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NATIONAL UNIVERSITY OF SCIENCE AND TECHNOLOGY
Introduction to Management
ASSIGNMENT # 3
NAME: RAAIHA HUMAYUN KABIR
CLASS: BESE6B
REG NO: 122995
DATE: 11th May 2015
Q1)
JOB ROTATION
Job rotation is one of the concepts of management in which the workers or employees of a company or organization are allocated different jobs in the same organization after a certain period of time. This is helpful as it provides an opportunity to all of the workers to get familiarized with the rest of the organizational functions. It breaks the monotony of performing a repetitive job hence the employees are able to perform more efficiently due to a change in their repetitive routine. It gives them a chance to enhance or show their hidden skills which
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It basically means to merge different activities together at the same level with in a company and then add them in to the previous already existing job. For job enlargement to be successful the workers need to have knowledge and certain skills in other fields as well. Job enlargement helps the person to perform more efficiently as instead of performing a single repetitive task, he/she will now perform several tasks. The employees can enhance and learn newer skills which may lead them to earn better and perform a wide range of …show more content…
It states that a person’s behavior can be changed by using reward and punishment. Reward can be used to make a person behave in a way that the other person wants. Where as you can use punishment to prevent a person from behaving in a way that is unacceptable or not according to your standards.
In general, a stimulus is that evokes a physiological response in an organism. In terms of this theory the stimuli are certain external events that will alter or change the behavior of a person. Rewarding stimuli are connected with ones wants, likes and the need of satisfaction. This acts as a positive reinforcer. However reinforcement only occurs if there is a significant change in one’s behavior. A stimulus can cause either a positive reinforcement or a negative one. Positive reinforcer can be some stimuli event for which one works in order that they may gain it.
(EXAMPLE 1) For example if a child is asked to perform neat work and if he does then he will be given extra marks on his class work for every time he/ she does his/her work neatly, then this acts as a positive
Describes how job rotation can be used to combat the problems caused by job specialization?
Positive reinforcement works by presenting something positive to the person after a desired behavior is exhibited, making the behavior more likely to happen in the future (McAdams, 2009). An example of this could be when a child helps their mother with the dishes and the mothers rewards the child with ice cream. Negative reinforcement, is when a behavior is strengthened by stopping, removing or avoiding a negative outcome or aversive stimulus (McAdams, 2009). An example of this could be when the light goes green at a traffic light, the car in front of a person does not move. The person hates when this happens and from experience knows that honking the car’s horn gets cars that are in front of them to go
In this regard, “the strength and likelihood of one adopting these values are indicative of the amount of reinforcement and the frequency of it” (Burgess & Akers, 1966, 144). Secondly, Akers defines two classes of descriptive stimuli: positive and neutralizing/justifying.
Job Rotation. To avoid the employee felt bored due to maintain at a position or functional specialization for a long time, job rotation can be implemented. Job rotation can give new skills to the employee plus it can produce multi-skills workforce after certain period of time. Employees also will appreciate their job as they understand the whole system & the importance of each part of total
Operant conditioning is a kind of conditioning, which examines how often a behavior will or occur depending on the effects of the behavior (King, 2016, pg. ). The words positive and negative are used to apply more significance to the words reinforcement or punishment. Positive is adding to the stimulus, while negative is removing from the stimulus (King, 2016). For instance, with positive reinforcement, there is the addition of a factor to increase the number of times that the behavior occurs (King, 2016). An example of positive reinforcement is when a child is given an allowance for completing their household chores. The positive reinforcement is the allowance which helps to increase the behavior of doing chores at home. In contrast with negative
If a behavior is desirable, consequences called reinforcers are used to encourage the behavior in the future, via the process of reinforcement. Reinforcement can be positive (presenting reinforcing stimulus) or negative (removing a negative stimulus). However, if a behavior is undesired, a negative consequence can be used to discourage the behavior, through the process of either positive or negative punishment. In positive punishment, a negative consequence is presented after the undesired behavior occurs. When negative punishment it used the idea is the same “to discourage future display of undesired behavior,” but instead of presenting a negative stimulus, a desired stimulus is removed following the behavior.
