Job Enrichment

The employee especially concerns management because in customer service, the success of the products depends on the delivery. Thus, service organizations rely on their employees to create memorable experiences that develop a loyal customer base and ultimately carry out the organization’s strategic initiatives (Longstreet, Sturman, & Walsh, p.4, 2010). The group that will be receiving training for the training needs analysis will be the front of house staff. This staff includes: hosts, servers, bartenders and takeaway. This staff is considered the “front lines” and is directly in contact with customers on a daily basis.

production line all day and whose activities are carefully monitored. To motivate factory workers on a production

In Station Quality amplifies problem. It makes any production problem instantly self evident and stop producing whenever problems are detected. Notice that problem are not only caught were they occur with this flow process but actually because of the pulled or downstream approach that any station can find problems miss by an earlier team. This encompasses that the entire production line is responsible for each other work. To further insure that the right part was available at the right time. TPS extended this process to its supplier by using another process step HEIJUNKA (Load Leveling). This process was simply, even distribution of special products or special orders. This prevented, as quoted in the case study “…several production runs…” each dedicated to just one model or one special order. TPS defined needs and value from the viewpoint of the next station down the line that is the immediate customer. These two tools which will give the employee the ability to catch defects quickly and work to correct the problem. Shows TPS complete faith in the employee and the team to solve most problems without a supervisor. In fact TPS development of these two principles and Load Leveling exemplify the individual employee or the team ability to solve most if not all the problems in the production. These tools along with the team concept instill a level of trust between the employee and management as the individual

I believe that it is important to understand that job satisfaction has an impact on job performance. In my personal experiences I have seen management completely oblivious to the concerns of their staff that had a negative impact on job satisfaction. The text cites 300 studies that found that organizations with

Engstrom should provide a space in which workforce can communicate by having managers listen to them and asking them questions. People generally know the right answers if they have the opportunity to produce them. For Engstrom creating teams and committees with members from each production department to management is important. A committee can help improve the line workers morale with ideas such as improvement for production, and meeting delivery deadlines. A committee of managers from each department within the plant who will work with plant line workers to make suggestions and improvements for employee morale and improvement. The teams formed should be from all functions and staffed with members whose talents match team tasks. Committees are

Effective management leads by example, which motivates and promotes employees to follow these leaders, creating a positive working environment

By using job enrichment, I would be able to increase job satisfaction on multiple levels and help increase all levels of the core job dimensions. An enriched job organizes tasks to allow employees to finish a complete project, increasing the employee’s freedom and independence to make decisions, which in turn increases their responsibility, and provides direct feedback so employees can correct their own performance. Enriching a job touches all aspects of the core job dimensions and can lead to increased job satisfaction, reduced turnover, and

As a result, employee involvement in decision making has become functional, by this means impacting positively on workers performance and enhancing their contribution to the success of the organization.

For my AS production I followed a set brief. I was required to work in

Kouzes and Posner evaluate the five practices to model leadership. This article is credible because it examines what encompasses an ideal leader. Behavior has a link to performance and organization culture. Jim Kouzes is an award-winning and best-selling author and Dean’s Executive Professor of Leadership, Leavey School of Business, Santa Clara University. Barry Posner is also an award-winning and best-selling author and is the Accolti Professor of Leadership at the Leavey School of Business at Santa Clara University. Their experience and background provide them with the expertise to analysis exemplary leadership and its association with behavior modeling. The exploration finds a correlation with behavior modeling and

There are ten practical steps that leaders take keeps morale and performance high in the work group. Leaders must be predictable, understanding, enthusiastic, the example, supportive, visit the employees, keep promises, praise generously, hold their fire, and always be fair (Manning & Curtis, n.d.). Leaders utilize these steps into their daily work lives to ensure that the employees feel better about doing their finest work and that their work makes a positive difference to themselves and to their organization (Manning & Curtis, n.d.).

Once adopted, these styles in theory would create a leader that employees, fellow managers, and even those outside the work environment would notice and be able look up to as a distinguished representation of what a true leader should be.

Including employees in the decision-making process tells them you value their opinions. Employees may understand that their everyday actions help or hurt the company, but it 's difficult for them to see that impact directly. When an employee sees that his input helped implement a beneficial company change, he can see his impact; it makes him feel that he 's making a difference.

Why are some employees happier and more satisfied with their work environment than others? Why are some teams within the same organization more productive than others? How can you get subordinates to trust your decisions, readily cooperate with others and follow your lead? The answer to these questions boils down to one thing; effective leadership. For our purpose, effective leadership can be defined as the art of influencing individuals and groups to accomplish the goals and objectives of the organization (Plunkett, Allan, and Attner, 2013). Effective leadership has a direct impact on the motivation, or lack thereof, of employees and how they interact with others within the organization. Followers will also act in ways that reflect their leaders example, whether it is positive or negative. It is obvious that the leadership culture within our organization is ineffective and employee productivity and morale has slipped to unacceptable levels. Because of our current situation, the following information is presented to you, as managers and supervisors, as a guide to help you become a more effective leader. There are many theories on how best to lead and motivate employees, however, for our purposes, we will concentrate our study and efforts on the situational leadership theories.

In my experience, employees become more engaged and become “owner” in their jobs when allowed or empowered to make decisions on the day to day work of their jobs. As a supervisor, I assign employees their project and advise them of my thoughts of what the project should accomplish. It is their job to manage that project and provide the mechanics of how to get from the concept to the end result, a highly functioning project. I encourage them to find ways to develop better and more efficient ways of doing business. According to, Group Behavior and Work Teams, accomplishment when allowing employees autonomy allows them to gain confidence (Liberty University). Letting them know that they are the ones who will be making this better for the office and employees coming behind them. “Work smarter not harder” comes to mind. When employees have freedom, I have found they become highly motivated and morale increases.