Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Essay:
Job Redesign and Workplace Rewards Assessment
Identify the current major components, tasks, or responsibilities of the selected position. Does the job currently allow any self-management or sense of choice? Does the position cultivate a sense of intrinsic motivation?
Coca Cola Company represents the largest manufacturing, marketer, and distributor, of non-alcoholic beverages and syrups across the globe. The approximate turnover of the company is above six millions beverages per day. The company also boosts of the largest distribution system across the world. The company operates on four missions: to create a value in brands and difference everywhere the company engages; to be a global leader in beverage; to refresh the planet in mind, body, and spirit; and to inspire moments of optimism through company's brands and actions. Coca Cola Company operates on four vision elements in order to meet the needs and preferences of the consumers. The first element is people. The company wishes to create a place of work where employees fulfill their potential through motivation. The other element is planet. The company aspires to be a responsible citizen across the world with the capacity to make a difference. The last element of vision is profit. The company has a vision of maximizing the return of the shareholders thus obtain sustainability of the business entity. One of the crucial positions within Coca Cola Company is the Human Resource Management. This position or department has the obligation of assisting the organization in the achievement of goals through recruitment and maintenance of effective employees (Data monitor, 2011). Some of the activities of the human resource management include
Execution of activities in relation to the organization work and job design
Training and development of the current and new employees of the company
Recruitment and selection of new individuals to join the competitive workforce
Execute activities in relation to compensation and rewarding of the employees
Ensures the health and safety of the workforce
Deals with activities concerning employees and labor relations
Overall planning of activities of the company in different aspects of the company
The human resource management of Coca Cola has six functional departments: marketing, finance, sales, administration, packaging, and research and development (Byars & Rue, 2000). The company values human resource position in the realization of the goals and objectives of the company. The position has the capacity to enable individuals or employees achieve self-management or sense of choice. This is because of the freedom to explore individual potential in the process of executing roles and obligations of the position. The position provides room for creativity in order to survive in the competitive market and industry. This occurs through organized training and development activities aiming to equipping the workforce with the needed experience and skills to achieve the goals, mission, vision, and objectives of the company. The company also offers crucial information to this position thus furthering the development of human resource within the structure of the organization.
Human resource management cultivates a sense of intrinsic motivation because of the components and activities or roles in relation to the position. Human resource management is crucial to the achievement of the mission of the company hence the essence of intrinsic motivation of directors in relevant departments to work towards the achievement of the set targets. The achievement of competitive workforce offers self-motivation to the human resource hence the aspiration to achievement the set targets. The organization of the human resource position initiates competition among workers or employees thus the development of the intrinsic motivation to drive the company forward. The essence of competition within the organization and across the industry allows the members or employees to develop the inward competent trait or ability in order to achieve the personal gain. The extent of other external motivational tools or activities such as appropriate payment for services of the company provides room for development of intrinsic motivation. These external activities include the health benefits, educational or training development, and financial benefits or compensation in relation to performance. The external motivation (extrinsic motivation) enhances the development of intrinsic motivation hence its existence in the human resource position. Human resource management position within the structure of the company enjoys full endorsement hence enhances the essence of self-motivation to the employees in the relevant components.
Briefly discuss current company-wide rewards, such as bonus plans or profit sharing, and one-to-one rewards, such praise or recognition. Examine and evaluate if these rewards are effective in motivating behavior for this position.
Coca Cola Company has the one-to-one reward system in the context of Employee of the Quarter program (EOQ). The aim of the EOQ program is to honor or recognize the efforts of the outstanding and dedicated employees for the relevant period. The company is able to motivate employees to perform better as well as create a competitive environment within the organization and across the market or industry. In order to qualify for this nomination or honor, one must meet several criteria. The first criterion to qualify for the EOQ honor is permanent status of the employee while executing duties and obligations. The employee must also show enormous elements discipline (no discipline action against the employee for the duration) in the past year or so. The attendance record of the employee should be excellent in order to qualify for the EOQ honor. This should supplement punctuality of the employee while executing the roles and responsibilities of the relevant positions in various departments. The employee must also own the results or achievements in relation to set targets and goals. This should supplement the completion of the duties or achievement of the goals and objectives (Data monitor, 2011).
Other one-to-one motivational rewards by the Coca Cola Company include Sales Dangle Context and Gold Context. Sales dangle context allows the best employee in relation to turnover to enjoy recognition or honor for the efforts and skills in achieving the set goals and targets. The company also adopts the increment in the salaries of the performing employees as a way of sharing the profits for the financial year. This reward system applies to the development of the employees concerning the total revenues and profits for the financial year. Employees also have the capacity to jump to higher grades within the workforce while executing the set targets and objectives. The company promotes performing employees thus motivating the workforce to achieve higher targets. The other reward system is designation change that allows the performing employees the opportunity to occupy other positions because of their excellent performance. Coca Cola Company also adopts the annual incentive plan to reward the performance of the workforce for the financial year. Employees of the workforce have the opportunity to obtain rewards through the implementation of personal progress report. The personal progressive report aims at recognizing the efforts of the employees in meeting the goals and objectives for the financial year (Data monitor, 2011).
