Job design and flexible work arrangements can be used to motivate employees and improve performance. Job design theories emphasize how core job dimensions like skill variety, task identity, and autonomy impact an employee's psychological state and outcomes. Flexible work arrangements give employees more control over their schedules through methods like flextime, compressed work weeks, telecommuting, and job sharing. While flexibility can boost motivation, managers must address challenges in coordination, isolation, and work-life balance.
Organizational citizenship behavior (OCB) refers to voluntary, discretionary actions that employees take to go above and beyond their formal job requirements to contribute to the well-being and effectiveness of their organization. These behaviors are not part of an employee's job description, but they can have a significant impact on the overall success and performance of the organization.Organizational citizenship is an employee’s willingness to go above and beyond in the workplace. Employees perform positive actions that benefit their coworkers and the business even though they are not included in the basic job description. Organizational citizenship is demonstrated largely by several behaviors in the workplace
Organizational citizenship behaviors include employee behaviors that exhibit the principles ofEmployers are always looking for workers who exhibit these qualities to join their business operations. At the same time, it also benefits managers already within the organization to encourage their employees to exhibit the characteristics of OCB. Experiencing more meaningfulness at work also makes employees more vigorous. Engaging in organizational citizenship also helps those whose roles in an organization may be ambiguous as it helps them finding meaning in what they do. Employees who engage in more OCB during the day felt their work was more meaningful They also had greater job satisfaction. Engaging in organizational citizenship behavior allows workers to have more control over the situation while also helping others.Organizational citizenship behaviour is that it is voluntary and carried out by the individual. The voluntary factor is what makes the behaviors so valuable, meaning that it is hard to duplicate these behaviors naturally since requiring employees to carry them out would make the behaviors less powerful. An employee who chooses to act a certain way will always do better than one who is forced to. There are multiple ways that an employer can improve the chances of having an employee that is willing to go above and beyond while demonstrating organizational citizenship behaviors. Any statement of company values should somehow incorporate the five components of OCB to encourage a healthy corporate culture. What makes OCBs valuable to any organization is that they should occur naturally. Employees should never be forced but should have the freedom to be altruistic.
By setting a good example, leaders within companies can show employees the types of behavior that are positive and fruitful. Encouraging teamwork can have a positive effect on collaboration and will help achieve stated goals and objectives.
What are Organizational Skills?
Organizational skills are the abilities that let you stay focused on different tasks, and use your time, energy, strength, mental capacity, physical space, etc. effectively and efficiently in order to achieve the desired outcome. Organizational skills help individuals work more efficiently.
Job design is a core function of human resource management and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder or the employee
Running head PROBLEMS IN THE WORKPLACE .docxtoltonkendal
Running head: PROBLEMS IN THE WORKPLACE 1
Problems in the Workplace
9
Justification Report- Part 2
Problems in the Workplace
Strayer University
ENG 315 – Professional Communications
July 20, 2017
Problems in the Workplace
Workplace environments face many problems in their everyday operations. It is important to identify these problems and then formulate strategies through which they can be solved since it is only through this method of problem-solving that organizations can manage to maintain complete operational effectiveness within the workplace. Within our workplace many problems currently exist which requires being addressed to avoid ineffectiveness. In this report, a description of the problem will be provided, several solution alternatives explained, criteria of measuring the worth of each alternative and the methods of research provided (Frey, & Osterloh, 2002).
Problem Statement
Numerous of the corporations nowadays are encountering the difficult of raised employee turnover as they move into a system in which they get a working environment that is better, benefits, opportunities and perks. This report aims at getting the probable solution to this challenge and deliver the utmost alternative for workforce retention and the firm.
