Philip's Improvement to Job Analysis and Design

Developing work attitudes is by reducing imprudence that was between the hourly workers and their mangers and increasing job satisfaction and organizational commitment. It is clear that workers at this motor company have the lowest job satisfaction in order of various negative influences that impact their life. First, mangers at this company did not treat their employees as a human, they treat them as machines, that should rich the demand by the end of the day, and called them by numbers not their name. Second, workers have intrinsic value, extrinsic value, and ethical values that ford would not respect. Third, Stressful work without any reward and the work environment that was not save, clean, or regulated at the plant. Finally, week bonds between mangers and workers that create week work energy and losing trust between employees as results the work has turned down frequently. In addition, at Ford Motor Company the physical and psychological

Employees are the most important asset of an organization and organization has the responsibility to keep happy, motivated and satisfied so that their interest does not diminish in work. Moreover, when employees are kept happy and satisfied then their productivity rises as they feel that the company has given them the importance.

The main problem for the company is to facing the high scrap rate and quality of the product. Another reason is the machine breakdowns, every time the machines stopped and restarted will make scraps out from the machines. Last reason is to produce new product will cause high

At Renault, employee's health and working conditions are a priority lever to improve the quality of life of the employees and therefore the overall performance of the company. By always motivating the team and involving them in group projects, Renault managed to create concern to creativity, performance, and growth.

Structural Change and Work Redesign will address this issues with employee satisfaction, employees’ morale, inefficiencies of the hospital processes, closing services. This interventions will conclude if the current structure is

Traditional teams were lacking flexibility and equality. The plant was unionized and hierarchically rigid. There were conflicts among line operators personnel and maintenance, low level

Goal setting is about linking tasks to performance and it is used to establish and present counsel to employees on how much efforts are demanded and what work need to be done. In the HIS case work reflects the goals of the department. At the lowest point, which is the employee level, a job is set as task, duties, assignments and duties for a stratum of employees. The overall work would be constituted by the total aggregation of all department jobs. The role of the leaders will be to examine departments alignment in order to achieve organizational goals. Four different levels being engineering, restructuring, work redesign and job redesign are used to align organizational goals. Health information

The mindset of an organization especially ABC company should be " customer first, Employee second and Shareholder third ". ABC company cannot improve its productivity without raising its worker productivity first. The assumption is that the more effieceint the job, the more employers can justify their salary expenses. One of of the Company's main weakness is due to the decline of growth of worker productivity. Maintening healthy employee realtion in an organization is a key for organization success.

I have came across a point in my career when i had to use the mind tool of the 5 whys. I work as a IT professional at a health care company. I usually handle about 10 to 15 issues a day and it requires to use all the conceptual thinking and really challenges me every single day in a very consistent way. I have to really look in to root causes and why this certain remote users have difficulties. In my career i have about a million things that i see as puzzles and i have to solve them. Weather it's easy or not, i use the 5 whys in most circumstances. I have one problem that i'm going to express that i had to use the 5 whys and try to break them down in a technical but people friendly terms, hopefully.

Some of the ways the workplace can be changed to better meet the modern worker were discovered in a survey by Richard Freeman and Joel Rodgers. In their survey they found that what workers want is more influence at work. They said, that American workers believe that if they had more say in how production was carried out, that not only would they enjoy work more but they would also their firms would be more competitive and problems would be solved more effectively. Also, influence is associated with a wide range of attitudes about work, and that workers satisfied with their degree of influence report that they enjoy work, have excellent employee-management relations, and trust their employer. In contrast workers who lack good employee-management

Employees require motivation, reward and encouragement for maximum productivity. Punishment to workers not performing is also mandatory to prevent cases of poor performance. Ethical considerations must be looked at and employees must follow rules and company policies for plans made by management to be successful. Workers and management relate like a family and this has enabled the company perform to its expectation. These plans are aimed at ensuring total customer satisfaction and delight.

In an article written by Elizabeth Layman (PhD, RHIA, CCS, FAHIMA, East Carolina University), an investigation is made into changing the workplace, because of the implementation of electronic health records and the constant change in the healthcare delivery system (Elizabeth Layman, n.d.). Understanding that working hard is a short-term solution, the article focuses on changing the work environment to be smarter. To accomplish this requires that there be a redesigning of work and jobs, however this presents a substantial investment of time from the health information managers (HIM). Mrs. Lehman presents an examination of this topic and prescribes steps to address these new realities.

The issue of decreased workforce morale is constantly popping up in organizations today. Decreased morale means a decrease in the confidence levels of the employees within the organization besides enthusiasm and loyalty. Employee morale concerns is one of the factors that threatens the survival of organization is not addressed in a timely manner and in an effective way. There are several concerns posed by a decreased level of employee morale such as reduced productivity levels of the employees and hence a decreased productivity rate of the organization. This provides an indication of how morale issues in an organization can result in major concerns which should be effectively addressed.

Work psychology is called by various names. In the US it is either called industrial psychology or by its newer name industrial/organizational psychology (or I/O psychology for short). British people meanwhiles call it occupational psychology, whilst Europe in general refers to ti as the psychology of work and organization and work and organizational psychology. Meanwhile, some parts of the field are buffered to as vocational psychology, managerial psychology and personnel psychology (Arnold & Randall et al., 2010). All in all though, the focus is the same: to identify the factors that contribute to man's working performance and to see how to improve these . The focus is on the psychology of man vis-a-vis his working environment.

Academic research not only concentrated on the traditional cross-cultural psychology like leadership, motivation, work values etc. but also staffing, performance management and employee health and safety. These research will better able to layout practices that can work in various cultural contexts. The psychological impact on manufacturing practices can be