What is the learning Organization?

 

A learning organization is a concept that embodies the philosophy of continuous growth, adaptability, and improvement within an organizational Frame work  Popularized by Peter Senge in his book The Fifth Discipline, it refers to entities that foster an environment conducive to learning and collective development. These organizations value the acquisition, sharing, and application of knowledge to improve their overall performance.

At the heart of a learning organization is the commitment to cultivating a culture that encourages individuals at all levels to engage in ongoing education and skill enhancement. This includes not only formal training but also the informal exchange of ideas, insights, and experiences. Employees are empowered to question assumptions, experiment with new approaches, and collaborate across departments, thus nurturing a sense of ownership and commitment to the organization's success.

Key characteristics of a learning organization include open communication channels, where ideas flow freely and feedback is valued. Mistakes are seen as opportunities for growth rather than failures. Decision-making is participative, enabling diverse perspectives to shape strategies and tactics. Continuous improvement is embedded in the organizational DNA, enabling the entity to stay ahead of market changes and technological advancements.

The advantages of a   learning organization are manifold. Improve innovation, agility, and competitiveness by encouraging your employees to stay curious and look for new solutions. This approach promotes employee satisfaction and retention as employees feel valued and engaged. Learning organizations are better equipped to navigate complex and uncertain environments, making them more resilient to disruption.

In summary, a learning organization is the epitome of adaptability and growth. Transform the traditional workplace into a dynamic, knowledge-based ecosystem where people are supported, ideas are shared, and failure is a stepping stone to success. As markets evolve and challenges arise, these organizations are better equipped to thrive in an ever-changing environment

Reference

(Https://Www.peoplehum.com/Glossary/Learning-Organization; Https://Www.vectorsolutions.com/Resources/Blogs/What-Is-a-Learning-Organization/#:~:Text=Learning%20organizations%20%5Bare%5D%20organizations%20where,To%20see%20the%20whole%20together.)

 

2.       Emotional Intelligence.

 

Emotional intelligence (EI) refers to the ability to recognize, understand, and manage one's own emotions, as well as the emotions of others. It involves the capacity to perceive, express, and regulate emotions effectively in oneself and in interpersonal interactions.

The concept of emotional intelligence encompasses several key components:

Self-awareness

The ability to recognize and understand one's own emotions, strengths, weaknesses, values, and motivations.

Self-regulation

The ability to manage and regulate one's emotions, impulses, and behaviors in appropriate and constructive ways. This involves controlling negative emotions, adapting to change, and being resilient in the face of challenges.

Social awareness

 The capacity to perceive and understand the emotions, needs, and concerns of others. This includes being able to empathize with others and show genuine interest in their experiences.

Relationship management

 The skill to build and maintain healthy relationships, communicate effectively, resolve conflicts, and collaborate with others. It involves using emotional intelligence to influence, inspire, and lead others in a positive manner.

Emotional intelligence is not fixed or innate but can be developed and improved through self-reflection, self-awareness exercises, empathy training, and practice. It is an important aspect of human interaction and has been linked to various positive outcomes, including better interpersonal relationships, higher job performance, effective leadership, and overall psychological well-being.

Here are some definitions of emotional intelligence;

“Emotional Intelligence is the capacity for recognizing our own feelings & those of others, for motivating ourselves & for managing emotions well in ourselves & in our relationships. Emotional intelligence is the ability to understand & express your emotions to meet the requirements of day-to-day living, learning & relating to others”

What Does Emotional Intelligence Means?

Emotional intelligence (EI) refers to the ability to perceive, understand, manage, and express emotions effectively. It encompasses a set of skills and qualities that enable individuals to navigate their own emotions and the emotions of others in a positive and constructive manner.

Here's a breakdown of what emotional intelligence means:

Perception of emotions

 Emotional intelligence involves the ability to accurately perceive and identify emotions, both in oneself and in others. This includes recognizing facial expressions, body language, and vocal cues that convey emotions.

Understanding emotions

It refers to the capability to comprehend and make sense of emotions. This includes understanding the causes and triggers of emotions, as well as the impact they can have on thoughts, behavior, and relationships.

Management of emotions

 Emotional intelligence involves effectively managing and regulating one's own emotions. This includes being able to control and channel emotions in a way that is appropriate for a given situation. It also involves being aware of how emotions can influence decision-making and taking steps to manage them effectively.

