The impact of employee empowerment on job - MyAssignmenthelp.com

Question: Discuss aboutThe impact of employee empowerment on job. Answer: The main purpose of this paper is to outlines the significance of the job design, job specification, desire goals, motivation, rewards and working conditions of the organization. The entire growth of the company depends on these factors. It increases the effectiveness and revenue of the firm. Further, the paper explains that how the firm enhances and improves the performance and efficiency of the workers. Manpower plays a crucial role in every organization to meet the desired goals and outcomes. The firm cannot survive its trading activities and operations without a dynamic team. In addition, it also explains the role of managers to encourage and inspire the workers for performing task and responsibilities in a hassle free manner. There are various factors such as working conditions, motivation, rewards, and goals affect the performance and efficiency of the employees. All these factors also help to attain the goals and objectives of the firm. Further, it helps to maintain an effective financial position in the competitive market (Sageer, Rafat, and Agarwal, 2012). The organization sets the SMART goals to attain the long-term mission and vision of the firm. These goals help to attain the success and growth in the competitive market. Job design is the combination of works using technical-social consideration in order to complete the jobs and duties. Goal setting is listing measurable and specific task and targets that needs to be attained in a job. There are various factors affect the productivity and performance of the workers such as skills, knowledge, environmental factors and hygiene factors. The job design includes techniques, contents, systems, and procedures related to the employment to determine the nat ure of tasks, the order of performing duties, the way of doing work and other considerations (Latham, 2012). It also helps to maintain a reciprocal relationship with workers and job holders within the organization. Job design includes various key elements such as ergonomic, job enrichment, job rotation and job enlargement (Tohidi, 2011). Along with this, goal setting provides a sense of purpose and direction to improve and enhance the performance and potential of the employees. It also increases awareness of the workers to meet its long-term targets and goals. Furthermore, the top management and managers also encourage the behavior of the workers to accomplish the goals and objectives. There is a close relationship between goal setting and job design in order to shape the employee performance. In addition, motivation and reward also help to encourage employees for doing work effectively (Raziq and Maulabakhsh, 2015). Motivation is the process of inspiring and encouraging people to accomplish the goals. It is essential as human needs some sort of encouragement, incentive, and inducement in order to get better efficiency and performance. Motivation provides various benefits to the workers. It is a technique and method to improve and enhance the efficiency and performance of the subordinates who are working at the diffe rent level of organization. Motivation is the effective and helpful instrument to increase the willingness of the employees to do work effectively and efficiently. The motivating employees create a unique and dynamic culture within the organization (Edirisooriyaa, 2014). Apart from this, reward systems are usually implemented within the organizations as a significant tool that can contribute to an organizations effectiveness and efficiency by affecting individual behavior in the workplace. The reward is one of the significant factors to motivate and encourage the employees for contributing their best efforts to create innovative ideas and thoughts that lead to better trade functionally. Furthermore, it also improves the performance of the company. Rewards and incentives encourage employees for doing work effectively. The reward system management is the tool that aims to improve and enhance the quality of the employees. It also provides job satisfaction and job security to the employees. By using a reward system, the company is able to retain and attract the employees for achieving the long-term goals and objectives within the organization (Elnaga and Imran, 2014). The organizational behavior theories may be applied in organizational goal settings. The organizational theory includes the behavior of individuals, subgroups, and groups who interact with each other to perform the task and duties towards the achievement of the common objectives and goals. There are several organizational behavior theories can be applied to attain objectives and goals that have been discussed below. System theory: The system theory measures and identifies the behavior of the people within the system. It is one of the significant theories of organizational behavior. There are two types of system theory which include an open system and closed system. This theory is useful to the company to achieve the objectives and goals. The managers and top management play an integral role to apply to the system theory effectively and successfully (Guilln, 2015). Decision-making approach: This approach focuses on the decision making process. It helps to make effective and unique decisions to maximize the revenue and profit of the firm. This theory also helps to minimize the risks and challenges. It is the goal-oriented approach which helps to gain competitive advantages in the market (Anderson, Sweeney, Williams, Camm and Cochran, 2015). Now it is assumed that effective and dynamic theories are used by the organization to set the long-term mission and vision of the organization. The Organizations tries to diversify the business opportunities for resolving the workplace issues and problems (Miner, 2015). Various issues are faced by the managers which include employee issues, team problems, and motivation issues to determine the long-term goals and ambitions of the firm. All these issues influence the success and growth of the firm. The organization needs to focus on these issues to maintain a dynamic culture at the workplace. In addition, various managerial interventions are used by the firm to facilitate the organizational change within the organization. The managerial interventions include change work process, convene, direct, and seek patterns. These interventions help to reduce and eliminate the cultural, social and ethical concerns of the organizations. These interventions also promote and encourage employees for reducing their mental and work stress in the organization (Cummings and Worley, 2014). If the employees do work with more dedication then it helps to improve and enhance the productivity and performance of the organization. The employees performance and efficiency also affect the entire process of the organization. Thus, the managers should maintain a mutual and reciprocal relationship with workers in order to gain the mission and vision of the firm (Anitha, 2014). It also helps to build and devel op confidence among the workers for doing work effectively. The job performance and supervisor-employee relationship help to increase and enhance the job performance. The working conditions and culture of the organization should be favorable to enhance the performance of the workers. Along with this, the firm should set the dynamic goals which can be attained easily; it also helps to maximize the revenue of the firm. The managers should handle the grievances and complaints of the workers to measure the performance of the employees (Paill, Chen, Boiral and Jin, 2014). They should collect the feedback and reviews of the employees to measure their performance and effectiveness. The employee job performance is one of the significant factors within the business for enhancing and maximizing the productivity of the organization and employees as well. Moreover, rewards and support must be provided by the employers voluntarily to accomplish the goals and objectives. Promotion, incentives, and bonus also help to encourage and motivate the workers for performing actions and duties efficiently. All these factors also reduce dissatisfaction and enhance employee engagement at the workplace. Human resource management plays a vital role to determine the job design, goals, working conditions, rewards, and motivation (Valencia, 2014). It also reduces and eliminates the absenteeism and low productivity of the workers. Now it is assumed that working conditions, setting goals, job design, rewards, and motivation also provide support to maintain a positive atmosphere in the workplace. All these factors are considered the motivator for the organization to make a strong positio n in the competitive market. All these factors also help to conduct the trading activities, operations, strategies and policies of the firm (Pinder, 2014). On the above-mentioned study, it has been evaluated and concluded the firm should focus monitor on the job design and job specification to minimize the risks and challenges and to maximize the profitability. Furthermore, favorable working conditions, goals, objectives, rewards and motivation also help to stay in the global market. Moreover, effective procedures and processes are used by the managers and employers to increase the productivity and efficiency of the subordinates. These factors also help to reduce and shrink cultural, ethical and social issues in an organization. In this way, the firm can maintain dynamic goodwill in the international market. Now it is recommended that the managers should maintain an effective performance management system to measure the outcomes and performance of the people. Along with this, unique communication plan must be developed by the firm to communicate with people easily. The firm should encourage the employee involvement in an organization. References Anderson, D.R., Sweeney, D.J., Williams, T.A., Camm, J.D. and Cochran, J.J., 2015.An introduction to management science: quantitative approaches to decision making. Cengage learning. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Edirisooriyaa, W.A., 2014, February. 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