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Assignment 2 LASA 1 Managing Correctional Staff and Inmates- Centervale Men’s Prison

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Assignment 2 LASA 2 Company
Assessment
Conduct an interview with an employee (preferably a supervisor or manager) at your current job or a previous
job. If you have no prior work experience, you may interview a family member or friend who is currently
employed. You have just been promoted to the manager of your department and have been asked to review the
following:
Value of a team environment: Is the company operating with a team structure? How effective is the team
structure? How could the company improve the effectiveness of the team environment? If there is no team
structure currently in place, how should one be implemented?
Job satisfaction of the employees: Are the employees satisfied or is there a lot of complaining, absenteeism, and
turnover? What could the company be doing to improve job satisfaction?
How does the company currently communicate with their employees regarding company changes? Do they rely
on technology for their announcements? Is this an effective method of communication?
Efforts made to motivate your employees: What is being done to motivate the employees? Do employees get
regular pay raises? Is there a rewards program? Are they being recognized for their accomplishments? Name at
least three things the company could be doing to motivate their employees.
Assistance offered in helping your employees to deal with stress management: Are the employees given any
tools to deal with stress management? Does the company have access to mental health counselors? Are
employees given permission to take any mental health days? What could the company be doing to help
employees deal with their employees’ stress?
Prepare a 4-6 page report that includes an overall assessment of how each of the above is currently being
handled and how you would change the system. Be sure to provide examples and be specific in your reasoning
behind your suggested changes. Utilize at least three scholarly resources in your report (one of which may be
your text book). This report must include:
Today more than ever there is more pressure on managers to hire and
retain top talented people to stay competitive in their respective
markets. Quality people have choices in where they work. People will
choose a place of employment where they can work hard, be
immersed in the latest technology, socialize with a diverse group of
people, have pride in their work and share ideas to improve
themselves and to improve performance, and have fun doing it. The
work design is an integral part in achieving this holy grail of work
environments. My objective is to take a look at three individual

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studies that look at different elements of work design such as
employee environmental controls, work place innovation and well-
being. I will then summarize my conclusion with a recommend course
of research to further prove that providing a well thought out work
place design will promote a work place environment that leads to
increase job satisfaction, productivity, group unity, collaboration and
performance.
First let’s define work design. Wikipedia defines work design as the
application of Socio-Technical Systems principles and techniques to
humanization of work. In other words the goal of work design is to
improve job satisfaction, job performance, and work quality, while
reducing negative employee behavior like grievances, absenteeism,
shirking, injury and arguments. "Find something you love to do, and
you'll never work a day in your life" - Harvey MacKay
I first looked at a study completed by Michelle M. Roberts and
Yueng-Hsiang Huang Effect of a workplace design and training
intervention on individual performance, group effectiveness and
collaboration: The role of environmental control. This study was
conducted with 120 office workers using a Workplace Environment
Questionnaire to understand the relationships between workplace
design factors and work performance. This study also included the
effects of environmental control on performance. There were three
study hypothesis (1)that following a workplace change and training
intervention there would be an increase in all of the study variables
workplace design and work performance, (2) that there would be
significant relationships between the predictor variables of
satisfaction of workplace design and environmental control and the
outcome variables of individual performance, group collaboration and
group effectiveness, (3) that environment control would mediate or
moderate the relationships between the predictor (workplace design)
and outcome variables (work performance)[1]
The second study that I looked at is Well-being and organizational
Performance: An organizational–level test of the happy-productive
work hypothesis by Toon W. Taris and Paul J.G. Schreurs. This is an
organizational-level test that assumes that high individual well-being

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leads to high individual level performance, which should promote
efficiency and productivity. Data was collected from 66 Dutch home
care organizations to understand the link between emotional
exhaustion and satisfaction with organizational performance.
The third study included in our research is a publication by Frank Pot
from the Institute for Management Research at Radboud University
Nijmegen, Nijmegen, The Netherlands. This paper is about the need
for workplace innovation in Europe and the challenges companies
face, and that it is possible to improve performance and work life
quality under certain conditions.
Study one
Effect of a workplace design and training intervention on individual
performance, group effectiveness and collaboration: The role of
environmental control
The purpose of this study was to understand how work design
impacted individual performance, organizational work performance,
group collaboration and group effectiveness prior and after by
implementing environmental controls and ergonomic training.
Environmental Controls
Environmental Control is the degree to which the office workspace
supports organization of work materials, ease of adjustment of
storage, adjustability of workstations features, flexibility of
rearranging the workspace and furnishings [1] In the past little
thought was given to work design, and even less thought on potential
impact in individual performance and work quality. The extent of
work design was centered on the number of windows in a room and
how many people you could fit into one space. These types of designs
did not typically support a productive work environment for
individual workers and group collaboration. Instead of reduces
undesirable elements such a noise, distractions, and workflow
complications, it often increased them. These things can lead to undue
and unwanted employee stress. High stressed employee typical will
underperform and be less focused on task at hand. By providing to

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