Ergonomics and Human Factors Essay

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In the contemporary business environment, businesses are learned to satisfy their customers, however, they are also required to satisfy their employees. For instance, the Fedex has discovered that there is a statistical correlation between employee satisfaction and customer satisfaction. A decline in employee satisfaction leads to a decline in customer satisfaction. It has also been discovered across different industries that employee satisfaction assists in increasing customer satisfaction as well as increasing their loyalty towards organizations. Employees who are satisfied with their jobs and working conditions will be loyal to firms, offer high-quality services and productivity. However, the case of LegoAssembly4You reveals that the full-time employee is not satisfied with his present job because he is the one completing most of the work tasks and earns the same remuneration with the part time worker. Despite being a full-time worker, he is being offered the same pay per hour with the part time employee making him contemplating of quitting the company. Moreover, his motivation to complete the work is diminishing because he feels that he is the one performing most of the tasks. The LegoAssembly4You needs implement motivation model very fast to prevent their experienced employee quitting the company.



The objective of this project is to apply a motivation model to retain the company employee and assisting in enhancing employees' job satisfactions.



1.Application Motivation Model to the Case



This study applies the motivation model to boost the morale of workers and reduce the workers' turnover rate. Zhang, Fan, & Zhang, (2015) believe that an application of motivation model is an effective tool to enhance creative performances. The authors argue that power motivation enhances individual creativity as well as "improving the quality of leader-member exchange." (Zhang, Fan, & Zhang, 2015 p 613). The power motivation is the ability of an individual to acquire recognition, influence others, and gain social status.
On the other hand, Fernandez, & Moldogaziev, (2015) argue that employee empowerment is an effective strategy to improve employees' motivation, which assists in improving service quality, increase customer satisfaction and promote innovation. The authors further point out that empowerment practice promotes self-determination, and enhancing positive job satisfaction. In a business environment, empowerment is a business practice that involves granting a person power or granting authority to an individual to do what is necessary. Empowerment is also to entrust an employee the power to make a right choice without waiting for management approval. (Evans, 2016). The goal of empowerment is to tap the intellectual and creative energy and allow an employee to display a real leadership within their competency domain. Thus, LegoAssembly4You Company should apply the model of empowerment to motivate the full-time employee to reduce the turnover rate. The company should bring decision-making to the lower employee to improve their motivation level and morale of full-time employee, which will assist in enhancing productivity and quality service. Essentially, empowerment practice is a natural strategy to enhance employee involvements. LegoAssembly4You should motivate the full-time worker by allowing him to involve in decision-makings. If the full-time worker is allowed to make decision and responsible for the outcomes of the decision, the worker will not contemplate of quitting the company.

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For example, the full-time worker should be elevated to the role of a supervisor rather than serving as a co-worker with the part-time employee. Moreover, the full-time employee should be given the authority to supervise the part-time worker and delegate her roles accordingly. This empowerment strategy will make the full-time to take a leading role in the assembling of the product.

Remuneration



An effective strategy to motivate employees is also to change the remuneration. In a business environment, a change in an organization structure may be challenging without changing employees' reward system. When management asks an employee to assume a new responsibility, the management should change the remuneration accordingly because organizations that implement changes without changing the remuneration may not go too far. The management of LegoAssembly4You should use both the intrinsic and extrinsic rewards as methods of motivation because both the intrinsic and extrinsic rewards are critical to sustaining individual efforts. Moreover, the company should redesign the work environment, reward systems, recognition and compensation to enhance organizational effectiveness. The company should also redesign the pay structure to retain the full-time employee because he is the worker doing the bulk of the job. The compensation structure should also be tied to the acquisition of new skills and worker's competencies. Fernandez, & Moldogaziev (2013) identify the extrinsic rewards as the effective tools to increase performances, motivation, and job satisfaction. For example, the monetary rewards are significantly valued. The intrinsic rewards that involve pay per performances have also been marginally effective to improve workers' performances.



2: Job Design Approach to Suggest



The shortcomings identified in the current work design makes this document to suggest that LegoAssembly4 should redesign the work structure using the motivation work design. Parker, (2014) argues that motivational job design theory provides evidence of job satisfaction and influence job performances. Moreover, the theory of motivation influences a relationship between employee's expectancy and performances that influences different rewards for the individual employee. The overall concept of motivational work design is to allow individual worker be responsible for the job allowing them freedom of control and authority. The motivation model consists of the JCM (job characteristics model), and group work model. However, the study suggests using the JCM as opposed to the group work model currently being practice. The JCM motivation model assists individual in feeling responsible for their job outcomes. The benefits of this model are that it assists job satisfactions, and reducing employee turnover. Moreover, the JCM helps in enhancing growth satisfaction, internal work motivation and organizational commitment. The study suggests that the full-time worker should be empowered to serve as a supervisor for the part-time worker since he has already acquired skills and experiences to perform the tasks. Moreover, the empowerment will allow the full-time worker to make a decision with regards to the job responsibility.



More importantly, the remuneration of the full-time worker should be elevated more than the part-time worker's….....

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Reference


Evans, J.R. (2016). Quality & Performance Excellence. Management, Organization, and Strategy (Eight Edition). Boston. Cengage Learning.

Fernandez, S. & Moldogaziev, T. (2015). Employee Empowerment and Job Satisfaction in the U.S. Federal Bureaucracy: A Self-Determination Theory Perspective. American Review of Public Administration. 45(4) 375 -- 401.

Lor, C. (2000). Potential ergonomic problems in the working environment at XYZ company. The Graduate College University of Wisconsin -- Stout Menomonie, Wisconsin.

NTCES (2009). Ergonomics Standards: Anthropometry and Biomechanics (in Chinese), China Standards Publishing House, National Technical Committee of Ergonomics Standard Beijing.

Parker, S. K. (3 January 2014). Beyond Motivation: Job and Work Design for Development, Health, Ambidexterity, and More. Annual Review of Psychology. 65 (1): 661 -- 691.

Salvendy, G. (2012). Handbook of human factors and ergonomics (4th ed.). Hoboken, NJ: John Wiley & Sons, Inc.

Zhang, J. Fan, Y. & Zhang, X. (2015). The role of power motivation in creativity: A moderated mediation model. Social Behavior and Personality. 43(4): 613-628.

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