(Mt) – UOP Wk 4 Mental Health Issues Discussion

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Job Redesign

Job Redesign
Module 3 – Case Assignment Job Redesign Case Assignment In the background materials you had a chance to view some videos and read about the traditional “top down” approach of job redesign as well as the newer “bottom up” approach of job crafting. Before starting on this assignment, make sure you have thoroughly reviewed the videos and readings and understand the key job redesign and job crafting strategies. Once you have finished reviewing the background materials, apply what you’ve learned to the specific scenarios and questions below. Make sure to cite at least one of the required readings for each answer, and try to cite at least four of the readings or videos in your answer. Your paper should be 4–5 pages in length: Relax Lines, Inc. is a luxury cruise line that has hired you as a job crafting consultant for two groups of their employees. The first group is the ship crew. The crew have responsibility for safety, navigation, and maintenance of the ship. The second group is the hospitality staff. The hospitality staff is tasked with making sure the passengers are enjoying themselves and are properly entertained with various events that this staff plans and prepares. Before arriving at the cruise line to do interviews and make recommendations, you first need to do some reading on what general approach you will use. As a first step, review Dik and Duffy (2012), where they discuss task crafting, relational crafting, and cognitive crafting. Which of these three types of job crafting do you think would be most appropriate for the ship crew, and which one do you think would be most appropriate for the hospitality staff? Also, read up on “job-crafting swap meets” in Wrzesniewski (2014). Do you think a swap meet would be appropriate for either ship crew members or hospitality staff? Any other strategy from Wrzesniewski (2014) that you think would be useful for either pilots or online marketers?The ABC Corporation has a team of telemarketers. The job description for the telemarketers is pretty basic: They call up potential customers who have visited his company’s web page and requested information about the product. Telemarketers’ performance evaluations depend mostly on their monthly sales as well as customer satisfaction surveys, and they receive monthly feedback reports. Their supervisor gives them some initial training, but these telemarketers have a lot of freedom to choose how and when to call customers. For example, they are free to customize their own sales pitch as long as they don’t mislead potential customers. Also, they are not required to fill out a time card or work at the office (they can work from home, if they want). As long as they are making enough monthly sales they are free to set their own schedules. While the telemarketing team is performing well, the company is concerned about high turnover among telemarketers and wants to do some job enrichment. Which of the five core job dimensions discussed in Bauer and Erdogan (2012) or page 9 of Griffin (2007) do you think should be revised the most during a job redesign intervention? Which ones do you think do not need to be revised? Explain your reasoning and cite some of the required readings in your answer.Suppose a sports injury clinic has three main practitioners. First, there is a general practitioner doctor who does the basic diagnosis of the injury and works with the patient to come up with an overall treatment program. This doctor also prescribes medicine as needed. Then there is a surgeon who specializes in sports injuries. This doctor only does surgery. Finally, there is a physical therapist who helps patients with exercise programs to help them recover. The owner of the clinic though becomes worried that these three practitioners are becoming bored and dissatisfied with their jobs and there is concern they might all leave unless their jobs change. However, given the high degree of training required for each of their specializations management is not sure how to go about making their jobs less monotonous and more rewarding. In general, would you recommend management undergoes a traditional job redesign approach or a job crafting approach? Which specific job redesign strategy or job crafting strategy would you recommend? For example, if you choose job redesign discuss whether you would recommend job rotation, enlargement, enrichment, etc. If you choose job crafting, refer to one of the specific strategies or interventions discussed in Wrzesniewski (2014) or Dik and Duffy (2012).Create a table with the definitions of the three main types of job redesign (job enlargement, job rotation, job enrichment) and the three main types of job crafting (task crafting, relational crafting, and cognitive crafting). Then write two paragraphs explaining which of the three types of job crafting are most similar to any of the three types of job redesign, and on what you think are the key differences between job crafting and job redesign based on the definitions in your table. Assignment Expectations Answer the assignment questions directly in 4 to 5 written pages.Stay focused on the precise assignment questions; don’t go off on tangents or devote a lot of space to summarizing general background materials.Make sure to use reliable and credible sources as your references. Articles published in established newspapers or business journals/magazines are preferred. If you use articles from the Internet, make sure they are from credible sources.Reference your sources of information with both a bibliography and in-text citations. See