Understanding and Managing Organizational Behaviour - Case Study Example

Job Redesign and Workplace Rewards Introduction Every organization faces a variety of challenges based on how the best employees can be retained through proper motivational procedures. One of the greatest assets for every organization is a productive human resource. In the modern dispensation where diversity is the order of the day, a number of organizations work tirelessly to motivate the employees and have them satisfied in every line of duty. When the employees of a particular organization are motivated, the productivity rates of such a company rise to a greater extent. There are varied and diverse ways through which organizations can have their workforce motivated so as to enhance performance (Armstrong, 2012). Different companies have diverse issues that need to be dealt with in order to ensure that employees are up to the level that is required for enhanced motivation and productivity. It requires that a company develop the right strategies to enhance performance of a respective organization. Every department in an organization is unique and therefore, requires different motivational strategies to enhance performance (Cooper et al, 2009). Kroger pharmacy Kroger is an established pharmacy that deals with a wide range of drug substances. It has a number of customers both locally and internationally. In the local set up, the company receives many customers at different intervals within a day. It, therefore, requires that every department work round the clock to ensure that the customers are well served and their expectations met as appropriate. On the hand, the employees are vital to the wellbeing of the company. Case in point is that the technicians are very essential components of the company. It has been argued that the technicians in the company are the most motivated and productive in the company. There are a number of issues that enhance the motivation and productivity of the company. Kroger pharmacy technician A technician at the pharmacy has a wide range of duties in the company. Case in point is that the technician is in charge of all the issues that related to the technical issues in the company. One of the duties of the technician is to ensure that there are no faults in any department within the organization. The technician is in charge of every department in terms of technical issues. At the Kroger pharmacy the technician is charged with the responsibility of supplying the drugs to the patients either on prescription or at the counter. Consequently, the technician is charged with the responsibility of assembling the different drugs for the purpose of prescribing. On the other hand, the technician is supposed to give the necessary information to the practitioners and the patients in so far as the prescriptions are concerned. At Kroger, the technician is supposed to maintain the areas where drugs are kept for necessary safety. These jobs are well defined and specific to the technicians to the extent that there are no discrepancies in the job. Self-management To some extent, the company allows the technician to perform the duties without any interference. On different occasions, the management of the company reviews the duties of the technician to find out if the issues of performance are up to the expected levels. However, it can be noted that there is a relatively self - management that has been allowed by the company in so far as the technical job is concerned. The technician is allowed to come up with own methods that are able to ensure that the duties and performance are streamlined. There have been suggestions in the past aimed at allowing the technician operate as independently as possible to allow the technician generate own ways and means of ensuring that satisfaction is achieved in the line of duty as appropriate. Intrinsic motivation Intrinsic motivation is when an individual derives a level of satisfaction in whatever duty being performed. People participate in some activities because of the reward system derived from within (Herzberg, 2003). The position cultivates a sense of intrinsic motivation to a large extent. Case in point is that the technician finds the job interesting because it is directly related to the professional duty. The technician finds a level of satisfaction in the job because it is one way through which performance is enhanced and job experience increased. The technician finds the job rewarding in the sense that learning is continued to a larger extent. The organization allows the technician at the pharmacy to derive satisfaction from the job. From the analysis and evaluation of the technician job, it is independently verifiable that the job is rewarding to the technician. Over the years, the technician has grown both in stature and professional wellbeing because the job is internally rewarding to a great extent. If the technician is not able to derive satisfaction from the job inwardly, it is less likely that there will be productivity. Intrinsic motivation is derived to a greater extent in the job and the productivity of the technical department has been praised on the intrinsic motivation derived from the job. As days go by, the technician is set to derive more motivation for the job. Reward system in Kroger pharmacy Bonus plans The company has diverse bonus plans for all the employees in every department. In the past, there were no bonus plans that were inherent in the company. The bonus plans were initially meant for those in the management only. Later, the executives of the company realized that given bonuses to a clique of people and leaving the rest of the workers. In the present dispensation, the company has an elaborate bonus plan that ensures that every person in a respective department is covered in the bonus. However, the bonuses are paid only when the pharmacy makes substantial profits. In different occasions, the company ensures that bonuses are paid to individuals with exemplary performance in the company. The employees have