In every workplace, the employees are significantly important. An organization’s competitiveness is significantly determined by the effectiveness of the organizational employees. With this regard, therefore, all organizations should consider establishing effectiveness in their operations by maintaining the high motivation of their employees. In this organization, the problem that exists is that of motivation towards the employees. The organization currently does not have any program whose main purpose is to motivate its employees. Without such a program, employees often attain the feeling of demotivation, an aspect that significantly reduces their effectiveness in the workplace. Increasing the individual motivation is likely to increase the effectiveness of the employees. With the employee motivation being significantly increased, the employees will increase their work effectiveness, an aspect that will increase the ability of the organization to achieve its set goals and targets more effectively.
Overview of Alternatives
For the retention of the specialized workers in the firm, it is good to study some aspects and make changes as per the relevance and needs (Venkatesh, & Speier, 2013). These are the working conditions that are improved, the working setting is one of the greatest vital. The job perks for example the telework and additional leaves.
The motivation of employees within an organization can be increased through several options. Some alternatives are, however, much better than others. Among the many possible ways through which an organization can establ ...
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Organizational citizenship behavior (OCB) refers to voluntary, discretionary actions that employees take to go above and beyond their formal job requirements to contribute to the well-being and effectiveness of their organization. These behaviors are not part of an employee's job description, but they can have a significant impact on the overall success and performance of the organization.Organizational citizenship is an employee’s willingness to go above and beyond in the workplace. Employees perform positive actions that benefit their coworkers and the business even though they are not included in the basic job description. Organizational citizenship is demonstrated largely by several behaviors in the workplace
Organizational citizenship behaviors include employee behaviors that exhibit the principles ofEmployers are always looking for workers who exhibit these qualities to join their business operations. At the same time, it also benefits managers already within the organization to encourage their employees to exhibit the characteristics of OCB. Experiencing more meaningfulness at work also makes employees more vigorous. Engaging in organizational citizenship also helps those whose roles in an organization may be ambiguous as it helps them finding meaning in what they do. Employees who engage in more OCB during the day felt their work was more meaningful They also had greater job satisfaction. Engaging in organizational citizenship behavior allows workers to have more control over the situation while also helping others.Organizational citizenship behaviour is that it is voluntary and carried out by the individual. The voluntary factor is what makes the behaviors so valuable, meaning that it is hard to duplicate these behaviors naturally since requiring employees to carry them out would make the behaviors less powerful. An employee who chooses to act a certain way will always do better than one who is forced to. There are multiple ways that an employer can improve the chances of having an employee that is willing to go above and beyond while demonstrating organizational citizenship behaviors. Any statement of company values should somehow incorporate the five components of OCB to encourage a healthy corporate culture. What makes OCBs valuable to any organization is that they should occur naturally. Employees should never be forced but should have the freedom to be altruistic.
By setting a good example, leaders within companies can show employees the types of behavior that are positive and fruitful. Encouraging teamwork can have a positive effect on collaboration and will help achieve stated goals and objectives.
What are Organizational Skills?
Organizational skills are the abilities that let you stay focused on different tasks, and use your time, energy, strength, mental capacity, physical space, etc. effectively and efficiently in order to achieve the desired outcome. Organizational skills help individuals work more efficiently.
Job design is a core function of human resource management and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder or the employee
Running head PROBLEMS IN THE WORKPLACE .docxtoltonkendal
Running head: PROBLEMS IN THE WORKPLACE 1
Problems in the Workplace
9
Justification Report- Part 2
Problems in the Workplace
Strayer University
ENG 315 – Professional Communications
July 20, 2017
Problems in the Workplace
Workplace environments face many problems in their everyday operations. It is important to identify these problems and then formulate strategies through which they can be solved since it is only through this method of problem-solving that organizations can manage to maintain complete operational effectiveness within the workplace. Within our workplace many problems currently exist which requires being addressed to avoid ineffectiveness. In this report, a description of the problem will be provided, several solution alternatives explained, criteria of measuring the worth of each alternative and the methods of research provided (Frey, & Osterloh, 2002).
