To further buttress the point using Elton mayo’s (1880-1949) human relation theories, he concluded in the Hawthorne effect that “when management communicates effectively with employees and take interest in their work, commitment is improved.” (Stimpson.P, 2010). The second way by which I think management can improve employee commitment within an organisation is for management to create a conducive working environment for employees. Some of the ways in which a conducive working environment can be created are firstly, by providing all essential tools needed to carry out the tasks handed out to them by managers and also training the employees whether on or off the job. For instance, I personally
The Path-Goal Theory The Path-Goal theory is based on leader 's specific style, which best fits the employee and work environment in order to achieve goals set by the company. The idea is to increase motivation from the staff, provide empowerment and increase staff satisfaction. This will develop productive employee, which are vested in the greater good of the company. The Path-Goal leadership is based on four strategies the leader should set fourth: define the goal, explain the direction of the goal, remove obstacles so the goal can be achieved and provide support to the employee. The Path Goal Theory is forming a connection between the followers goals, and the goals of the organization.
By doing this, employees feel like their work has meaning and is important to the company. This principles is applied in this case; Vertical job loading was applied, By job rotation, allows workers to do different varieties of tasks and by combining tasks, work activities are combined to give more challenging work assignments. The purpose of job enrichment is to make the position more satisfying to the employee. Overall goals for the company often include increasing employee job satisfaction, reducing turnover, and improving productivity of employees. To rephrase this: we want to enrich our staff's positions so that they will be happier, more productive, and less likely to seek a job
job rotation increases affective career-related outcomes such as employee satisfaction, motivation, involvement, and commitment. Work on executive development suggests additional benefits (Howard & Bray, 1988; McCall et al., 1988), including improved organizational knowledge—concerning business strategy and contacts in other areas, for example—and personal development, such as improved ability to cope with uncertainty and self-insight into strengths and weaknesses. Depending on the jobs experienced, rotation may be a form of enlargement or enrichment for an employee. The job design literature suggests additional benefits, such as opportunities for increased variety, challenge, and achievement (Campion & McClelland, 1991, 1993). Traditionally job rotation has been linked to some obvious advantages, as mentioned previously.
How are the principles of job enrichment applied in this case? What were the outcomes of job enrichment in the HIS Departments? What was the impact of job enrichment on motivation and communication in the HIS Departments? How are the principles of goal setting applied in this case? Setting goals can make the whole difference, but there are some rules that must be followed to reap the benefits of goals fully.
House “An explanation of the effects of leader behavior on subordinate satisfaction, motivation, and performance is presented. The explanation is derived from a path-goal theory of motivation” (Robert.J,1971). Managers can assist employees in implementing and increase motivation, and empowering their satisfaction, so that they can become more productive employees. This will enable employees to help Kapilaco in meeting their goals. Kapilaco visible and transparent, employees has a better view of how they can contribute to the success of the organization.
Job enrichment can be defined as the process by which jobs are redesigned for workers so that they can be in control of their duties and also perform more tasks to develop personal skills. An important aspect of job enrichment is job redesign and it deals with the modification of the tasks assigned to workers in an organization. The case study that will be analyzed for Job enrichment theory in this paper is the expanded HIM functions. In order to fully employ Job enrichment in an organization, the motivational goals must be put in place. Goal setting is a medium in which managers can help to motivate workers to be more efficient while performing their tasks.
Work study also known as used find a way to increase job performance, optimum usage of plant and machinery, standardization of work method. The objective of work study is measuring the performance of mentally and physically of qualified worker, optimum utilization of worker, machinery and other resources at minimum cost, improve productivity and increase efficiency of an organization. Method study can be divided by two that is macro and micro subdivision. Method study is an analysis of ways of doing work. Method study is a scientific process to better the job design and used to improve the method of doing work.
1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998). Researchers have shaped compelling evidence for the fundamental relation between employee performance and how management acts with them (Boheene & Asuinura, 2011).
Training is learning, teaching, organizing, and process to gain knowledge, skills and well experience for person. Frank &Mary & Tom (2009) training is systematic process through which an organization’s human resource gain knowledge and develop skills by instruction and practical activities that result in improve corporate performance. According to Abu Snenah & Al Farisy (2003) training aims to raise the professional knowledge in order to achieve jobs. Further, training give the employees new knowledge, experience, and skills to develop their work. Peteraf(1993) training and development system of human resource in organization is main mechanisms