For example, disciplinary punishment is used for reviewing our own actions by committing to personal change and training According to Foucault (1995), “The mechanics of training are to punish. Punish is to exercise because it produces a change and corrects an error” (180). The disciplinary power created a mechanism of control in institutions and can punish and reward in hierarchies. The penalties are used to normalize the behavior. For example, in school’s children are rewarded for their hard work and are disciplined. They are penalties when children do not do their homework. The students are able to learn from the penalties by completing all tasks on
Workplace diversity is having different people of different cultures, different languages, nationalities, and races, all working in an organization. When there is workplace diversity people are able to handle different types of situations because they probably handled a certain problem before so many times from where they come from. Throughout the years businesses have adapted to having more diversity in the workplace because of the benefits it offers. Workplace diversity helps organizations be productive, it builds a strong economy, and brings greater innovation, and moreover it leads to an organization making a profit.
There are three important concepts that are in this theory. They are antecedent, observable behavior, and consequences. When we are observing a child the first thing we want to do is understand what “triggers” their behavior. This concept is called antecedent, which is anything that comes before the behavior (Rizza 2014). There are two types of antecedents, direct and indirect. Direct is what happens immediately beforehand and indirect is not immediately before. The last concept is consequences, which is anything that happens after and is caused by the behavior performed (Rizza 2014). Once again, there are two different kinds of consequences, reinforcement and punishment. Reinforcement is what increases or strengthens a behavior so it will happen in the future. For example, one day Ms. W was so excited that a little boy named M was able to zipper his own jacket. She proceeded to give him a sticker and a high five. All of the other students saw how excited that Ms. W got and then they all wanted to zip their own jackets. The other concept is punishment; punishment is a way to decrease a child’s bad behavior. A punishment is anything from standing in the back of the line, going to the principles office, or taking a time out in the corner. Punishments are a way for a student to know what they did was wrong and not to do it again. An example of a punishment in my classroom
Positive reinforcement is a method of presenting to children the appropriate behavior from the inappropriate behaviors. This is done by pointing out the correct behavior and giving some form of encouraging reward. The idea is that all behaviors
The employee and employer identify and rework tasks and hours in order to increase employees’ job satisfaction. Correspondingly, this job crafting entail drawbacks. Drawbacks such as; erosion of focus, as well as inefficiency in the workplace. Crafting new tasks can erode the focus of the task; likewise, key elements may be eliminated. The workplace can become inefficient as employees may not be available when needed to complete crucial tasks. This can also have a negative impact of the productivity of the company. In essence, if employees are trying to juggle multiple tasks at once, other important tasks will be affected because one person can only do so much at a time. I believe all possible drawbacks to the job crafting process can be minimized by adding supervision. This will ensure the firm's goals are accomplished while creating a satisfied environment for
Negative reinforcement is removing something that is not enjoyable as the result of the behavior that is acceptable example is in Skinners box experiment, a loud noise continuously rang until the rat did what Skinner wanted the rat to do (Cervone, Pervin, Cervone, & Professor of Psychology Lawrence A Pervin, 2013). Positive punishment is used to eliminate a certain behavior and is giving something unenjoyable after the behavior. Negative punishment is used to eliminate a behavior and eliminating something you enjoy after the
Work specialization is used to describe the degree to which activities in the organization are divided into separate jobs (p. 232). In my organization there is a variable degree of specialization. Cross training strategies have been implemented to maximize employee versatility and all personnel are required to be able to perform in at least three different work centers. However, specialists are utilized in research and development and engineering. These specialists oversee the implementation of new products and manufacturing processes.
Job Enlargement is the practice of expanding the content of a job to include more variety and more tasks at the same time. Job enlargement is used to increase the job horizontal loading. Usually, job enlargement is practiced for those who work in a less specialized area. It is used mostly to let the non-specialized employees to gain more experienced trying new position while giving them little by little skills from working in variety of work. This is usually applied to the general clerk and some other low level employees of the
The correlation results showed that the measures of job rotation were directly related to the employee motivation, development and the job commitment. From the study, 110 employees, which accounts for 88%, suggested that by through job rotation, they have acquired so many knowledge and competences on various job sections in the company. Consequently the study revealed that 120 of the employees have been in the company for more than 3 years. From their response, the most of them indicated that they enjoyed working in various job placements as they usually gained a lot of ideas and satisfaction, which may not be gotten from anywhere else. This showed that job rotation can indeed improve employees’ personal development through acquiring organizational and technical knowledge as well as enhancing their stay at the company, which is commitment. This relationship between the job rotation and the employee development and commitment indicates that a company that gives its workers various chances of gaining the skills diversity, also enhances their interests and thus, would have promotion chances in the institution. This is so in regard that, 60% of the Amazon Inc were found to have been promoted to superior positions due to their interests and competences they acquired from job rotations (Jorgensen,