MBA Essay:工作轮换的好处 Benefits of Job Rotation [10]
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论文字数:3000论文编号:org201707071231585210语种:英语 English地区:中国价格:免费论文
关键词:工作轮换MBA Essay留学生作业
摘要:本文是留学生MBA Essay范文,主要内容是解释工作轮换的基本定义与内容,以及分析工作轮换在实际运用过程中的具体影响作用。
velop leaders faster and more effectively because the development assignments will include opportunities to lead more teams under a variety of circumstances.
Critical Appraisal
Most of the banks are focusing on job rotation now days that is, moving employees from job to job within the bank, thereby allowing employees a variety of tasks in their work and helping prevent boredom. While this process can be costly to the banks because employees must be trained in several different areas, the cost tends to be balanced by the increase in morale and productivity. Job rotation also gives each employee the opportunity to see how the different jobs of banks fit together and gives the organization more flexibility in covering tasks when workers are absent. However, while job rotation is a good way to enrich employees' jobs, it can also hinder performance: Having to know several different jobs in order to rotate, can prevent employees from becoming proficient at any of the jobs. Therefore, the advantages and disadvantages of job rotation as an enrichment strategy have to be carefully weighed. Workers may lose their sense of mastery and feelings of competence if their job is placed in a rotation. The job and their skill-set can no longer be considered special if 'anyone' can do it. They lose their sense of ownership and pride. As a result, there are feelings of job insecurity. Moreover, job rotation is threatening to those who do not embrace change, re-training, or do not have a full understanding of all aspects of the work. Workers with seniority may lose their 'lighter' jobs in job rotation, and injured workers with work accommodations may face peer pressure to overreach their physical limits. Some of others are as cost associated with the initial the learning curve on new jobs, including time spent learning, training costs and errors that employees often make while learning a new job. Costs in term of the satisfaction and motivation of other employees who aren't rotating. (non-participant jealousy).It also increase department costs to pay rotations, amount of management time spent on lower level employees. 'Star' rotations may leave if they don't get promoted or get enough money at the end of the rotation. Some rotations get the training and then leave. Job rotation may increase the work load and decrease the productivity for the rotating employees' manager and for other employees. Employees rotated too fast/ slow and the individual cannot slow down the rate. Fixed duration of rotations without an option to shorten, lengthen or make permanent can frustrate advanced rotations. It also decreases retention rate and negative morale if the rotation is not managed correctly. By rotating job the expectation of employee for promotion / salary increases at the end.
Conclusion: 结论
Many organisations testify that their employees are their most valuable resource. This is especially relevant in the banking organisation. Customers often base their perceptions of the service on the quality of the interaction with service personnel. For this reason it is essential that the employee is motivated to consistently deliver a high quality service experience to the customer. Motivation is especially important when employees operate in a boundary spanning position, as this involves high levels of stress and burn out.
The puropose of job rotation as a mechanism for ensuring the motivation of employees. The implem
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