Job Rotation Theories

Whenever I received complaints, the problem is that the subordinates usually deny or come up with some explanations making it difficult to discuss it in a genuine manner. Sometimes even if we reprimand them for their mistakes it creates a very tense environment in the hospital and it also affects the quality of work. Also I need to find times to handle complaints patiently or else the situation gets angered and gets further complicated.

The place I decided to carry out my job shadowing experience is at Select Physical Therapy. During my time there, I decided to shadow an Occupational therapist who specialized in hand therapy. I wanted to shadow an Occupational Therapist because at the time, I was interested in becoming an Occupational Therapist and I wanted to see if this is really the career path I wanted to take.

Self-Determination Theory (SDT) was conceived by Edward L. Deci and Richard M. Ryan. This theory is concerned with human motivation, personality, and optimal functioning. For the purpose of SDT and work motivation, motivation is considered the core of biological, cognitive, and social regulation. Instead of just looking at the amount of motivation, self-determination theory focuses on different types of motivation. SDT focuses on people’s inner motivation. SDT assumes that people naturally self-motivate themselves and that success inherently is the greatest reward, not just external rewards or outcomes. The theory also recognizes that people can become stagnant and passive in their behavior. SDT accounts for this division by examining

Based on the principles of path-goal theory, describe why Art and Bob appear to be less effective than Carol. Carol leadership style of Participative matches up well with the task characteristics of the followers on her team. Unfortunately, Art and Bob leadership skills are not matching well with the needs of their team. Art is currently being Directive but his team needs Supportive and Bob is Supportive but needs to be more Achievement Oriented. This shift would aid in the overall success of their teams.

The analysis of the certain problems on the Engstrom Auto Mirror Plant revealed a considerable number of questions and solutions which are directly connected with the HRM segment. Some of them have roots in the nature of human behavior, others appear in the analysis of the work of the company and its organizational culture. These include the following issues, such as the loss of support of higher management level, when the senior managers did not thoroughly explain to all employees that their full and fair participation in the analysis work is critical to this process. Unfortunately, these concerns were often ignored in the business. Supervisors, and well as their employees, were not involved in the development and

A: It is very difficult to find a balance between family life and your work life. Even though it is difficult, it is vital that one does.

Imagine if all parents decided to not get their children vaccinated. Infectious diseases that have been cured by vaccines would come back. Eventually we would all die from some type of disease like diphtheria, polio, the measles, small pox, whooping cough and may more. Today, many parents are deciding to delay their children’s vaccines and some not getting vaccinated at all because of severe reactions. Vaccinations not only protect us as individuals but also protect the entire community, vaccines should be mandatory so that these diseases are never seen again.

(“Vroom expectancy motivation theory,” n.d.) Since Jeannie possesses a technological ability and skill for managing computer software, she is supposed to believe in herself that she knows how to work in the company and do her job well. Valence is the significance that the one puts upon the anticipated outcome (“Vroom expectancy motivation theory,” n.d.). In order to get the positive valance, one has to prefer obtaining the result to not attaining it. Due to the fact that she had great experience and knowledge of her work, she never felt the need to ask for help or how she could improve or what she could do for her situation. Moreover, because of her type of personality, which exemplifies perfectionism, encourages her to keep striving for exceptional work. Although a manger promises that the company will give the employees what they desire, the employee still wonders and still thinks about what they might get as a result of improving the quality of their work. This is perception of perceived rewards is called instrumentality (“Decision Support Tools”, n.d,). Because of Reed’s micromanagement of Jeannie’s work, he probably had an unsatisfied opinion towards her accomplishments. Therefore, due to the fact that Reed didn’t have cooperative attitude towards

Ethnocentric is a staffing policy that generally adopted by headquarters by sending employees from the home or parent countries to the host-country. For example, Jane works in China but she is a citizen of the Malaysia, where her company is organized and headquartered. Jane is an expatriate, which is a citizen of the company’s home-country (Malaysia) working in foreign country (China).

Brings Belongingness in Employees: Redesigning job and allowing employees to do what they are good at creates belongingness in them for the organization. It is an effective strategy to retain talent in the organization and encouraging them to carry out their responsibilities in a better fashion.

Now-a-days employee or worker are increasingly interested involves in jobs with flexible work schedule. A flexible work schedule may be implemented for a various of reasons to benefits the employee, the employee units, or both. There are many benefit that may be implemented through flexible work schedule example include can adjusting for a long commute to and from work by starting or ending the work day earlier or call later, avoiding peak traffic to reduce an employee time on the road, matching work schedule to time schedule for mass transit or other commuting alternatives, reducing the number of work days and therefore the number of commutes to and from work each day, can get also matching employee work hours to peak productivity time periods,

There are several approaches to improve job satisfaction and employee engagement, first of all our recommendations to Kris Jenkins to develop job satisfaction and employee engagement of Salon Manager are, at the first stage, increasing the opportunity of promotion for the managers because fulfillment theory in order to make the employees happy you have to satisfy their wishes and demand and the more the employees earn the more satisfy they will be as (Çelik, 2011), stated. The second one is, the supervisors have to establish a strong connections with the subordinates, and the owner also need to establish a strong relationship with the managers “determination theory also proposes that in addition to being driven by a need for autonomy, people seek ways to achieve competence and positive connections to others” (Robbins & Judge, 2013 pp 208 ). The third one is managers should make decisions independently, at the same time the managers should know the organization 's goals and objectives properly. Secondly, our suggestions to Kris Jenkins to improve job satisfaction and employee engagement of Hair Stylist, firstly promotion opportunity has to be raised. Secondly, the relationship should be positive with the supervisors according to Harter and Schmidt and Killham in 2003 an effective manager is always listen to his subordinators and fulfill their needs and the managers have to find a relationship between the needs of individuals and the organization. The owner of the firm

Next, there are four types of important theories of motivation which includes Maslow`s H Hierarchy of Needs Theory, McGregor’s Theory X and Theory Y, Herzberg’s Two- Factor Theory and McClelland’s Three-Needs Theory. These theories represent the foundation from which contemporary theories grew and still are used by practising managers to explain employee motivation.

Other motivational theories that can motivate the company employee is Hertzberg’s Two-Factor Theory. This type of motivational theories is used to identify the positive which refer as attraction and satisfaction and the negative which refers as dissatisfaction of the feeling of their work and conditions (Contractzilla, 2014).

Job satisfaction has been said to lead to qualitative and quantitative improvement in job performance (Ganguly, 2010). Therefore, it is important for organization to find factor that can lead to job satisfaction. In addition, according to Hasan Ali Al-Zu’bi, (2010), one of the key variables that impact the performance of organization is the employee’s job performance and satisfaction. Job satisfaction can be defined as the feelings of employees whether they like or dislike the different aspect of their job experiences in connection to previous experiences (Mohammad, Mumtazah, Jariah & Aminah, 2013). Meanwhile, Ganguly (2010) stated that job satisfaction involves a collection of numerous attitudes and feelings that refer to psychological disposition of people towards their jobs and how they feel about their work and also influence motivation and interest in work.