the Student Guide to Writing a High-Quality Academic Paper, including pages 13 and 14 on in-text citations. Another resource is the “Writing Style Guide,” which is found under My Resources in the TLC portal. Module 3 – SLP Assignment Job Redesign As with the Case Assignment, make sure you have thoroughly reviewed the background readings and understand the key concepts of job redesign and job crafting. Then think about your own job and workplace and how these concepts apply to your own work life. Once you have finished reviewing the background readings and have carefully thought about how these concepts relate to your own job, write a 2- to 3-page paper answering the following questions: Of the three main types of job redesign (job enlargement, job rotation, job enrichment), which one do you think would be the most effective in your current workplace? Explain your reasoning, and cite Bauer and Erdogan (2012) or Griffin (2007) as part of your answer.Suppose your supervisor decides to use job enrichment to redesign your job. Of the five core job characteristics discussed in Bauer and Erdogan (2012) or page 9 of Griffin (2007), which one do you think should be changed as part of your job redesign?Which specific job crafting strategy or intervention do you think would be most effective at your organization or for your specific job? Refer to one of the specific strategies or interventions discussed in Wrzesniewski (2014) or Dik and Duffy (2012). SLP Assignment Expectations Answer the assignment questions directly in 2 to 3 written pages.Stay focused on the precise assignment questions; don’t go off on tangents or devote a lot of space to summarizing general background materials.Make sure to use reliable and credible sources as your references. Articles published in established newspapers or business journals/magazines are preferred. If you use articles from the Internet, make sure they are from credible sources.Reference your sources of information with both a bibliography and in-text citations. See the Student Guide to Writing a High-Quality Academic Paper, including pages 13 and 14 on in-text citations. Another resource is the “Writing Style Guide,” which is found under My Resources in the TLC portal.Module 3 – BackgroundJob RedesignRequired ReadingStart out this module by viewing this two videos that will give you an overview of both traditional job redesign techniques as well as the newer concept of job crafting:Hartzell, S. (2015). Types of job redesign: Job enrichment, enlargement & rotation. Intro to Business. Wrzesniewski, A. (2015). Job crafting – Amy Wrzesniewski on creating meaning in your own work. Re:Work with Google. Now for a more in-depth view of job design dig into the following two readings. Pay special attention to the concepts of job rotation, job enrichment, and job enlargement. Also, pay attention to the core job characteristics such as task variety, autonomy, etc. discussed in both readings:Bauer, T., & Erdogan, B. (2012) Chapter 6.1: Motivating employees through job design. Introduction to Organizational Behavior. Flatworld Knowledge. http://2012books.lardbucket.org/books/an-introduct…Griffin, R. (2007). Chapter 6: Organization structure and design. Principles of Management. Houghton Mifflin, New York. http://college.cengage.com/business/griffin/sas_pr…Now that you have read up on traditional approaches to job design, read up on job crafting. This reading is by Amy Wrzesniewski, who you saw in one of the videos above:Wrzesniewski, A. (2014). Chapter 6: Engage in job crafting. In Dutton, J. E., & Spreitzer, G. M. (eds). How to Be a Positive Leader: Small Actions, Big Impact. San Francisco, CA, USA: Berrett-Koehler Publishers. [EBSCO eBook Collection]Finally, this chapter provides a solid overview of job crafting including some relational, cognitive, and task crafting:Dik, B. J., & Duffy, R. D. (2012). Chapter 7: Job crafting. Make Your Job a Calling: How the Psychology of Vocation Can Change Your Life at Work. West Conshohocken, PA: Templeton Press. [EBSCO eBook Collection] Discussion Question Job Design and Job Crafting Surveys For this discussion, you will be filling out some surveys based on the concepts of job redesign and job crafting. The job design survey is pretty simple, self-explanatory, and follows the five core job dimensions discussed in the background readings: http://www.nwlink.com/~donclark/leader/jobsurvey.h… The job crafting survey appears in a complicated article, but the survey is relatively straightforward and appears on page 177 of the article linked below. For each question, a “5” indicates strong agreement, a “4” means moderate agreement, a “3” means neutral, a “2” means mild disagreement, and a “1” means strong disagreement. There are four dimensions of job crafting on this survey. All of these dimensions have five questions, with the exception of “decreasing hindering job demands,” which has six questions. The total possible score on each dimension is either 25 or 30, depending on the number of questions: http://www.academia.edu/2796261/Development_and_va…. You may also click the following link to access the Job Crafting Survey. Report your scores on both surveys to your classmates and explain whether or not the results accurately describe your current job situation and the overall usefulness of each survey. Also, discuss any practical implications that the results of each survey has on your organization. Do the results indicate that any specific job redesign or job crafting intervention should be done? Would you recommend either survey be used for a wider range of employees at your organization to assist in deciding on a job redesign or job crafting strategy?