The rewards are effective and efficient in enhancing the performance of human resource position within the structure of the company. The EOQ honor, for example represents high motivational tool because of the development of the intrinsic or self-motivation. Grade jump also facilitates the achievement of goals and objectives within the organization thus execution of the mission and vision. Human resource department develops essential reward system that operates on monthly, quarterly, and annually durations. The aim of the reward system is to influence the performance of the employees in satisfying their needs and objectives of the organization. The implementation of the rewards in the company enables the increment of the total revenues and profits levels thus the achievement of the competitive advantage across the industry. The appraisal system of rewards is an effective approach that supports and redesigns the culture of the organization thus the development of human resource position within the structure of the company. Since the appraisal system is uniform to the employees, it enhances the efforts of the employees through effectiveness and productivity of the company.
Identify how goals are used at your company with regard to the selected position. Be sure to consider what kinds of goals are set, how the goals are set, and if the goal system is effective for this position.
Coca Cola Company adopts numerous methods of setting goals and objectives to drive the performance of the organization. The goals are set at individual, department, and organization level in relation to the mission and vision of the firm. The goals must be in line with the vision and mission of the company to promote the culture of the organization hence the development of the competitive advantage within the industry.
Kinds of Goals Set
Individual goal is set in accordance with the mission and vision of the company. Workforce or employees set the individual goals in order to achieve the intrinsic rewards or self-motivation. An employee within the organization might decide to set the goals in order to obtain the rewards such as promotion or increment in the salary levels, EOQ honors and recognition, and annual appraisal program. The individual goals…[continue]
"Job Redesign And Workplace Rewards Assessment Identify" (2012, August 09) Retrieved December 10, 2016, from http://www.paperdue.com/essay/job-redesign-and-workplace-rewards-assessment-81504
"Job Redesign And Workplace Rewards Assessment Identify" 09 August 2012. Web.10 December. 2016. <http://www.paperdue.com/essay/job-redesign-and-workplace-rewards-assessment-81504>
"Job Redesign And Workplace Rewards Assessment Identify", 09 August 2012, Accessed.10 December. 2016, http://www.paperdue.com/essay/job-redesign-and-workplace-rewards-assessment-81504
93). This approach allows members of the team to act autonomously; that is, once the supervisor is selected each member of the team has their own target to hit, and their own method or tools for realizing their target or goal. When they achieve this goal, they are rewarded through recognition of their efforts and greater autonomy or a promotion. This in turn may lead to increases in status
Leadership Discussions First Half Conflicting Obligations Identify at least two ethical dilemmas that occur when you are in a position of leadership. What makes the dilemmas ethical? Would you expect each person to react to the dilemma in the same way? People have different ways of reacting to dilemmas. In my position as a leader, I have encountered a situation where I had to choose tow rights. In this case, I was entangled
Five-Year Skills Development Plan: The modern working environment is characterized by limitless employment opportunities and minimal worker loyalty. As a result, today's workplace is an environment where organizations need employees more than employees' need for the business. The emergence of this difficult working environment has contributed to several challenges to both employers and businesses. Some of the major challenges employers encounter includes difficulties in finding skilled workers and the need for
Psychosocial hazards or risk factors can be defined as "those aspects of work design, and the organization and management of work, and their social and organizational contexts, which have the potential for causing psychological or physical harm" (Cox and Griffiths, 1996, 129-130). This research proposal provides an analysis of problems with current measures of psychosocial hazards, and then investigates the theories that underlie how work events lead to emotional and
HRM and the Department of Veterans Affairs Human Resource Change Management Plan Approach Paper for Department of Veterans Affairs Objective E.1 from the FY 2003-2008 Strategic Plan Like every other organization in the world today, employees are the foundation of the Department of Veterans Affairs and the key to its success. In spite of the enormous contribution made by VA to the country in caring for its veterans and their families, the
Human relations are vital. Teachers must trust each other, there must be norms that support productive criticism, and there must be techniques in place for combining and resolving disputes. Arrangements need to be in place that generates discussion for problem identification and decision making. These arrangements could be things such as normal team meetings amid teachers at the same grade level or department meetings within high schools and middle
Action The importance of creativity and innovation in the workplace is well documented, but the debate over nature vs. nurture continues with some authorities maintaining that people are born with attributes such as creativity and innovation while others argue that such attributes can be inculcated over time (Furnham & Heaven 1999). To determine the facts in these matters, this case study examines the relevant literature to gain some fresh insights