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Mcjob Essay

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Executive Summary In this report we are going to introduce Mcjob motivation analysis using -HRM motivation theories and techniques -Appling an effective job design -Appling job characteristics model -Recruitment and selection methods and techniques In addition to the illustration diagrams and explanation the report is ended with an examples or a real Mcjob case and how theories’ been applied to increase motivation. Answer Q1 Introduction: McJob Simply we can describe McJob as a “a low-pay, low-prestige, low-dignity, low benefit, no-future job in the service sector.

Frequently considered a satisfying career choice by people who have never held one. ” [1] As I am a part of HRM within the organization I am going to explain how we can increase employees stimulation by applying multiple motivation theories and technique that will increase employees productivity, loyalty and satisfaction. Motivation theories Any successful business is a result of its workers behind it. However, if these people are not motivated by their different needs, business will have negative impact. The below are some of the most common motivation theories that we suggest to apply in order to achieve our assigned goal.

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Douglas McGregor (1906-1964) X & Y theory considered one of the most well-known theories in the business study. Theory X assumed that people dislike work with no ambition and the work for money only. We can motivate these types of people by giving them bounces and encouraging rewards. Theory Y assumed that people can be motivated if their needs were fulfilled. We can motivate this type of people by assigning some responsibilities and give them trust; needless to mentioned the appreciation. Abraham Maslow (1908-1970)

Basically it’s a hierarchy of five levels of basic needs. Starting from physiological, safety, social, esteem till it reach finally self- actualization. Person does not feel the 2nd need until the demands of the 1ST have been satisfied, and so on, until it reach the top of hierarchy. The following chart shows the five levels with some examples and how we can apply this theory in order to motivate the employees within the organization . [2] Victor Vroom (B. 1932) The expectancy theory assumed that behavior is a result from conscious choices among alternatives.

As we can motivate people if we help them to believe in that. We can simply lustrate that as below [3] Job Design Essentially it defined as meeting individual social needs and operational needs of the organization. We are going to apply two theories in order to complete our study in as the below. 1-Taylorism This theory says jobs should be design and break down into smaller task to meet employees needs, qualification and skills, and in the same time I should meet the organization main goals.

In our study we are going to apply the below three objective -Efficiency Achievement by increasing output per individual -Standardization job performance by braking the work into smaller and specified task -Discipline, by creating a hierarchical authority and assigned responsibilities. 2-The socio-technical approach In order to apply this approach we will implement the below principle -Job design should flexible according to its requirements. -While job design we should involve the social and technological employee requirements and needs. Job characteristic model

Basically we are going to implement Hackman and Oldham’s job characteristics model. It says that Workers must experience 3 psychological states to be motivated; however, these 3 critical psychological sates are influenced by 5 core job characteristics we can summarize them as below Toward Meaningful Work -Skill Variety: Degree to which job requires different skills. We can motivate people by assigning different task that meet their skills and talents -Task Identity: Degree to which job involves completing a whole identifiable piece of work.

In order to motivate people we have to make sure the assigned tasks are sufficient and accomplished -Task Significance: Extent to which the job has an impact on other people, inside or outside the organization. We can motivate people by sharing the overall achievement and how important are their tasks in order to achieve the assigned goals. Toward Personal Responsibility -Autonomy: Extent to which the job allows worker to exercise choice and discretion. We can motivate people by empowering them to take decision in some tasks and let them fell the responsibility

Toward knowledge of results -Feedback from the job: Extent to which the job itself (not other people) provides worker with information on Their performance. We can get a great motivation by sharing or combining tasks. Recruitment & Selection Recruiting & selecting the best people is important to the successful development of teams and the growth of the organization. As part of HRM we need to change people stereotyping regarding this type of job from the beginning. Hence, we have to start to change it from the recruitment stage in order to have positive first impression.

Suggestion -Increase level of awareness about the organization. -New job posting should be in a certified well known media. -Introduce added value services in the post. Next important stage is the selection process Selection It’s the process of finding the right people to work with an organization. Selection Method. -Interview To determine if the candidate is interested and suitable to have the job. In the same the candidate him/her self will get a first impression regarding the organization that he is about to join -Test

The organization can run a test just to have an idea about the candidates’ skills and talents -Assessment Center This type test will provide more professional information from different angles e. g. interpersonal skills, team work, IQ and logical analysis. However, according to the test result the organization can decide which position is the most suitable . Final stage will be the new employee Induction program This very important any new employee should have an induction session regarding the company mission and vision. And get to know whom is who and who should he contact in some particular task.

This process will save new candidate many stupid and annoying questions to others. Moreover, this will lead have fast and efficient productivity form the new comers. ’ Answer Q2. “The restaurant industry rightfully was up in arms two years ago when Merriam-Webster included in its dictionary the term “McJob,” defined as “low-paying and dead-end work. “At the time, the late Jim Cantalupo, then chairman and chief executive of McDonald’s Corp. , shot off a letter to Merriam-Webster, taking it to task for its “inaccurate description” of foodservice jobs. ……….. ]” [4] http://findarticles. com/p/articles/mi_m3190/is_10_39/ai_n13251213/ The above source was interested and helpful as it explained the main concept of Mcjob. Moreover, it shows how positive action been taken to reduce the high turnover and employee perception to the organization. Some motivation theory and techniques been applied in order to achieve the assigned goals. The below are some of the motivations applied -Medical insurance provided to full-part time employees -Retirement saving plan -Internal programs and awareness Career development http://hosting. menanet. net/~khair1/khair1/Theory%20of%20Motivation. htm The above link contains a useful information that how we can apply the most famous motivation theories. Site contains full explanation with example which we can apply in order to motivate people in McJob organization [5] Conclusion: Change can be accomplished successfully if we study employee’s needs. And try to suite effective motivation theories to them. Furthermore, Organization will achieve its business goals and the employees loyalty and satisfaction.

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