Organizational Behaviour
- 최초 등록일
- 2007.08.17
- 최종 저작일
- 2007.04
- 21페이지/
MS 워드
- 가격 4,500원
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목차
Executive Summary 3
Introduction 4
What factors affect employee motivation? 5
Level of variety, decision-making freedom 5
Job satisfaction 5
Occupational stress 5
Employee motivation 6
Job Design 7
Job specialization 8
Job enrichment 9
When is either approach more effective? 10
Job Redesign 10
Job Characteristics Model 11
Job Goal-setting Model 14
What can ensure both organizations and individuals benefit? 15
Benefits of Job Design 16
Conclusion 18
References 19
Appendix 1 20
본문내용
To balance job specialisation and job enrichment in the workplace requires careful job design and an understanding of what motivates employees, within an organisation environment that fosters and benefits from these principles.
Understanding what motivates employees in each particular workplace will allow organisations to best determine the method of motivation that will provide growth for each entity.
Job specialisation is used when workers need to become skilled at a specific function, and can be motivated to do this. Typically job specialisation will benefit the organisation more than the individual and will often lead to boredom for the worker.
Where work systems are more variable, ambiguous and complex, job enrichment may be a better option. Within job enrichment; the Job Characteristics model recognizes characteristics that benefit both the individual and the company, the Goal Setting model looks to set challenges to the employees, and the Empowerment model aims to increase worker autonomy.
Lawler (2000) gives organisational structures and mindsets that will allow for both organisations and individuals to benefit from job design, ensuring the duality of motivation between each be understood, and catered for.
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