Problem Statement
Numerous of the corporations nowadays are encountering the difficult of raised employee turnover as they move into a system in which they get a working environment that is better, benefits, opportunities and perks. This report aims at getting the probable solution to this challenge and deliver the utmost alternative for workforce retention and the firm.
In every workplace, the employees are significantly important. An organization’s competitiveness is significantly determined by the effectiveness of the organizational employees. With this regard, therefore, all organizations should consider establishing effectiveness in their operations by maintaining the high motivation of their employees. In this organization, the problem that exists is that of motivation towards the employees. The organization currently does not have any program whose main purpose is to motivate its employees. Without such a program, employees often attain the feeling of demotivation, an aspect that significantly reduces their effectiveness in the workplace. Increasing the individual motivation is likely to increase the effectiveness of the employees. With the employee motivation being significantly increased, the employees will increase their work effectiveness, an aspect that will increase the ability of the organization to achieve its set goals and targets more effectively.
Overview of Alternatives
For the retention of the specialized workers in the firm, it is good to study some aspects and make changes as per the relevance and needs (Venkatesh, & Speier, 2013). These are the working conditions that are improved, the working setting is one of the greatest vital. The job perks for example the telework and additional leaves.
The motivation of employees within an organization can be increased through several options. Some alternatives are, however, much better than others. Among the many possible ways through which an organization can establ ...
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
3. Work Design in Organization
Job Design is how organizations define and structures
jobs.
Work Design is addressed at the individual level,
it is most commonly referred to as job design.
Designated jobs can have a positive impact on the
motivation, performance and job satisfaction.
4. Job Specialization
Job Specialization, as advocated
by scientific management, can
help improve efficiency, but it
can also promote monotony and
boredom.
Broken down into small component
tasks. And then standardized across
all workers doing jobs.
5. Early Alternatives to Job Specialization
Job rotation is systematically
moving workers from one job
to another in an attempt to
minimize monotony and
boredom.
Job enlargement involves
giving workers more tasks to
perform
Job enrichment entails giving
workers more tasks to perform
and more control over how to
perform them.
6. The Job Characteristics theory
The job characteristics theory is an important contemporary model of
how to design jobs. By using five core job characteristics, managers
can enhance three critical psychological states. These states, in turn,
can improve a variety of personal and work outcomes. Individual
differences also affect how the job characteristics affect people.
7.
8. Critical Psychological States
1. Experienced
meaningfulness of the work—
the degree to which the
individual experiences the job
as generally meaningful,
valuable, and worthwhile
2. Experienced responsibility for work
outcomes—the degree to which individuals
feel personally accountable and responsible
for the results of their work
3. Knowledge of results—the degree to which
individuals continuously understand how effectively
they are performing the job
9. Core Job Dimensions
1. Skill variety —the
degree to which the
job requires a variety
of activities that
involve
different skills and
talents
2. Task identity—the degree to
which the job requires
completion of a “whole” and an
identifiable piece of work; that is,
the extent to which a job has a
beginning and an
end with a tangible outcome
3. Task significance —the
degree to which the job
affects the lives or work of
other
people, both in the
immediate organization
and in the external
environment
4. Autonomy —the degree to which the job
allows the individual substantial freedom,
independence, and discretion to schedule
the work and determine the procedures for
carrying it out
5. Feedback —the degree to which the job
activities give the individual direct and clear
information about the effectiveness of his or
her performance
10.
11. Weakness of this theory
1. the measures used to test the theory are not always as valid and reliable as
they should be.
The role of individual differences frequently has not been supported by
research.
Guidelines for implementation are not specific, so managers usually tailor
them to their own particular circumstances.
Still the theory remains a popular perspective on studying and changing jobs.
One of the problems in making workers as happy and productive as possible is the
fact the workforce has always consisted of people from different walks of life.
12. Employment Involvement And Motivation
Participation entails
giving employees a
voice in making
decisions about their
own work
Empowerment is the
process of enabling
workers to set their
own work goals, make
decisions, and solve
problems within their
sphere of responsibility
and authority.
