Macro, Meso, Micro Level Factors in Assessments of Job Quality - Report Example

AN EXAMINATION OF THE EFFECTS OF MACRO, MESO, MICRO LEVEL FACTORS IS ESSENTIAL FOR THE ASSESSMENTS OF JOB QUALITY Introduction The effects of the Meso, Micro and Macro environment upon the job quality assessment is the subject that would be critically evaluated and understood in this assignment. The essence of job quality can be defined in many a ways that the institutions of the various nations do take into consideration while preparing the job quality elements like wages, skill sets acquired, job suitability for an Individual is accessed in the dimensions of the job quality assessment. Therefore, the various external and internal and the mix of both as the business in a particular set up suggests the quality of jobs that the Business environments decides. To build a benchmarking for the job descriptions, skill and knowledge requirements essential of job description evaluation gets its quality evaluated. However, it is important to note that the evaluation for the job and its qualities would certainly vary from economy to economy. With the use of technology qualitatively equal for a similar job quality evaluation due to many technical and quantitative factors and the differences those are made thus, those would also be touched upon, in the essay. Job Quality: Subjective and Objective Approaches The concept of Job Quality in terms of the Business terminologies can be further subdivided into its subjective and objective approaches in the business. The objective approaches in the Job Quality assessment would focus upon the employees well being which have a relatively direct effect upon the employees output (Campbell and Craig, 2005). Therefore It can also be argued that the outputs can be positive for the business, once the employees are happy and satisfied with their wellbeing and remunerations. The attrition and employee productivity along with innovation and process developments can take place when the objectivities of the job quality are met by a business. The employee’s objective and its satisfaction through a job is a subjective affair. Brinkman (2014) argued that the employees of an organization joins a job or a brand and develop their own attribute and job objectives for fulfilment in their career with a particular business (Demos and Segal, 2006). The more satisfied they are, the more would thus be the interest to perform and achieve desired quality that have a direct relation with the performances. Therefore, the way that the business tries to achieve the subjective outputs from the business is dependent upon the way they balance the employee satisfaction, job skills and career aspirations. In this context, Fayolle and Kyrol (2008) suggests that the Job Quality is the multi-dimensional and is objected to assure that, an individual gets what their skills best suites the job role and business and its influences beyond the market place. The Level of Analysis: Meso, Micro, Macro Analysis The social scientists of the day has developed an idea to determine the location, size, scale like factors those determines the scale of observation to make the level of analysis on these grounds on unit of observations (Warner, 2013). However, Lei and Wang (2011) suggests that the meso, macro and micro relationships would be dependent upon each other and thus the names are derived from the sources and its relationships with each other to suggest the relational and the population those are involved with each levels of the three aforesaid, not being mutually exclusive but having the similar social backgrounds those facilitates such formulations and definitions (Falkenmark et al, 1989). Micro level: The micro level in short is the individual’s social science settings. The business at a micro level addresses the problem areas its internal environment. The business formulates Mission, visions and internal environments of the organization which is a mix of values, mission, strategies; those are implied upon the local markets of influence (Lions and Masmoudi, 2007). The suggested limits may have very personalized social setting those are very individualistic and closely associated with a product or an Individual in a micro level like, Families, Household tastes, Neighbours like individualistic social settings. The representation of the Market Levels in MICRO, MESO and MACRO forms (Source: As designed by the Author) The figure represents the relationship between the 3 elements of Market economy for business in the relationship with each other where the entire Global Market for a Multinational business encompass the largest and the external part of the figure. The Micro is in the centre representing the existing locally developed market those are very personal to the consumers or internal consumers in the business or the employees in this essay. Macro Level: The macro level is the development of the forces those are external like those in Global practices in Marketing. Thus to think of economic developments in terms of economic development, cultural, politics, technology superiority of the product is perused in concluding (Porrsse, 2013). The larger population touch and economic resource transfer in this form would form Nation, Society as a whole, Culture of the population, Global aspirations, National Standards of skills and expectations. Meso Level: This is a level of interaction that has a direct link with the market forces, supply and demands of the market, distributers and competitive atmosphere and strategic partnerships that the product has developed in the market of operations. The level may include a bigger size of population but that is smaller than the macro terms like those of clans, Tribes, Organizations, State or providences etc. Nevertheless, the theoretical analyses of each level are generally divided in the political science terms as individual and international systems. This somewhat describes the relationship between one force with other like how one political power is affecting the other. Individualistic approach is the factor those are used in the political systems those makes a decision for a larger group of individuals (Mayberry, 2001). This has its role in Monarchy or Autocratic political situations those are dependent upon the Individual’s decision making with its immediate circle of the people they are associated with. Domestic level or the domestic state of affair, politically in a nation are those determines the national state of