Expressing emotions

Emotional intelligence includes the ability to express emotions appropriately and effectively. This means being able to communicate one's emotions in a clear and constructive manner while considering the impact on oneself and others.

Empathy

 It refers to the ability to understand and share the feelings of others. Empathy is a critical component of emotional intelligence, as it enables individuals to connect with others, show compassion, and respond to their emotions and needs in a supportive and understanding way.

Relationship management

Emotional intelligence involves the skill of building and maintaining healthy relationships. This includes effective communication, conflict resolution, and the ability to navigate social dynamics and collaborate with others.

Overall, emotional intelligence encompasses the awareness, understanding, management, and expression of emotions in oneself and in relationships with others. It is a valuable skill set that can positively impact personal and professional success, as well as overall well-being.

Why is emotional intelligence important?

Emotional intelligence is important for several reasons:

Self-awareness

 Emotional intelligence helps individuals understand and recognize their own emotions, strengths, and weaknesses. This self-awareness allows them to manage their behavior and make more informed decisions.

Self-regulation

Emotional intelligence enables individuals to regulate their emotions and impulses effectively. This skill helps them maintain control in challenging situations, manage stress, and avoid impulsive or destructive behavior.

Empathy

Emotional intelligence involves the ability to understand and share the feelings of others. Empathy allows individuals to connect with others on a deeper level, build stronger relationships, and respond to the needs and emotions of others in a supportive and compassionate manner.

Effective communication

Emotional intelligence enhances communication skills by enabling individuals to express their emotions clearly and assertively while also being attentive to the emotions of others. This skill facilitates more effective and meaningful communication, leading to improved relationships and collaboration.

Conflict resolution

Emotional intelligence contributes to resolving conflicts and disagreements in a constructive manner. Individuals with high emotional intelligence can understand the perspectives of others, manage their own emotions during conflicts, and find solutions that satisfy all parties involved.

Leadership

Emotional intelligence is a crucial trait for effective leadership. Leaders with high emotional intelligence can inspire and motivate their teams, understand and address the needs and concerns of their employees, and create a positive and productive work environment.

Adaptability

 Emotional intelligence helps individuals navigate change and adapt to new situations more effectively. It allows them to remain flexible, open-minded, and resilient in the face of challenges or setbacks.

Overall, emotional intelligence plays a vital role in personal and professional success, as it positively influences various aspects of life, including relationships, communication, decision-making, and overall well-being.

Reference

development. It refers to the ability to understand and manage emotions, both in oneself and others, and to use that understanding to navigate social situations effectively. Emotional intelligence encompasses several key components, including self-awareness, self-regulation, empathy, motivation, and social skills.

Developing emotional intelligence has numerous benefits. It enhances our self-awareness, allowing us to recognize and understand our emotions, strengths, and weaknesses. This self-awareness enables us to regulate our emotions, leading to improved self-control and resilience in the face of challenges.

Emotional intelligence also enhances our understanding of others. By cultivating empathy, we can put ourselves in someone else's shoes and comprehend their feelings and perspectives. This understanding fosters better communication, enhances relationships, and promotes collaboration and teamwork.

People with high emotional intelligence are often skilled at managing conflicts and solving problems. They can navigate difficult situations with sensitivity, finding mutually beneficial solutions and maintaining positive relationships. Additionally, individuals with high emotional intelligence are generally more effective leaders, as they can inspire and motivate others, build strong relationships, and adapt their leadership style to suit different individuals and situations.

Furthermore, emotional intelligence plays a significant role in personal well-being and mental health. It helps individuals manage stress, regulate their emotions, and develop healthier coping mechanisms. It also promotes positive mental and physical health outcomes, improves decision-making abilities, and contributes to overall life satisfaction.

Fortunately, emotional intelligence is not fixed and can be developed and strengthened over time through self-reflection, practice, and learning. By cultivating emotional intelligence, individuals can enhance their personal and professional relationships, navigate challenges with grace and empathy, and ultimately lead more fulfilling lives

2. Emotional Intelligence. Accessed 13 Aug. 2023.

Https://Online.hbs.edu/Blog/Post/Emotional-Intelligence-In-Leadership. Accessed 13 Aug. 2023.

