Management: Organizational Behavior American Workers Have Been

Management: Organizational Behavior

American workers have been brought up in a society that emphasizes individuality, thus it will be difficult for them to readily accept the notion that group-based rewards are as beneficial as individual ones. Though Americans are used to the 'team' work concept, many still prefer receiving individual recognition for their achievements. This is due in part to the emphasis on individual achievement and competition evidenced in many organizations.

Job rotation is an effective tool for allowing employees to sample other jobs and cross train. It not only provides variety but enables an employee to gain new skills and learn about the functioning of an organization as a whole. Job enrichment is equally important, allowing employees to add more interesting and challenging roles and skills to their present job. This may entail increasing job functions or responsibilities. Job rotation is more likely to result in a cross trained employee, whereas enrichment a more skilled employee.

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QWL suggests that employees are interested in finding jobs that are meaningful and jobs that recognize their contributions and importance as employees. During times of declining economic activity and unemployment, individuals are less likely to seek out jobs that have a high QWL, and instead are looking for any job that will provide an income.

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Some industries are moving away from job emphasis so employees are more likely to take on diverse functions and not focus on what is considered 'their job' versus 'someone else's job'. In order for organization to remain productive, a shift in organizational thinking must occur that allows employees to accept the notion that their job may entail functions not outlined in a specific description.

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Certain aspects of a job such as repetitive tasks can't necessarily be enriched. If a job for example requires that an employee stand on an assembly line and insert a peg into a hole over and over again, this 'task' can't necessarily be changed. HOWEVER, management can enrich the job by providing the employee with incentives, a positive work environment and other non-tangibles or training opportunities.

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Personal goal setting is possible without feedback, but less likely to be successful. Feedback is important because it allows the employee an objective viewpoint of what the job entails and how it can be improved. Feedback is directly related to job content because it provides a framework within employees can operate and establish a frame of reference for working in.

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Job enrichment is more likely to be effective at increasing motivation and performance in a manufacturing environment. It is in this type of environment that you see a lot of 'task oriented' and banal positions, where employees need to focus on something outside of the task at hand in order to realize true motivation and job satisfaction. The employer can engage in many job enrichment activities to improve an employee's sense of worth and contribution.

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I most value job enrichment. It seems more an more important that employers find ways to keep employees motivated to perform and excited to be on the job. This is particularly important when employees sacrifice QWL (quality of work life) in a troubling economy, because they are less likely to be motivated at the start of a job.

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The face of the workforce is changing. More and more parents need time off to manage children's schedules and daycare. More and more women are holding executive positions, needing time off for maternity and similar venues. More and more men and women are beginning to seek a work life balance. As this becomes more important, things such as flexible work schedules are becoming more important.