The workplace is the employee stock source, while the attention is more focused on bureaucratic aspects than on clinical parameters. The worker is in a constant state of tension which, if not be able to manage it properly, may lead to frustration and resignation. ‘Defense trailing’ phase: This is the stage where it made changes in attitude and behavior of the worker, who gradually disinvestment emotional work and expresses cynicism and apathy for others. These changes help reduce the physical and psychological consequences that occur, hoping to enable the worker to survive professionally. (Cherniss, 1980, as cited in Theophilus, 2009) 5) The Model of Pines
On the other hand we also learned that in human relationship, the approach of the superiors must be there to support and motivate their employees. He also felt that there are two perspectives of how can be evaluated which are the Theory X and Theory Y. These theories were mainly based on the assumptions carried out on workers by their managers. McGregor has described and stated that Theory X manager believes that people don’t want to work at all, that they are there to override the organisation, he also concluded that workers are nto creative and not always smart. People tend to work adequately when they are promised something like rewards and when punishments are implemented, that means that they don’t really care about the organisation.
This is meant to show how fragile their job security was. If they made any mistakes, the boss would fire them and they would be replaced almost immediately. The workers got little pay because they were just as replaceable as the machines that they worked next to. The workers are just parts of a human machine. If one of them stops working, or stops being as efficient as they once were, the boss will just replace them as easily as a gear in a machine.
Beckton 1. Employees of this organization are characterized by high reluctance and strong lack of job satisfaction. There is a general dissatisfaction among them, that can be seen poor communication between the management and workers, and Human Resource seems to not understand the benefits resulting from the motivation of employees. The diagnosis of these problems will allow the organizations on the exact analysis of the reasons cause dissatisfaction, if management board understands how important it is job satisfaction will allow them to create a motivation system, which should effect on improvement of job satisfaction and following on the job performance. The creation of such a motivation system through rewards and development will have a positive impact on the development of motivation level and job satisfaction and following on the job performance.
If the employee is expected to perform routine or specialized job, he will feel bored and alienated, Repetition of the same task again and again makes the working situation worse. Another factor is the large impersonal organizational structure. Sometimes, if the employee feels that he is just a cog in the machine instead of a person; his morale will become very low. Lack of understanding of organizational goals may also affect the morale. Another factor which causes low morale is the assembly line operations moving at a constant
You’re not born with this skill, and just like other skills, you need to learn how and you need to practice. People particularly don’t like to . People like to Do, not Think. Doing is what gets rewarded and is satisfying. Companies and employees get paid for what they produce, and Doing is what accomplishes it.
This outcome could be a result of increase in responsibility of task on employees. According to Carpenter, some employee given extra responsibility may expect a pay increase or some form of benefits and compensation for putting extra time and energy. If this expectation is not met, frustration and dissatisfaction will result in work attitude. Another reason for the negative outcome experienced in HIS Department is that not all employee enjoys having to control how they work; if they are not pleased controlling how they work, they can become frustrated and dissatisfied with their job. With the negative outcome of job enrichment in HIS Department, it is a signal that employees are not motivated with the changes that was put in place.
Question 7 In industrial engineering make difficult decisions between permissible and impermissible action can be challenging regarding in relation to engineering ethics. For instance, the most conflict faced by engineers are abuse of power, environmental pollution, health and safety of people and workplace and achieving targets under lot of pressure due to, schedule and time and money constraints. This increases the risk of pushing engineers and organization into an ethical dilemma. Based on the scenario as Chief Engineer, who is a mechanical engineer that responsible to ensuring overall operation of the plans it was found that Engineer A was behaved unethically. This is because, the plan not yet review and checked in detail by him.
Although this theory had its advantages, workers grew very bored of doing the same task day after day. They began to feel like cogs and wheels of a machine with no real sense of accomplishment. The separation between management and workers was also an issue. The managers were being paid more money for simply supervising. Whereas the actual workers were being paid less for much more physically exerting work.
Even though Europe was advancing in science and technology it was simultaneously regressing in spirituality and philosophy. In the lines above Wordsworth says that humans and their intellect meddles with the environment. He urges people to stop indulging in science and art, which he refers to as “barren leaves”. The advent of industrialisation increased materialistic sentiments and greed for money, but it also empowered the middle class that gained employment in the industries. Though workers secured jobs for themselves, they experienced atrocious conditions at the hands of unethical employers.