Https://Www.latrobe.edu.au/Nest/Why-Emotional-Intelligence-Makes-You-More-Successful/#:~:Text=Emotional%20intelligence%20is%20the%20ability,Conflict%20and%20improve%20job%20satisfaction. Accessed 13 Aug. 2023.

 

 

 

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Employee Motivation -Improving motivation using Herzberg’s Two-Factor theory

Overview

The two-dimensional concept refers to work-related factors that will lead to job satisfaction or employee dissatisfaction (Baah and Amoako, 2011).
According to Owler and Morrison (2015), these factors can be divided into two main categories in terms of Hygiene Factors and Motivation factors. They also explain, While the fulfillment of Hygiene features will reduce employee dissatisfaction, at the same time while the fulfillment of Motivation features will increase employee satisfaction and motivation, absence will reduce motivation. However, hygiene factors and motivation factors are self-contradictory, so addressing hygiene factors will not increase employee satisfaction but will reduce employee dissatisfaction and vice versa (Ghazi, Shahzada, and Khan, 2013).
Hygiene features are based on external factors that focus on the scope of work rather than content that focuses on wage fulfillment, corporate policies, management and asset planning, work environment, and human interaction. Hygiene aspects are aligned with the Intrinsic side of the Job's content, focusing on the employee experience in work such as job quality, responsibilities, proper recognition and reward, and success (Owler and Morrison, 2015). 

Different views between traditional motivation and Herzberg’s two-factor theory 

Source (Chu and Kuo, 2015) 

The diagram above of Chue and Koo (2015) illustrates how the aspects of Hygiene and Motivation apply to work with a different state change, from dissatisfaction to dissatisfaction and dissatisfaction and dissatisfaction. For example, an employee will be motivated and will have a sense of satisfaction when given a challenging and meaningful job where his or her success is well known. He will not be satisfied when work is boring, and there is no proper recognition. At the same time, the same employee can be satisfied if he is paid less to work in a resource-poor environment and is constrained by strict organizational policies. However, providing a good environment in which to work will lead to employee dissatisfaction but will not guarantee employee satisfaction.

The conclusion

Herzberg’s vision of two things is a powerful concept where organizations in today’s digital age can still use their most effective use to create a culture in which employees are highly motivated. However, it will always be an act of balancing between cleanliness and motivation when each organization needs to find its own formula designed to achieve the ideal environment you love when it comes to the right and unsatisfactory motivation.

References

 

Baah, K. and Amoako, G. (2011). Application of Frederick Herzberg’s Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective. European Journal of Business and Management, [online] 3(9), pp.1-7. Available at: pdfs.semanticscholar.org/8120/9583968b25d38e08f353aef4004be7cd099c.pdf . Accessed 2 Aug. 2023.

Chu, H. and Kuo, T. (2015). Testing Herzberg’s Two-Factor Theory in Educational Settings in Taiwan. The Journal of Human Resource and Adult Learning, [online] 11(1). Available at: www.hraljournal.com/Page/10%20HuichinChu&TsuiYangKuo.pdf. Accessed 2 Aug. 2023.

Ghazi, S., Shahzada, G. and Khan, S. (2013). Resurrecting Herzberg’s Two Factor Theory: An Implication to the University Teachers. Journal of Educational and Social Research, [online] 3(4), pp.445-450. Available at: pdfs.semanticscholar.org/a49f/86fcea51dc67d89c1a5ae4401062bcfa4242.pdf . Accessed 2 Aug. 2023.

Owler, K. and Morrison, R. (2015). What makes work enjoyable and motivating for Learning Advisors in Aotearoa-New Zealand?. Association of Tertiary Learning Advisors Aotearoa/New Zealand Journal, [online] 1(1), pp.16-33. Available at: pdfs.semanticscholar.org/99a5/eea366617653d0e957e4bbb3cce0b93c6d7b.pdf. Accessed 2 Aug. 2023.

 

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HRM, Selection Process and Introduction of Psychometric Test

Nowadays many business organizations are facing a lot of problems. One of the most common problems is failing to appoint the most suitable person to a vacant position. Human resource management thus became an integral part of all organizations in achieving their goals. Apart from qualifications, work experience, collaboration, attitudes, and staff personality, how they are treated is a key factor in organizational success since the main asset of the organization is the staff (Memon, et al. 2018).