political situation which in turn the entire system of the international situations of political functioning like that of a practice of Poppy Seed in Afghanistan is a source of their economy but it has a huge adverse effects upon the humanity indulging them into illegal drugs. Further, the Systematic Level is the way that the powers of the globe comes together to formulate a systematic approach to solve the global problems. This forum sees to it that the relative distribution of the power among all democratic nations to see that the size power or location of the state does not determines the Sovereign and fate of those nations. Thus the United Nations like organizations acts to see that the buoyancy of power is maintained among all the powers to have a controlled global stability and freedom as the Group of Nations charters underrates rule books (Nautiyal, 2011). Therefore the micro, macro and Meso determinants of the global political structures in accordance to their utility in the well being of Human Kind is as applicable in terms of Human Job Quality analysis from such diversified ways those involve the factors like Geo-Politics in deciding the Quality analysis for Job Outputs. Job Quality Analysis: Benchmarking Criteria The term job quality is a broader term used in assuming the output given by a process or manpower with the combination of the different technical and skill inputs which makes the process outcomes beneficial. Ledgerwood and Broadhurst (2000) suggest that the productivity and job quality outcomes are different and that they are also unlike in the measurement criteria. Therefore, the critical evaluation of the Job Quality analysis is done in this part to evaluate and measure the different tools of Job Quality measurements. The Features those effects the job performance outcomes as good are listed as mentioned like elements like money, skill, motivation etc (Koltko-Rivera, 2006). The security of the job performance along with competitive pay structures those match the global markets, Job Innovation and task autonomy, Motivations, Skill sets, team coordination, competent benefits and work life balance, training and learning opportunities, good environment to Work would be considered few basic attributes to good output in terms of quality and therefore, is a vital catalyst to qualitative outputs. Thus, the assessment and critical analysis of the Job Quality is now being explained in the context of the Social Science those sets the parameters for the Job quality in general irrespective of the eco-geo disparities. Economic (Payments and Perks): The social theorists suggests that payments and perks are a way that would determine the job quality as the business is keen in providing the best for the people who have the best performance standards in the task performance (Sack et al. 2009). Sociology (Skills and autonomy): Juran and Gryna (1988) in his research suggested that the skills of personnel along with the autonomy of execution that they get in the shop floor determine the measure of the quality that the job may provide. Psychological (Satisfaction and Motivation): This factor is very important in view of the Job Quality outputs and remains the basis of motivation and satisfaction. Zeigler et al. (2000) observed that the person who tends to give a regular hard work and good output quality are supposed to have a good amount of job satisfaction and motivation to do the same. Again, the other factors that few social scientists observed that the Notions of Gender differences also acts along with Geographical differences. Warhurst (2012) opined that these priorities are wholly the task dependent factors those may be additionally projected in terms of the capacities needed for a performance in accordance to the jobs that each gender is able to perform, while the geographic biases is dependent upon the level of output that a Human can give in both quantitative and qualitative terms also depends upon the Geo-political differences. However, Starrett (2009) argues that these differences are dependent upon the task descriptions and when the conditions are cleared, the technology and skill level required are similar where only experience and cultural outlooks counts. Elaborating the aforesaid Job Qualities as part of the features those are being standardized as a commonly accepted fixture those determines the on quality. Of all the presented theories the one as mentioned have the highest accepted job quality and positive attributes that helps positively to promote features of job quality (Warhurst, 2012). The discussed points are: Organizational Factors: The job and task competencies, social support, peers influence as suggested by the Child’s family while growing up. The Non-Performance or Inferior Job Quality, challenges in performance, are all interlinked when the reasons for non-performance or optimal output is to be determined (Phillips, 2000). Therefore, the best way to improve the Job quality in this regard along with the improvement of overall organizational performances needs to identify and take necessary measures for completion. Skill Development: The use of skills and knowledge enhancements in regards to the tasks performed are all dependent upon the way the organization takes up the skill development and continuous improvement criteria (Marr, 1982). This exercise is again build around the motive to develop the job quality among the existent employees in the business. Wages and payments and Perks: The Benchmarking for the wages payment and perk for business is considered as a measure of job quality determinant. The better the output the higher the associated benefits for the employees. Security and Flexibility: The Job Security of the employees in the business in terms of the flexibility of work time, hours of duty, choice and flexibility in the performance is the measure that acts as a job quality enhancer (Campbell and Craig, 2005) Brand Recognition and engagement: The interesting part is the opportunity of the association of an employee and the brand they work in and the pride of working enhances the production quality along with the job output. Therefore, the management in the business continuously engage to create the brand awareness and association engagement with the brand to have the best of performance and thereby, retain the capital of the business, making the human capital the asset that build the market differentiation. The ‘Good’ and ‘Bad’ Job Perceptions: Industrial and Cultural Views The