MGT423 Module4 Trident Appreciative Inquiry

MGT423 Module4 Trident Appreciative Inquiry
Module 4 – Case Assignment Appreciative Inquiry Case Assignment For this assignment, first carefully review the required background materials. Make sure you remember the standard organizational development approaches covered in Module 1. Then make sure you understand the main principles of Appreciative Inquiry and how they compare to traditional organizational development approaches (action research, problem solving). It is also important to understand what is involved in each of the “4 Ds” – Discovery, Dream, Design, and Destiny. When you are finished reviewing the background materials, go through each of the scenarios below and apply what you’ve read to these scenarios. For each scenario, cite at least one of the required readings to support your answer. You should cite at least three of the four required readings in your paper. Your paper should be 4–5 pages in length: A corporation notices that suddenly turnover in the human resource department has been extremely high. This corporations prides itself on having a dedicated and committed workforce, so this high turnover in one department is highly troubling for this company. Normally the human resource department investigates when there is a high turnover rate in a department. But since the human resource department is now the department with the high turnover rate, the CEO decides that an outside consultant should be hired to investigate the high turnover rate and propose solutions. Should this team use an Appreciative Inquiry consultant, or hire a more traditional Organizational Development consultant? Explain your reasoning with references to the required readings.An organization hires an Appreciative Inquiry consultant to help the company get back on track and improve the performance of its product design team. The consultant starts by asking members of the team how they would like the team to perform and what their ideal vision of the team would be. The consultant collects all of this input and designs a detailed plan regarding how to achieve this ideal future that the team dreams about. However, once this detailed plan is presented to the team they are all shocked that the consultant came up with such an unrealistic plan. Team members say that the expenses involved in this plan are far beyond their budget, and they would also need to hire many new team members in order to achieve this plan in a realistic time frame. They all agree it would be great if they had the time and money to implement this plan, but they also are in consensus that this plan presented by the consultant is highly unrealistic. What do you think went wrong? What steps do you think the Appreciative Inquiry consultant could have taken to make the consulting process go better? Refer to the specific “4 Ds” of Appreciative Inquiry in your answer.A group of ten friends decide to start a new social networking company and put their savings together to start this new business. The company grows rapidly for the first five years and morale is very high in the company during this time. Everyone gets along very well and they work together cooperatively in order to continuously improve the company and its services. However, after five years the company stops growing and seems to reach a plateau. Morale seems to drop and there is now noticeable tension between employees including the top leadership team. They are not sure what to do revive the company, so they decide to hire a consultant. Should this team use an Appreciative Inquiry approach or a more traditional organizational development approach? Explain your reasoning with references to the required readings.A large supermarket chain decides they would like to expand to have an online division where consumers can order online and have their groceries delivered directly to their homes. The supermarket decides to create a special taskforce to come up with a detailed plan on how they should develop and manage the new online division. This taskforce includes a diverse variety of employees including those from the marketing department, accounting department, inventory department, and most of the main departments. These employees do not have much experience working with each other since they are from different departments. After meeting regularly for a few months, the taskforce makes almost no progress and are constantly bickering. Management is concerned that the online division will never get off the ground. To get back on track and find a way to function more smoothly, should this taskforce use an Appreciative Inquiry approach or a more traditional organizational development approach? Explain your reasoning with references to the required readings. Assignment Expectations Answer the assignment questions directly.Stay focused on the precise assignment questions; don’t go off on tangents or devote a lot of space to summarizing general background materials.Make sure to use reliable and credible sources as your references. Articles published in established newspapers or business journals/magazines are preferred. If you use articles from the Internet, make sure they are from credible sources.Reference your sources of information with both a bibliography and in-text citations. See the Student Guide to Writing a High-Quality Academic Paper, including pages 13 and 14 on in-text citations. Another resource is the “Writing Style Guide,” which is found under My Resources in the TLC portal. Module 4 – SLP Assignemnt from a vantage point of working as a Federal Government Employee Appreciative Inquiry For this assignment, think about a team you currently work with or have worked with in the past and how well this team has functioned. Think about both the positives and the negatives, and how the material from the background readings applies to what you’ve experienced. Then write a 2- to 3-page paper answering the following three questions below. Make sure to cite at least one of the required readings for each of your answers, and to cite at least two of the required readings in your paper: What are some of the key positive aspects of this team? Discuss some specific positives and include some stories of times when the team functioned especially well. Do you think these stories could work in an Appreciative Inquiry approach to come up with a plan to improve the performance of the team?How is the effectiveness or performance of this team usually measured? Could a traditional organizational development approach help identify problems in this team as well as find ways in which team performance could be improved?Overall, do you think an Appreciative Inquiry or a traditional organizational development would be better for this team? If your team was to hire a consultant, what type of approach would you want the consultant to take? SLP Assignment Expectations Answer the assignment questions directly.Stay focused on the precise assignment questions; don’t go off on tangents or devote a lot of space to summarizing general background materials.Make sure to use reliable and credible sources as your references. Articles published in established newspapers or business journals/magazines are preferred. If you use articles from the Internet, make sure they are from credible sources.Reference your sources of information with both a bibliography and in-text citations. See the Student Guide to Writing a High-Quality Academic Paper, including pages 13 and 14 on in-text citations. Another resource is the “Writing Style Guide,” which is found under My Resources in the TLC portal. Discussion Question Appreciative Inquiry Interview Questions Suppose your supervisor has asked you to lead an Appreciative Inquiry process and as a first step you need to conduct some interviews with your coworkers. Do a search on “Appreciative Inquiry Questions” or “Appreciative Inquiry Interview Questions” and find two or three questions that you think would work best for interviewing your coworkers. For your first post, list the questions that you found and the links to the Web pages where you found the questions. Explain why you chose the questions and why you think they would work well with your coworkers. Don’t just use the first two Web pages that pop up when you do your search unless you really think these links provide the best questions. Remember to follow up and comment on s of your classmates. For those of you who are brave or are especially interested in Appreciative Inquiry, try asking a coworker or two some of the questions that you found and see how they respond. Share your experiences with your classmates.

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