Although much was explained in Human Resource Management, according Armstrong's (2006) strategic and strategic plan for employees to achieve long-term and short-term organizational goals can be described as HRM. In the case of human resource management, the recruitment and selection process plays a very important role. According to Bratton and Gold (2007), Recruitment is the process of recruiting a group of people who have applied for this selected position and then selecting the most suitable person or people who use special tools or equipment.

Selection Tools Used by Organizations

According to Stone (1982), Human resource managers use a number of methods to select candidates for the largest vacancies. These well-known methods are shown below.

• Conversations

• Skills assessment

• IQ test

• Psychometric Test

• Assessing the basics of skills and competencies

• Reference Check, Check Police, and check network conversations

Psychometric Tests

   Source(IDreamCareer, 2020)

Although there are many tools to choose from, the psychometric Test is very popular over the years. Screenihi and Fernandes (2014) argue that the reason for this is that the candidates are well prepared for other options and that will help them to go through the process easily. In fact, when it comes to working conditions, employees cannot do the job well enough. Psychometric tests are therefore common and scientific methods used to measure human strength and personality. It empowers employers to select the most suitable person for the specified job (Healy, 2008).

Psychometric tests will be designed to measure the applicant's suitability for the specified position. Employers use data collected in a psychometric test to identify hidden traits of candidates that are difficult to detect in face-to-face interviews or official selection tools (Bryon, 2011).

Reference List

Armstrong,M.(2006)A handbook of human resource management practice.10th ed.London, Kogan Page Limited. Accessed  Aug. 2023.

• Bratton,J and Gold.(2007)Human resource management : theory and practice.04th ed.Basingstoke, Palgrave Macmillan. Accessed  Aug. 2023.

Bryon, M.(2011)How to pass Graduate Psychometric tests.04th ed. Kogan Page, London. Accessed  Aug. 2023.

Memon,M,,Ahmed,F., Qureshi,M and Brohi N.(2018)Journal of organizational behavior research. Effectiveness Of Psychometric Testing In Recruitment Process,l3(1),pp.92-93. Accessed  Aug. 2023.

Stone,T.(1982) Understanding Personnel Management,The Dryden Press Series in Management,01st ed.Harcourt School. Accessed  Aug. 2023.

Fernandes,O and Screenidhi, K.(2004)The benefits of using a Holistic Approach in behavioral assessment Interpretation. Accessed  Aug. 2023.

Liam Healy, L.(2008)Psychometric test for dummies, England, John Wiley & Sons Ltd. Accessed  Aug. 2023.

 

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Employee Recruitment

E-employment trends

About 92% of companies in the USA have started using social media, including 93% shares, 66%, and 54% of LinkedIn, Facebook, and Twitter. There has been an 85% increase since 2007 in using social media to find jobs (Salmen, 2012).

Thus, Table 1.0 compares Generations forms why e-Recruitment has become an HRM item.

Table 1.0 Personal and Lifestyle Characteristics by Generation:

	The Veterans (1922-1945)	Baby Boomers (1946-1964)	Generation X (1965-1980)	Generation Y (1981-2000)
Work is...	An obligation	An exciting adventure	- A difficult challenge - A contract	- A means to an end - Fulfillment
Communication Media	- Rotary phones - One-on-one - Write a memo	- Touch-tone phones - Call me anytime	- Cell phones - Call me only at work	- Internet - Picture phones - E-mail - Social media
Leadership Style	- Directive - Command and control	- Consensual - Collegial	- Everyone is the same - Challenge others - Ask why	- *N/A
Interactive Style	Individual	- Team player - Loves to have meetings	Entrepreneur	- Participative
Communications	Formal Memo	In Person	- Direct - Immediate	- E-mail - Voice mail

* Not enough evidence for this characteristic to be determined. 

(Source: Hammill, 2005)

The diagram above shows how human habits change from one generation to the next. Accordingly, it is clear that the era in which we live is computerized and the current generation is particularly fond of e-methods compared to previous generations. The main mode of employment is communication. Communication today is almost entirely influenced by the Internet and Socialism. That’s why good employee acquisition, many organizations switch or switch to the E-Recruitment system in employment.