most talked and debated subject in job satisfaction and job objective settings are assessed on another very distinct criteria called good and bad jobs those are dependent on the way the employees view their jobs to be in terms of social and hazards involved in such job performances. Brinkman (2014) observed that the jobs those do not suite the personnel in terms of their aspiration and what actually they get is classified under such Bad Job cases. The employment agreement’s ambiguities, lower prospects of growth, erratic time schedule, increased work pressure and efforts for task completion, insecurity of jobs due to the outsourcing like factors creates the demonization and barriers for a better job output. However, Robles et al. (n.a.) suggests that the ‘Bad Job’ characters of an individual also be directly dependent upon the gender, culture, skill based, characteristics of the job, those are small and mid term employees with its occupational characteristics. Nevertheless, the good jobs are those which are perceived by the employees due to the factors and nature of job involved. Potter (2005) the traditional educated professionals perceive these jobs as good those give them the opportunity to work and grow as per their education and objectives behind such educational standards. Marquis and Huston (2006) in such a context suggest that the graduates of medical school would aspire for a health profession, while a law graduate would expect to peruse a law carrier. Hence, the jobs which are considered good by the traditional graduate program students may not be the non-traditional form of education who may consider those jobs in an outlook of good job than just a job. Therefore, the existing good job concept is generally accepted as the jobs those have a social recognition than those of social utility (Fayolle and Kyrol, 2008). However, Lions and Masmoudi (2007) opined that the new age professionals are more keen in having the job satisfaction, competitive compensation, growth opportunity, recognition, support like issues those the employees deserves. So to have to the Job Quality at par with the existent benchmarking globally is expected to have the basics of the aforesaid to make it more attractive for the employees making them performing assets with the business. Maslow’s model of Hierarchy The Maslow’s model of hierarchy of needs is a psychological subject that determines the model of a human’s basic need for recognition and identity those are related to the self esteem of the personnel with age, position, and experience like aspects that is demonstrated in the paramedical structure as given. The Maslow’s Need hierarchy Model (Source: Koltko-Rivera, 2006, p.302) The Maslow’s model shows a distinct pattern of human life those have been developed a detailed research based upon the needs and wants of a person in the society with time and the Pyramid model suggests the hierarchy of the needs with each stage in life (Ledgerwood and Broadhurst, 2000). However, Anna and Nath (2012) suggests that the hierarchy of needs do now actually depends upon the age or sex of an individual but the more experience and education and the sense of idea that they develop, grows with the needs of time or position as the model shows. Biological and Physiological needs are the basic human needs for survival and growth and reproduction which are considered the basic for human life as a part of animal species. Safety and Security is the need of the person that involves the element of protection and security, law and order, stability in the lifestyle, free of fear like aspects of human life to sustain and get leverage upon the higher level (Ariyabuddhiphongs, 1982). The need for love and Belongingness for a person is the need to be loved and have a sense to belong in a group, organization, and have love and affection from the group they are working with. Esteem needs are the needs for the individual to have the independence, respect from others, dominance over a group of people those are under the direct control in terms of reporting for a task, mastery and knowledge in a subject along with the respect and recognition needs are the part of this part of the model. Lastly, the self actualization is the stage that comes at the top and is build over all the other processes as below. Here the growth, self experiencing realization of one’s true potential experiences and peak achievements is the part of the model that expresses the aforesaid element of the model. Conclusions: The Job Quality assessment from the Micro, Meso and Macro environment The job quality of a personnel is been discussed in the previous parts of the essay where the skill set, technological inputs, training, motivation, remuneration like elements for a quality output. The internal strengths of the business that makes the business objectives and tries to be ahead of the different competitors those are playing a level of oligopolistic business policy. The Micro parameters within the business are responsible for Job description building job which has to encompass the objectivities of the employees to get the best and thus aid the quality job. The Meso levels like suppliers or cultural identity of the business practise build the basis for people to opt for the job that has a certain level of job identity in terms of associating logic behind the deployments in overall Job Quality structure. The Cultural differences has been well devised where the US cultural approach is hierarchy and rule oriented with job specifications are laid out in a more structural manner to the Nordic nations skill oriented approach. Nevertheless, Haie and Keller (2011) approach it from a global view to assess the cultural amalgamation of the Job Quality assessment from those old ways of identification of Culture perceived Job Quality. Maslow’s Hierarch of need Model stays in a very personal level of Job Quality assessment zone, but the overall quality in the Macro view is dependent upon the Product market and the spread of it at times accompanied by the segment. The other is the overall labour market where the technology to skill utilization for the same is somewhat a shortage encouraging the global outlook of Job Quality where the supply chain relationships with the business also suggests a bit of the kind of association. The business in form of Values carries the association with good supply chain management professionally managed with Job Quality perceptions. 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