¶ … maintain high levels of job satisfaction for this job because the job is inherently fun and engaging for employees who will enjoy meeting tourists and taking them for rides in the desert and introducing them to local foods and customs. We will also incentivize our employees by giving them rewards for bringing in maximum amount of tourists per month. Incentives are a good way to keep job satisfaction high (Pink, 2011).
The SPS for the two jobs is in the satisfied region, as each of the five core job characteristics is met: skill variety, task identity, significance, autonomy and feedback. There is variety of skills to the jobs, as they go from driving to dining and always guiding, and this is a significant skill because not many people can do it so there is pride in the job. The worker is autonomous so this is high and feedback comes from tourists who show appreciation. So every core is met and scored high.
None of the core job characteristics scored low so there is no need to improve on these. The organization will foster commitment by promoting growth in the workplace and promising expansion if the company succeeds. Workers will be able help with the expansion and franchise the company into different parts of the country. Leadership will also be helpful in establishing commitment as good leadership is necessary for organizations to grow and have positive morale (Den et al., 2012; Schyns, Schilling, 2013). There will be no issue with any of the types of organizational commitment -- affective commitment, continuance commitment or normative commitment. For the first type, our workers will want to stay at their job because it is fun and unique and allows them to travel and be outdoors. For the second type, our workers will feel the need to stay with our company because it is employment that can take them places. For the third type, I workers will feel that they should stay with our company because it has good incentives and allows them to meet new people and celebrate their country's good points. Of the three, the first is the most important because it is related to the will of the worker and the desire to be part of the team.
B.
Our business will manage and minimize stress by being true to the nature of the job. The job is all about relieving stress for people, so it takes them outside into the desert to have fun drifting and then to eat and explore local Kuwaiti life. There is no stress because this job is about having fun. The only stress is being safe and we will emphasize safety in our training.
No one likes to be stressed and so for our company we praise workers for being excited about having fun and showing tourists a good time. There is no anxiety about having to meet a fun quota -- but we do incentivize workers for bringing in maximum tourists. So there may be some stress for workers to find tourists but there is no worry about losing a job because we are all looking for tourists together to have fun so there is no need to stress.
So we will develop a company culture that is based on being laid-back and loose and not uptight or worried. We want to give off a good vibe to tourists and show that we are having fun because that will make them want to come and have fun with us too. Organizational culture is thus important to our success and we will define our culture by being laid-back and able to have fun all the time (Kissack, Callahan, 2010). Our aim is to make the tourist have a happy and memorable experience so that they will want to tell others to go to Kuwait and see our business for fun.
Also, the fact that our company encourages workers to get outdoors and have fun shows that we are in the business of managing stress. If no tourists are coming in, then we go out and find them and tell them about what we do. We excite people and show them we are safe and that everything is above board.
C.
Compensation will be earned on an hourly basis and on a commission basis. So if workers bring in tourists for driving they will receive a commission. If they bring in tourists for exploring local life and dining, they will receive a commission. But always they will receive an hourly basis rate for their work in the office and...
Here the motivation for bringing in tourists is the commission they will receive for brining in people who want to experience what Kuwait has to offer.
Leadership will also be a motivational factor. Leaders and managers help to motivate by being likeable and by helping workers to tap their potential. Our leaders will do this by training them and showing them how to draw tourists and how to maximize the thrill experience for tourists.
Workers will also be motivated to maintain equipment because they will receive hourly compensation for this part of the job when they are not guiding tourists and they will also know that if the equipment is not working then they cannot show the tourist around, so it is part of their training that they understand the importance and value of this work. They will then be motivated to take pride in their work and be the best thrill ride tour guides in the country and be called upon by visitors from around the world to have this experience with them.
Psychological empowerment in this category will come by using education to show how maintaining equipment and taking pride in one's appearance and manners is a top-notch way to win business. It empowerment will come by way of pride and being proud of who and what we are and knowing that we have skills and talents that others can use to enjoy themselves. So the empowerment will come from training, from positive workplace culture, and from leadership showing the way to be a complete and total package for the visitor.
D.
A programmed decision that we will make in our company is to commit to a routine of maintenance for equipment, gassing the cars, checking the oil and cleaning them after every trip. And for bringing in tourists, we will go to the hotspots in town and advertise and talk to people for a specific number of hours per week so as to always be vocal and visible in the streets. We will also use social media as a routine and be promoting the business online and making routine posts so that there is constant traffic for our business.
A non-programmed decision will be made when we are out with tourists and they are dining. What if one of the tourists suddenly says that they have an allergy? The worker will have to consider whether this food will be good or bad for them and they will have to make a right decision that is not based on any policy, so this will be a new or unique scenario that will require thinking on the part of the worker. It is important to be safe not sorry for this sort of activity, so it is necessary to be able to make this kind of non-programmed decision effectively at all times.
Common errors can be minimized for programmed decisions by outlining the routine for workers every day and putting posters on the walls at the office to remind them. These can be visual ways to reinforce a concept about managing time effectively and maintaining equipment, engines, and dressing appropriately for clients. This will be a good way to minimize errors in programmed decision making processes. A worker may think, "Should I refuel the car now or later?" after a trip and if he remembers the policy is to always refuel right away after a trip, the worker will make the right decision and not put off fueling the car and perhaps forget about it.
Errors with non-programmed decision making may be that the worker does not know how to tell if this is a food that may be an allergy for a client. The worker should be able to investigate by talking to the cook or by understanding the menu. One way to reduce errors in this manner is to be very familiar with everything that we take clients to see and to not go places that we ourselves do not know very well. So we should always be very intelligent and knowledgeable about our field and where we are going with individuals. In this manner will always be informed for them so that we can answer any questions they may have and we will also have a good relationship with these businesses because we are always taking clients to them when we are working…
