of such a short timeline, HRD was ultimately involved throughout the entire process. As part of the company’s “One Team” approach, certain areas of the plan are discussed and analyzed to examine if anything can be improved; this is accomplished by using everyone in the company. Employees are able to share how they feel about certain areas of their work and give their opinions on how certain things should change or stay the same; after everything is examined, the leaders of the company are the ones held responsible and accountable for making the changes, if any, to whatever was examined (Ford Motor Company, 2010). During this process, new strategies can also be provided by using the employee’s opinions and assessments of their strengths and weaknesses. This ultimately shows the use of human resource development as part of the company’s competitive strategy. Without the employees understanding how to complete their job correctly, the company would plunder. Thus, the company makes
This approach is useful when that the initiators do not have all the information they need to design the change and where others have considerable power to resist. This is the case at Perrier, where an identification of the real problem is essential. When using this approach it allows including the employees in the problem
People enjoy being included in decisions or situations in life. In the workplace it is essential to hear other people's thoughts and ideas, in order to have a better outcome. Almost everyone likes to have their ideas heard and implemented in decision making. When managers asks an employee for advice in any given situation, even if is not implemented, it gives you a sense of importance in that person's life. Also, it makes you feel that your ideas matter, and that you are not just an employee, instead, you are someone I admire enough to help me make an important decision.
Job design is the process of envisioning and defining specific work systems for a particular job, and deciding what techniques, procedures, and equipment that it will take to do the job (George & Jones, 2005). Job design plays an important role in enhancing motivational levels in the workplace. It seems that if you can break jobs down individually and make them simpler to understand & do, then people are more apt to do them effectively. With this in mind, I would like to recommend that Green River's management break their jobs down into steps to help simplify and make for better production. Developing goals and teams, as well as teaching them to share the
I think this is very effective strategy to hire people with potential and train them on the job. This strategy enforces personal achievement and gratefulness to the company. This is the basis for increased loyalty.