The Level of Quality Output from Organizations - Essay Example

Job enrichment is defined as a satisfactory process in the field of business and enterprise transaction systems. The job enrichment factor entails a process that treats employees with respect regarding their positions and duty allocation. The job enrichment of individuals in organizational premises is a factor of concern for the worker's welfare that deals with motivational duties and a sense of promoting their working existence. Job enrichment is used when management wants to motivate employees so that they can be more productive. Job enlargement entails adding tasks and assigning more promotes duties to the existing job description. Job enlargement works based on an equal and fair distribution of tasks in an entrepreneurship system. This aspect of managerial skills is a fundamental productive approach to a successful business. Job enlargement is used so when management wants to increase employee productivity by assigning them more tasks so that they are occupied and work hard.
Question2
Maslow’s Hierarchy of needs is a clear description of the fundamental human requirements that are universal. Maslow’s Hierarchy principle is demonstrative and has a categorical chain of the procedure. The complete Maslow’s Hierarchy demands a protocol path that is demonstrative of the basic needs. According to the law, the fundamental requirement demands a complete execution of the basic wants before the principal is approached (Mantel, 214). Maslow’s Hierarchy entails:
1. Physiological level- At this level, the fundamental basics are highlighted about human survival. In this context, the normal functioning of the livelihood is addressed.
2. Safety level- During this context, the worker's safety is guaranteed by the employers or the management team. The management works on promoting basic security concerns and handles the health, financial and emotional well-being of the employees.
3. The sense of belonging- This principle touches on individual identification aspects to groups, societies, or classes. The employees would want to fit into a recognizable community depending on their categorical similarities (Mantel, 214). The organization or the employers would engage in competitive events, organize job trips and take part in teamwork involving activities that will instill a sense of togetherness and eventually promote love between workers.
4. Esteem- This is mostly felt by workers in an organization, where the employees feel the need to be respected and acknowledged for accomplished duties (Mantel, 214). It demands that individual potential is met by appreciation from the employer through a show of congratulation regularly.
5. Self-Actualization- In this context, individual mentality can influence the maximum potential output in an organization. It details the initial process of ability from a psychological approach and the perspective of the surrounding opinion (Mantel, 214). Even though an organization can never meet this principle from an individual angle, it is of the essence to work out this theory and try to change the approach to self-actualization.
Currently, I am at the esteem level and this is because I would like my efforts to be recognized and I will be rewarded appropriately for my hard work in any job I undertake.
Question 3
Adams's equity theory is based on the assumption that an employee’s hard work should be recognized and that their input should match their output and this ascertains that there is a productive co-existence between an employee and the employer. Examples of inputs are hard work, tolerance, and skills, which will be balanced by outputs such as salaries, bonuses, and recognition which will motivate the employee to work more.
My workplace is equitable as employers are rewarded for their hard work and achievements and this motivates them to be more productive and innovative. Read More