Introduction
Work design is essential for increasing employees’ involvement in the process. However, as described in a supplementary article, the design may prove to be demotivating and boring for employees. This report will consider possible strategies to combat the inefficient work style, and the information from the reading and video lecture will support the analysis. By implementing the proposed plans, the organization will be able to create a work environment that enhances the workforce’s productivity and motivates it to do more.
How to Make Work Engaging for Employees
Motivation
First, it is necessary to apply existing theories of motivation. To fully solve the problem of the unmodifying structure of work, it is essential to understand the essence of ideas and the consequences that will arise after their implementation. The main objective of theories is to reconcile the needs of employees with motivational factors, which would increase overall human satisfaction with work (EasyMBA, 2019). Here, Maslow’s theory of needs and Herzberg’s two-factor theory of motivation are helpful for analysis, providing valuable information.
Skill Training
The following strategy is to encourage people to improve their skills, as this helps to enrich their work. By providing employees with opportunities to acquire new skills, a firm can significantly increase the value of work and the willingness of employees to do their jobs (Parker et al., 2019). Staff should be able to perform different tasks within the organization, as this helps to reduce monotony and increases interest.
Empowerment
The third strategy is empowering staff and allowing them to influence work decisions. According to the article’s introduction, each employee’s participation should be encouraged, as this way, the manager uses each person’s creative potential, which leads to innovative solutions (Parker et al., 2019). These factors increase the desire to develop creativity and create greater diversity in workers’ views of work. The concept emphasizes the importance of self-control and self-administration for the individual as building blocks for achieving qualitative results.
Goal Setting and Evaluation
The fourth strategy is to emphasize objectives and feedback for staff. In the work for each person, it is important to find the goal and meaning that can be achieved by highlighting the importance of the tasks. The manager needs to emphasize how the outcome of the task can affect the achievement of the major goals of the entire organization. Regular and constructive feedback must be provided to promote growth and achievement (Parker et al., 2019). This method will allow the specialist to understand their progress and identify areas where mistakes were allegedly made. This concept proves that feedback significantly impacts employees’ motivation and willingness to achieve greater results.
Conclusion
In conclusion, organizations need to implement new strategies to influence employees and tackle the problem of demotivating and boring work design. The composite data should be based on motivational theories that can improve work design. To address the team’s lack of motivation, people can be encouraged to learn new skills, given the will to perform tasks, and provided with timely feedback. These changes can increase employee motivation, engagement, and productivity. By prioritizing these tasks, organizations will be able to create a comfortable working environment that, in addition to meeting employee needs, can help them achieve great success in their work.
References
EasyMBA [@EasyMBA]. (2019). Theories of motivation – Maslow, Herzberg, McGregor. Youtube. Web.
Parker, S. K., Andrei, D., & Van den Broeck, A. (2019). Why do managers design jobs to be more boring than they need to be?Harvard Business Review. Web.