Job Enrichment Essay

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Attention to detail because there will be a lot of reports to write and one has to be very detailed.

In the case study written by Elizabeth Layman “Job redesign for expanded HIS Functions” She explains the constantly changing environment of the Health Care Delivery System. I plan to discuss the principles set for goal setting, job enrichment, job enrichment in HIS and the impact of job enrichment on motivation and communication in the HIS department. Applied Principles of Job Enrichment Job enrichment is “the job redesign technique that allows workers more control over how they perform tasks, giving them more responsibility” What Layman talks about in this case relating to UNIT 7 WRITTEN ASSIGNMENT 3 job enrichment is giving HIS employees more freedom with their tasks Halway mentions skill leveling, boredom and mediocrity in the workplace however, she weighs the pros and cons and one of the main cons she has found is that employees may still feel stress or overwhelmed with more tasks being piled on them which can lead to poor productivity. With job enrichment comes more responsibility but also it can come with a wage increase.

Employees are motivated by both intrinsic and extrinsic rewards. In order for the reward system to be effective, it must encompass both sources of motivation. Studies have found that among employees surveyed, money was not the most important motivator, and in some instances managers have found money to have a de-motivating or negative effect on employees.  This research paper addresses the definition of rewards in the work environment context, the importance of rewarding employees for their job performance, motivators to employee performance such as extrinsic and intrinsic rewards, Herzberg’s two-factor theory in relation to rewarding employees, Hackman and Oldman model of job enrichment that

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

I have enjoyed a very rewarding career as a Registered Nurse for the past twenty one years. I was so fortunate to have positive experiences with educators while on the path to working toward my nursing degree. I feel completely blessed and fortunate that I was able to find my passion at such a young age. For many years, I have had the opportunity to work with the students in my district's Health Science program while working as a staff nurse at my local hospital. Their curiosity, excitement, and compassionate feeling about healthcare has encouraged me to pursue a career in education so that I can continue to share my passion and have a hand in training the young students today for an exciting and rewarding career in healthcare like I have

After analyzing this organization, it is apparent to that job satisfaction should be a priority for management. Job satisfaction can be best understood as a positive emotional state resulting from a perceived satisfaction from one’s job (Locke & Lathan, 2007). Employee satisfaction is an important retention strategy based on the knowledge that a satisfied employee is more effective in completing their duties, more productive, and seldom contemplates alternative employment. Achieving a goal of a high employee satisfaction rate consist of implementing compensation and reward strategies mentioned prior. It should be emphasized that employees, regardless of industry respond in a positive manner to positive recognition. Positive recognition can be achieved with more than compensation and rewards. Creating an atmosphere where employees feel like their ideas and opinions matter can be just as effective as monetary and non-monetary rewards. A routinely exchange of ideas

“Nurses entering this specialty must highlight not only their clinical skills, but also their critical thinking, advocacy and analytical abilities. Communities are dynamic, and nurses must adapt to and be able to provide patients with whatever care is needed.” (Meadows, 2009). The PHN uses clinical knowledge along with an ecological viewpoint. A public health nurse can practice in clinics, health departments, faith-based organizations, mobile vans, homes, correctional facilities, occupations, community centers and hospitals. There is no setting that a public health nurse cannot practice to deliver a community-focused intervention.

Following Critical Care registration, nurses interested in furthering their career development may pursue a Master of Science degree in different areas of critical care. Some of these units are Neonatal Intensive Care (NICU), Pediatric Intensive Care Units (PICU), Coronary Care Units (CCU), Surgical Intensive Care Units (SICU), Medical Intensive Care Units (MICU), and Burn Units.

The answer to this question entails two important but different parts. One that is based on practicality and the other one based on passion. Both are important in my decision to pursue this great career.

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.

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.

Topic - Job Specialisation uses standardised work procedures to have workers perform repetitive; precisely defined and simplified tasks. Explain why companies use this approach to job design. Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. (Chapter 9)

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the