Impact Of The Job Design On Retail Banking

This paper covers the issues of process design in relation to the New Account Unit within the Operations Department of ABC Bank.

First, skills variety concerns about the capacity a person needs to complete a task; then, task identity defines the energy and enthusiasm a person needs to complete a job; task significance refers to the part of the job from where a worker learns new things; autonomy attribute deals with an individual’s independence; feedback refers to the part of the job where employees see their performance. In fact, there is a part of a given job that stimulates an employee’s mental condition, later mental condition influence a worker’s goals and objectives. There are three mental conditions that affect a person’s performance; primarily, knowledge of the given job and the importance of it, then, information on job results; third the gaining information, which refers to what the employee learns from the job. As a result, an employee increases interest in the job; he/she grows his/her self-esteem and productivity. In the same way, male and female differ on work motivation and job satisfaction. Managers and other professionals develop deep insights into the complexity of the individuals’ motivation and satisfaction of their work (Sultan,

Job Design is one of the structural variables in organization management and a rich source of intrinsic rewards, which is the reward that comes from job content as opposed to job context. Intrinsic rewards from Job content motivates and produces behaviours that

This is an introductory course intended to provide the student with a mix of theoretical and practical knowledge about managing service operations in businesses such as financial services, retail hospitality, healthcare,

The model provides a useful framework for considering how motivated individuals are and why, however it’s important to remember that not all people are driven by the same needs. Managers must understand the needs being pursued by each employee, recognise the level at which the employee is performing, and use those needs as levers of motivation.

Skill variety, task identity, task significance, autonomy, and feedback all makeup the five job attributes of the job characteristics model. As a breakdown of each (Kinicki & Williams, 2016) inform that skill variety is a variety of skills one holds for their job. I enjoyed the examples provided by using occupations. A librarian, accountant, and waitress would all hold vastly different skills that allow them to perform their job. Task identity and task significance are similar but different. Task identity is fundamental to the start to finish process of a task. This is significant to any task as there are clear set guidelines allowing you to see the step by step process which keeps you in line with deadlines. Task significance is knowing how

When a person comes to work each day, they are required to perform their job duties to the best of their ability. However, how a person performs these duties each day depends on how much they like or dislike their occupation. Job satisfaction affects job performance and turnover rates. “Job satisfaction essentially reflects the extent to which an individual likes his or her job. Formally defined, job satisfaction is an effective or emotional response toward various facets on one’s job (Kinicki & Fugate, 2016, pg. 57).” It is possible a person only likes part of his or her job though. Job satisfaction has five predominant models. These models are: was need fulfillment met, are expectations met, values, equity (fairness), and dispositional/ genetic components. Job satisfaction also affects attitudes and

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

The job characteristics model is one of the most influential attempts to design jobs with increased motivational properties. Proposed by Hackman and Oldham, the model describes five core job dimensions leading to three critical psychological states, resulting in work-related outcomes.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

The job characteristics model was projected in the 1970s by Richard Hackman and Greg Oldham to present a comprehensive and precise description of the consequences of job design involving motivation, job satisfaction, performance, and other vital features of organizational behavior. The job characteristics model concentrates on the aspect that makes jobs intrinsically motivating. Hackman and Oldham rationalize that when employees are intrinsically motivated, good performance makes them feel good. This feeling motivates them to persist to execute at a high level, so good presentation becomes self-reinforcing.

The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does

The expectancy theory of motivation has become an increasingly popular model for predicting work performance and job preference. The empirical tests of this model have typically employed correlation analysis to

The operations function is important in implementing the strategy of an organisation because the business strategy only defines the long term plans for the company, whereas the operations function focuses on specific competitive priorities in order to meet the organisations long term plan. Prime Bank of Massachusetts had decided on a long term plan for the bank focusing on customer services and they needed the operations function to implement this long term plan through planning & control systems, workers and quality. Problems such as not having enough phone lines for the 24 hours customer service could cause customers to become irritated if they cannot get through on the phone and

Service design and development is very important for a bank like Jamuna that is our concern now. From our observation we find out that they are far behind then other banking service providers. So in this section they have to come up with new plans and findings.