11-10-2012, 04:03 PM
Job Design with respect to Employee Motivation, Welfare, Training, Development and Customer Relationship Management
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ABSTRACT:
This research "Job Design with respect to Employee Motivation, Welfare, Training,
Development and Customer Relationship Management" was carried out to identify factors which
play important role in job design so that it could best motivate the employees and in return they
give best performance. This research thesis, which drew knowledge from many disciplines
(e.g., psychology, engineering, human factors, physiology), demonstrate effect of job design
on employee motivation in order to enhance their performance at workplace. This mixed
method study used both quantitative (survey) and qualitative data (from websites) for analysis
and interpretation, which provide information not only about existing designs but in the end a
model job design is presented to improve both their efficiency and effectiveness. It was
concluded that different job designs deeply influence the performance of an employee as it
guides the behavior of an individual. So in order to be competitive in the global era employees'
job must be designed in all round manner.
INTRODUCTION:
Organization is the strength of any business. The more organized and efficient the
different components in the business are, the better it functions and produces. Breaking down
tasks associated with each component in the system has led to the concept of job design. "It is
important to identify employees' wants and desires which includes:
· Praise and recognition-often employees feel that they get noticed only for the things
they do wrong and not for the things they do right;
· Job security;
· Opportunity to advance and gain new experiences;
· Communication-to know where they stand in the eyes of their employers and what is
right or wrong;
· To feel involved in the company-to take part in making decisions.
The main purpose of job design (or re-design) is to increase both employee motivation
and productivity (Rush, 1971).
The efficiency of a person depends on two factors. Firstly, the level of ability to do a
certain work, secondly, the willingness to do the work. So for as the first factor is concerned it can
be acquired by education and training, but the second factor can be created by motivation. A person
may have several needs and desires. It is only strongly felt needs which becomes motive. Thus
motives are a product of needs and desires motives are many and keep on changing with time
motives are invisible and directed towards certain goals.
Motivation means that process which creates an inspiration in a person to motivation is
derived from the word 'motive' which means the latest power in a person which impels him to do a
work.
Motivation is the process of steering a person's inner drives and actions towards certain goals
and committing his energies to achieve these goals. It involve a chain reaction starting with felt
needs, resulting in motives which give rise to tension which census action towards goals. It is the
process of stimulating people to strive willingly towards the achievement of organizational goals
motivation may be defined as the work a manager performs an order to Induce Subordinates to act
on the desired manner by satisfying their needs and desires. Thus motivations is concerned with
how behavior gets started, is energized, sustained and directed.
OPERATIONAL DEFINITIONS:
JOB:
A job is a regular activity performed in exchange for payment, especially as one's
occupation. A person usually begins a job by becoming an employee, volunteering, or starting a
business. The duration of a job may range from an hour (in the case of odd jobs) to a lifetime (in
the case of some judges). If a person is trained for a certain type of job, they may have a
profession. The series of jobs a person holds in their life is their career.
JOB DESIGN:
It refers to the process of determining exactly what an employee does on the job: the
tasks, duties, responsibilities, decision-making and the level of authority
MOTIVATION:
Motivation is goal directed behavior. Factors, which energize, direct and sustain
employee behavior.
JOB PERFORMANCE:
Job performance is a commonly used, yet poorly defined concept in industrial and
organizational psychology, the branch of psychology that deals with the workplace. It most
commonly refers to whether a person performs their job well. Despite the confusion over how
it should be exactly defined, performance is an extremely important criterion that relates to
organizational outcomes and success.
DEFINITION OF MOTIVATION :
1st Definition of Motivation: According to Michael J. Jacius, Motivation is the act of
stimulating some one or oneself to get a desired course of action or to push the right button to
get a desired reaction.
2nd Definition of Motivation: According to Dalton E. Mc farland, "The concept of motivation is
mainly psychological. It related to those forces are many and keep on changing with time motives
are invisible and directed towards certain goals.
TECHNIQUES OF MOTIVATION:
The main techniques of motivation are as follows:
• Positive and negative motivation.
• Financial and Non-financial motivation.
• Individual and group motivation.
• Extrinsic and Intrinsic motivation.
IMPORTANCE OF MOTIVATION:
Motivation is one of the most crucial factors that determine the efficiency and effectiveness of
an organization with its help a desire is born in the minds of the employees to achieve successfully
the objective of the enterprise. All organizational facilities will remain useless people are motivated
to utilize these facilities in a productive manner.