Job Enrichment and Job Enlargement

To overcome the ability problem, the company should select employees whose existing competencies best fit the required tasks. This mismatch of ability can be seen where relatively young and inexperienced managers are performing challenging tasks, whereas having highly educated employees responsible for less challenging tasks. A solution for that is to increase the capability of college qualified employees through job design. Having the required knowledge and educational background employees may get promote to perform those challenging tasks. To support multi-skilling, the company should exercise job rotation by moving employees from one job to another to enable them to learn several jobs. Moreover, job enlargement also increases skill variety, and work efficiency and flexibility. To ensure high satisfaction and performance, employees need to have autonomy as well as job knowledge. As shown in the case, with the absence of supervisor the unsold or damaged food percentage remained at a low level. This led us to another important point - job enrichment. The heart of job enrichment is to give employees more freedom. To avoid the misuse of freedom, value congruence within the organization become significant, as such all employees share a common value to achieve a common objective.

To help Andrea to consider ways of combining areas for the staffers, job characteristics theory plays a role since it provides an explanation of what characteristics of work itself help to create a sense of staff satisfaction. Firstly, to develop staffs a sense of meaningfulness with their job, Andrea should ensure that the new versions of task require several different skills and talents. Because if the work tasks are too simple and repetitive, staffs would think what they do is pointless. In addition, the redesigned task should provide staffs with chances to finish a whole, identifiable work from beginning to end with a visible outcome. So they can point to the Blaze and really find something in the magazine that made by themselves. They can feel a distinct sense of beginning and closure as well as ensure that their efforts are not in

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 mentioned above some of the outcomes of using job enrichment in the HIS departments were as Layman has described, “Risks to balance: Fragmentation, quantitative overload, qualitative overload, role ambiguity, role conflict, questionable acceptance in highly centralized organization, HR concerns about pay grade, risk management concerns about licensure and credentialing.”

redesign (Layman, 2011). Job enrichment falls into the job redesign level. Before dwelling on job

Job satisfaction can be defined as psychological state of how an individual feels towards work, in other words, it is people‟s feelings and attitudes about variety of intrinsic and extrinsic elements towards jobs and the organizations they perform their jobs in. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues. Employees‟ satisfaction is considered as all-around module of an organization‟s human resource strategies. According to Simatwa (2011) Job satisfaction means a function which is positively related to the degree to which one‟s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the most satisfied and highly productive when their job offers them security from economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas and suggestions, participation in decision making and managing the

5. Use at least two (2) quality academic resources in this assignment. Note: Wikipedia and other

An outgrowth of job enrichment is the job characteristics model, which consists of (a) five core job characteristics that affect (b) three critical psychological states of an employee that in turn affect (c) work outcomes—the employee 's motivation, performance, and satisfaction. The five core job

What is the impact of job enrichment on motivation and communication in the HIS departments?

In the brand-new era, myriad problems concerning work are worth contemplating cautious due to improving working productivity, and the issue of whether employers should pay the most attention to enhance their employees' skills has recently come into focus. An exceedingly great number of people deem the skill is the most essential for workers, whereas others hold an opinion that the increase of one's skill cannot reach the goal on the whole of bringing benefits to the company. The latter one, from my perspective, should be wiser.

In sector it changes the nature of work but also it affects the regulations, economy and accreditation to assure organization readiness and the daily workloads of their employees. Organizational changes, the goal of the organization can change in any moment and as the changes occurs the managers or directors could assign tasks to employees this could results significant damage. Employees are showing declines in motivation and demonstrate changes in work habits, tardiness, stress, dissatisfaction and lacking professionalism. What was the impact of job enrichment on motivation and communication in HIS department?

Indicators for Realignment American Health Information Management at HIS departments’ signals of progress and transformation accomplishment by setting goals. Among them, revision in work description, growth, and planning, as well as the collaboration among colleagues, together with the use of automation, and changes in workloads and rules, along with planning assignments these goals and planned changes, are meant for AHIMA HIS departments to improve the workplace. •How are the principles of job enrichment used in this case? The company planned a job redesign by creating a new organizational structure to allow job enrichment, focusing activities on specific duties, boost competence, capacity, and performance, transparency

Another practice that helps to achieve career growth and development is offering training opportunities for the employees. The employees are offered benefits that help them to further their education and achieve higher qualifications. This is a strategy which helps to increase the skills, qualifications and competence of the employees. In this way, the staff are at a better position to gain promotions within the organization as education qualification is not a barrier for them. The employees become motivated as they become more competitive in the market which is good for their career (Branham, 2012).

Although specialisation does require training, but once that worker has mastered a particular skill, their able to complete assignments without much supervision or oversight, on the other hand specialisation tasks are generally repetitive and may lead to job dissatisfaction if a worker doesn’t feel motivated or challenged by their job duties (Williams & McWilliams, 2010). The purpose of this essay is to study the advantages and disadvantages of companies inserting job specialisation into their job design and application of the Job Characteristics model or JCM to diminish boredom and low job satisfaction of workers that caused by specialised job.

Shifting of employee to higher position and provide better compensation and responsibility. Promotion encourages the employees to work hard manifesting their skills as this would be a vital consideration for their advancement