Discussion - 500 Word Min. & Class Member Response 150 Word Min

Class Member Discussion Topic Responses Week 8 : 150 Word Min.

Grading Criteria

You are required to respond with depth, breadth and insight to the discussion question(s) as well as one of your class members. Your response to the discussion question(s) must be tied back to the chapter material and outside research is expected. When I ask you to support your answer, you are expected to combine opinion with, minimum 2, citations, insight from your experiences, observations of others experiences, analysis of the facts/information and a conclusion. PLEASE do not limit your citations to just the book! Find other supporting material outside of the class structure.  You are also required to answer the question posed by the instructor and class members’. (Please note: The guidance outlined above will contribute to you “meeting the expectations” for the discussion. Additional participation will contribute to a grade that will “exceed the expectations” for the discussion 

The combined original reply and two responses are worth up to 20 points per student. The criteria used to determine the point distribution will be:

Cite examples, textbook material, or your own supporting material to back up your opinion.

Action: Read the below peer discussion board posts and provide your classmate with feedback on your opinion of their position. Do you agree and why? Do you disagree and why? Replies to your class members’ are intended to move the discussion forward. Telling them that they simply did a good job is not acceptable. Statements like "I feel", "I believe" and/or "I think" are difficult to measure and, highly, subjective. Asking a question or two about the position they took will move the discussion forward. Replies are 150 word minimum

Peer Reply #1

Week Nine Discussion

by Joshua Albo - Saturday, February 22, 2020, 4:44 PM

Number of replies: 3

On page 481 of your text, under techno structural interventions, it speaks about job enrichment and job enlargement. What is the linkage between these two concepts and the Hackman-Oldman model we discussed earlier in the course?

All three concepts are related to the motivation and performance of employees. Hackman and Oldham's model is described as "Hackman and Oldham's job characteristics theory proposes that high motivation is related to experiencing three psychological states while working: Meaningfulness of work. That labor has meaning to you, something that you can relate to, and does not occur just as a set of movements to be repeated." (Yourcoach.be, n.d., Para.1). This method ties in with job enlargement and enrichment, and does so by offering a rewarding feeling and purpose, and feels more than work. That self-rewarding feeling means you are passionate about your craft, and that is a great employee to have in your organization.

Job enlargement is defined as "attempts to increase satisfaction and performance by consolidating work functions from a 'horizontal slice' of the work unit to provide greater variety and a sense of the whole task." (Werner, 2017, pg.544). Job enlargement is rewarding if done efficiently. By adding on an assignment to an employee can give them a sense of importance or even seniority.  This task can be done by not necessarily giving the employee a new job but by adding more job-related tasks whether it's giving the employee more responsibility or giving him a step someone in upper management does typically. I have been looking for the opportunity to become a senior employee at my current job which would allow me to not only cover my existing facility but our three sister facilities as well. I have set myself up to a point where I feel like I can be beneficial to our other facilities and offer help to recruit and with the organization.

Job enrichment is "a common motivational technique used by organizations to give an employee greater satisfaction in his work. It means giving an employee additional responsibilities previously reserved for his manager or other higher-ranking positions" (Kokemuller, 2016, para.1). By allowing employees to grow and build their skills can be rewarding and can be beneficial to the employee's development and the employer as well. My current employer gives me many tasks that he knows I have never done before, but he knows I can handle them; he allows me to step up and become an essential asset of the team. Being able to trust your employees and give them new tasks to complete can motivate employees to work harder for positive results.

References

Hackman and Oldham job characteristics model: Employee motivation theories: YourCoach Gent. (n.d.). Retrieved February 22, 2020, from https://www.yourcoach.be/en/employee-motivation-theories/hackman-oldham-job-characteristics-model.php