13. Participation and empowerment are
extensions of job design because each
fundamentally alters how employees in an
organization perform this jobs.
Empowerment is a somewhat concept that
promotes participation in a wide variety of areas,
including but not limited to work context, and
work environment.
14. Employment Involvement And Motivation
Participating in
decision
More
to executing
decisions
properly
Seeing the
positive
consequences
Satisfy one`s
needs for
achievement
Providing
recognition and
responsibility
Enhance self-
esteem
15. Employment Involvement And Motivation
Areas of Employment Involvement
At one level, employees can participate in addressing questions and making decisions
about their own jobs. Instead of just telling them how to do their jobs, for example, managers can
ask employees to make their own decisions about how to do them. Based on their own expertise
and experience with their tasks, workers might be able to improve their own productivity. In
many situations, they might also be well qualified to make
decisions about what materials to use, which tools to use, and so forth.
16. Techniques and Issues in Employee Involvement
1. Work Team
2. Changing their overall method of organizing to eliminate layers from its hierarchy and becoming
much more decentralized, power, responsibility, and authority.
( control of work is squarely in the hands of those who actually do it)
3. The organization must be systematic and patient in its efforts to empower workers.
(Turning over too much control too quickly can spell disaster)
4. Organization must be prepared to increase its commitment to training.
(Employees who are given more freedom concerning how they work are likely to need additional
training to help them exercise that freedom most effectively)
17. Flexible Work Arrangements
Traditional working hours problem:
On a more psychological level, some people may feel so powerless and
constrained by their job schedules that they grew resentful and
frustrated.
To help this problem, on alternative some businesses use, is variable
work schedules.
18. Problems:
If everyone is off at the same time,
the firm may have no one on duty to
handle problems.
People who don`t get the more
desirable days off, may be jealous or
resentful.
Employees put in too much time in a
single day, they tend to get tired and
perform at a lower level later in the
day.
In a Compressed Work Schedule,
employees work a full forty-hour
week in fewer than the traditional
five days.
A popular schedule is
“nine-eighty”.
19. Extended Work Schedules
An extended work
schedule is one that
requires relatively long
periods of work followed by
relatively long
periods of paid time off.
These schedules are most often used
when the cost of transitioning from one
worker to another is high and there are
efficiencies associated with having a
small workforce.
While the specific number of hours and
days and the amount of vacation time
vary, most of these job setting are
characterized by long periods of work
followed by ab extended vacation plus
premium pay.
20. Flexible Work Schedules
Flexible work
schedules, or flextime,
give employees more
personal control over
the hours they work
each day.
9:00 A.M- 11 A.M 1:00 P.M-3:00 P.M.
Flexible time Core Time Flexible time Core Time Flexible time
6 :00
A.M.
6:00
P.M.
21. Advantages and problems of flexible work
schedules
The major advantage of this approach: workers get to tailor their workday to
fit their personal needs.
o BUT flextime is more difficult to manage because others in the organization
may not be sure when a person will be available for meetings other than core
time.
o Expenses such as utilities will also be higher since the organization must
remain open for a long period each day.
22. Job Sharing
In Job sharing, two or more
part-time employees share one
full time job.
Part-time worker
Tight job-markets
Benefits from talents of more people
Particular kind of job is difficult to fill
Cost benefits for the organization
Attractive for flexibility and freedom
Give employees chance to work in
other organizations
23. Telecommuting
EMPLOYEES
• More flexibility and freedom
• Less likely to be interrupted
• Feel isolated and miss social interaction
• Lacking self-control and disciplin
• EMPLOYERS
• They can reduce absenteeism and turnover since employees
will need to take less “formal”
• Save on facilities such as parking spaces
• Encounter coordination difficulties in scheduling meetings and
other activities that require face-to-face contact
• Workplace safety
• Cybercrime
• Environmental advantages
Telecommuting is a
work arrangement
in
which employees
spend part of their
time
working off-site.