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Discussion: Motivation and productivity is thought to be increased by managers urging employees to accomplish goals, this is done by giving necessary feedback. In theory this system should work efficiently however, it is rare. Most suffer from common conflicts between group goals or individual goals, poor implementation, poor control between objectives and work (Deschamps, Mattijs, 2017).  

“Philosophically, goal setting theory is founded upon objectivism (see Rand, 1964, 1969), and “especially the premises that people are rational beings who survive by the use of their minds, that they possess volition (the power to think or not to think), and that their actions are regulated by their thinking and their conscious and subconscious ideas” (Locke and Latham, 1990, p. xv)” (Neubert and Dyck, 2016, p. 307).

Sustainable goals are a better approach because people prefer and prosper with balance. Individual’s want to be productive and efficient, have satisfying relationships, enhance their communities, promote social justice, and leave the world a better place than they found it (Neubert and Dyck, 2016).  The study conducted by Deschamps and Mattijs (2017) indicated that sustained goals work better in the long run and that harder goals correlate with better performance.  They tested the strength of goal-setting in a practical organizational setting and examined whether there could be a reliable and sustainable effect on employee performance (Deschamps, Mattijs, 2017).  Goal setting may not be the best solution to generate long-lasting increase in productivity however, it is an excellent tool to create a dynamic individual that push themselves because they feel that it is needed and not just required. (Deschamps, Mattijs, 2017). Neubert and Dyck (2016) concluded that in the short seeking a balance in setting goals can lower task performance however, in the long-term well-being and performance will increase. Along with finding the right balance it is important to make sure the goals are not too difficult. Difficult goals can create negative behavior which goes against the purpose of creating goals. A complete analysis of performance management and goal setting is difficult due to the complexity of the work force. Overall, sustainable goals are to be considered for the long-term professional well-being whereas, conventional goal have an emphasis on difficult with a purpose of increasing productivity and probability. Sustainable goals-setting theory addresses multiple forms of well-being while conventional goal-setting theory is primarily task orientated. Future study is encouraged on how sustainable goal-setting is introduced into the workplace and how they interact with those that pursue the goals (Neubert and Dyck, 2016).

Bible Integration: But as for you, be strong and do not give up, for your work will be rewarded. 2 Chronicles 15:7, to me this corelates that the Lord encourages in our faith to set our goals on Him. We will be rewarded for keeping sight of our goals within our walk with the Lord and meeting those goals.

Thread 2:

Job Rotation

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Definition: Job rotation is the changing from one routine task to another to alleviate boredom. Job rotation also allows employees to move from one task to another.

Summary: The article I chose to summarize is the “Effects of Job Rotation and Role Stress Among Nurses on Job Satisfaction and Organizational Commitment” written by Wen-Hsien, H. In this article Wen-Hsien did a study between two large hospitals, and sent 650 questionnaires to nurses who had participated in job rotation throughout the hospital. When conducting his research he hoped to see if job rotation encouraged nurses to better understand and relate and share the vision of the organization. He also wanted to see if job rotation increased their job satisfaction and gave them more of a drive to continue their career. Wen-Hsien received an 81.1% response from the questionnaire. With the study the results were that job rotation among nurses do have an effect on their job satisfaction and also effect the organizational commitment. With the results Wen-Hsien concluded that job rotation was a practical and excellent strategy for manpower utilization while implementing in the hospital.

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Discussion: Job rotation can benefit everyone when done properly. The way to be sure job rotation is done properly is to have outside input along with career interests in mind. The goal that job rotation sets is for participating individuals to develop practical know-how of international operations knowledge and a personal network throughout the companies dispersed locations. The two articles I chose to discuss both looked at the different ways job rotation works within the business field. The article written by Svetlana Katolnik titled “On the Incentive Effects of Job Rotation”, talked about how rotating the employees to different jobs leads to uncertainty about their abilities and generates them to have a new found meaning to their efforts. Katolnik also talked about how job rotation reduces the employee’s time horizon which in turn reduces future splits within the company. Wen-Hsien’s article titled “Effects of Job Rotation and Role Stress Among Nurses on Job Satisfaction and Organizational Commitment”, did a study first hand on the effect job rotation has within business, or in this case the hospital, and the positive effects it had. Both of these articles displayed the extra quality job rotation brings. When rotating job employees have less opportunity to become bored. It also allows them to find their passion within different areas of the company and gives them the extra motivation to get the job done and do a good job. Not only does it benefit the employees individually, it also benefits the company as a whole. When the company enforces job rotation their employees are better-rounded and are more knowledgeable when it comes to the different areas within the company. Some of the objectives offered with job rotation is it reduces the boredom of doing the same thing every day, it promotes planning, it creates the right employee job fit, tests employees skills, develops a wider range of work experience, and lets all employees see all aspects of the company. When employees are happy and satisfied in the work place the company runs much smoother and job rotation allows employees to find their niche in what their goals and skills are. It gives them a since of control and empowerment along with building their confidence. Job rotation within companies is not necessary but has been proven through numerous studies and seen firsthand how much of a positive effect it brings, to not only each individual but the company as a whole.

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Biblical Integration: Colossians 3:23 (NIV) says “Whatever you do, work at it with all your heart, as working for the Lord, not for human masters.” This verse entails that no matter what we are doing within our careers we should be doing it to the best of our ability and to honor God. If you rotate within your company every month or so it is important to give 100 percent in each task. There will always be your favorite things you like to do within the company and also there will be your least favorite things, but we should view it as a way to display our testimony in each aspect of our careers and life in general.

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