The general theory in human resource management dictates that employees are often dedicated to their jobs when there is a reward dangled to them, and when they receive satisfaction from their work. Hence, a suggestion that there should be an integration of a rewarding system and performance measurement model into the design of a job position is often peddled. The five core dimensions built into the job to enhance motivation and performance are defined by the level to which the role demands that workers use an array of talents and skills. This definition also includes the degree to which the position allows workers to holy finish their tasks, the level to which the post has a significant impact on their lives, autonomy, and feedback. These dimensions have a psychological effect on work, with the first three talking about how workers view their job, while the last two are all about the responsibilities of the worker to the position and colleagues.
Applies and Grievance Manager
Variety, decision-making authority and independence are core ways that add a challenge to a position and were part of my post as an Applies and Grievance Manager (Bipp, 2010). The applies and general manager is in charge of all business operations at a store, which includes customer service, sales, loss prevention, employee management and inventory control. From the onset, it is important to state categorically that the position …
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