criticized the bonus system on some instances. Case in point is that the bonus system is not predetermined. Bonuses are only possible when there are huge profits. There is nothing that determines when the profits are huge instead; the top executives are the ones who determine when the bonuses are to be paid. One on one reward Employees who show exemplary performance in their duties are given personal rewards. For instance, the employees are taken on holidays and retreats as a way of appreciation for the individual employees. Kroger Company also ensures that the employees are praised and recognized in end year get together parties. The individual employees are given proper motivation to ensure that there is a level of productivity in the company. The one on one reward system is aimed at having the other employees in the company are also motivated to show exemplary performance in their line of duty (Lunenburg, 2011). Evaluation of the reward system The reward system in the company has been to some extent successful. The bonus plan has had mixed reactions based on how it is implemented. A bonus system should be an elaborated system that brings out profitable outcomes for the company. The manner in which the bonus systems implemented is not sustainable and may be detrimental to the productivity of the company. A bonus system should be elaborate and capable of producing results that are hoped for by the company. In the case of Kroger, the bonus plan may not work for the company as choreographed. A one on one reward system has in the past system been ailed for its ability to raise the productivity of organizations with limited effort. A reward system is one way of thanking the employees for their exemplary performance in their respective duties. At the company, the reward system of rewarding employees has been very effective. Workers feel very motivated and on different occasions, every single employee works hard in the respective department in order to get appreciated for the job done. An effective reward system should be able to impact on the workers positively (Lunenburg, 2011). The two reward systems have been effective, though the same cannot be said for the bonus reward system. Employees at all times require processes that are predictable and able to bring reward. The pharmacy may have to review the reward system so has to ensure productivity and quality. There needs to be dynamism in the reward system to ensure that different reward systems are adopted to ensure that the reward system is efficient and effective. Goal setting Kroger as a company sets specific goals that are aimed at raising the profile of the company in terms of quality and productivity. There are goals set specifically to the position of a technician. The goals that are set are aimed at making the technician achieve the objectives that come with the position. One of the goals that are set with respect to the job is to have a time line over which duties are completed. Consequently, the goal is to employ people who are able to meet the objectives of the company. The goal of the company is to have a vibrant department that is capable of delivering the desired results. The company sources for individuals who are competent to work through the different duties. Another goal that is set with respect to the position is to ensure that the person is able to provide effective and reliable services to the company. How goals are set The goals are set based on specific, but variable targets. One of the considerations that are used in the goal setting is by drawing up the timeline (Rouillard, 2003). The time for which a specific task is done is set as appropriate. One of the other considerations in setting goal is attainable. The goals that are set with respect to the technician job are only set based on the ability to achieve them. The company also sets goals that are relevant to the position. In this case, the pharmacy only considers the various goals that affect directly the technician job. The goals are also considered based on the measurability. In this case, the goals are set based on measurability (Gareth, 2005). The goals that are set for the position are effective to the extent to which they ensure profitability and quality. Setting of goals is meant to help the company achieve the predetermined objectives. In the case of the technician job, the goals set are very specific and in line with the wellbeing of the job. Every job has varied specifications and it requires that the goals are in tandem with what is to be achieved and within the confines of the job (Rouillard, 2003). Conclusion Kroger pharmacy has a number of positives in the manner in which they manage the welfare of the employees in terms of motivation and rewards. The technician job is one of the jobs that have proved that the company is able to meet the needs of the workers with respect to motivation and rewards. However, the company needs to redesign the job and assess the different reward systems in the company to ensure that the company improves in terms of productivity and quality enhancement. References: Armstrong, M. (2012). Armstrongs Handbook of reward management practice: Improving performance through reward. London: Kogan Page. Cooper, C. L., Sutherland, V. J., & Bond, F. W. (2009). Organizational stress management: A strategic approach. Basingstoke: Palgrave Macmillan. Gareth R. Jones, J. M. G., (2005). Understanding and Managing Organization Behaviour. 4 Ed. New Jersey: Pearson Prestige Hall. Heneman, R. L. (2002). Strategic reward management: Design, implementation, and evaluation. Greenwich, Conn: Information Age Publ. Herzberg, F. (2003). One More Time: How Do You Motivate Employee? Harvard Business Review, Jan 81(1), pp. 87-96. Lunenburg, F. C. (2011). Motivating by Enriching Jobs to Make Them More Interesting and Challenging. International Journal of Management, Business, and Administration, 15(1). Rouillard, L. (2003). Goals and goal setting: Achieving measured objectives. Menlo Park, CA: Crisp Learning. Read More