Tuesday, January 26, 2010

Chapter 4

Concept and Brief Description

Analyzing Work and Designing Jobs

It’s interesting to learn that there is actual strategy in designing job descriptions, job analysis, and job designs. These things are essential in workflow for an organization. There is so much creativity needed to maximize employee production and satisfaction. If a company fails to connect with the employees prior to starting, there can be many discrepancies in job duties. There are many employees that lose satisfaction because they don’t always know what they’re getting into. There are also many employees that lose satisfaction because they lose interest. Being creative in structuring standard job details such as work hours and breaks allows for staff to be more satisfied and committed.

Emotional hook

(provocative question/ claim/real-life problem):

Thinking of your current job or previous jobs, what could have been done by administration that would have created more interest and loyalty without sacrificing your job output?

Key points to elicit in discussion.

It’s important to maintain focus on the company’s purpose and what they hope to accomplish, but that purpose can be achieved if employees can also become an important focus. Job satisfaction is has a strong ability to create loyalty.

Facilitative questions

Is job output directly correlated to job satisfaction?

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