In Sweden, a Tengai Robot helps to conduct interviews, which is not biased in terms of gender, race, nationality, age, relationships, or other factors that can judge or create an already constructed image. The Robot provides feedback and personal actions such as smiles that help expand their real ideas (Henry, 2019).

 

Figure 1.0:  The e-recruitment landscape

(Source: IES, 2002)

The diagram above shows how the system evaluates CVs and the relevant shortlists to help Applicants get results faster if basic qualifications are met or not. Ex: - Basic educational qualifications, age, and at the same time protect privacy, data protection is why, it promotes the diversity of candidates (IES, 2003). In terms of Figure 1.0, the applicant is connected to the central system in which the Line Manager is involved in this process. In addition, the HR and the Employment Agency in the diagram above play an important role in recruiting the right people within the Organization's objectives. (IES, 2003).

Example of e-recruitment

In the Banking sector hire people through the Company website online. However, Job's traditional (newspaper) and modern electronic advertisements (social media, online advertising) reach a larger pool of active and inactive applicants. In accordance with the diagram above, Applicants are requested to submit their CVs through our Company's employment website. The Internet testing tool then enables the Bank to automatically evaluate the qualifications and select the applicants according to the expected basic requirements. This helps the Bank to avoid going through a large pool of incomplete and inappropriate forms and a quick response from candidates about the space used.

The HR Dept will then request eligible candidates to proceed with the screening process. Finally, they hire candidates to meet the expectations of management.

Conclusion

The number of organizations that share online resources is increasing day by day, regardless of the Business they are affiliated with. It is because of the global situation and the impact of the Internet on modern society. So hiring people has become much easier to select people from anywhere in the world. The Organization can be recognized internationally and continues to assist the Organization to maintain the records of employees, and their performance in the administration of transfers, transfers, and grievance management. (Ankita, J, Ankita G, 2014).

References:

Ankita, J, Ankita G (2014), E-Recruitment & E- Human Resource Management Challenges in the Flat World: A Case Study of Indian Banking Industry (with Special Reference to ICICI Bank, Jaipur), International Journal of Scientific and Research Publications, 4(1), P.3. Accessed 2 Aug. 2023.

Hammill, G. (2005), Mixing and Managing Four Generations of Employees, FDU Magazine Online,,. Accessed 1 Aug. 2023.

Henry, B (2019), This Robot Interviewer Is Helping Sweden Recruit without Bias, World Economic Forum,  < Https://Www.weforum.org/Agenda/2019/07/Sweden-Robot-Remove-Bias-From-Recruitment?Fbclid=IwAR3v9ro8r09x9PwXe_XLsqTZxGpf_lmWCvfEQ8Xz0uSeUOS5HMFsr0HsS98>. Accessed 1 Aug. 2023.

IES (2003), Cited in Report Summary: E-Recruitment: Is It Delivering?, . Accessed 1 Aug. 2023.

Salmen, (2012), Cited in Maureen, S. (2014), E-Recruitment: A Comparison with Traditional Recruitment and the Influences of Social Media, BBA Thesis, Helsinki Metropolia University of Applied Sciences. Accessed 2 Aug. 2023.

Tengai Unbiased, (2019), about Tengai,, Accessed 2 Aug. 2023.

 

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Evaluate of Employee Performance -Effective of 360-degree appraisal in HRM perspective

 Diagram 1.0 - Holistic view of 360 Degree Appraisal

(source: Satyawan et al, 2012)

According to Figure 1.0 (Satyawan, et al., 2012), the 360-degree test as proposed, provides feedback from various levels as described above. Where this assessment helps employees to have a complete view of the impact, they have on the Organization due to their performance. While 360-degree testing helps employees progress in the workplace, it does help managers gain insight into how their leadership style is intertwined and influential among employees. (Satyawan, et al., 2012). 

The purpose of the 360-degree test is primarily leadership development. This could further test the change in Leaders' behavior in management; because they receive feedback from all parts of the Organization and thus ultimately influence the change and progress of the organization (Satyawan, et al., 2012).

According to (Thomas, et al., 1997), 360 appraisalals provide an opportunity for those under their control to express their views to managers about their behavior and style. Therefore, this can help employees to see their strengths and weaknesses in a holistic way, where weaknesses can be reduced by training and development processes. In addition, it promotes two-way communication and enhances the self-esteem of the underprivileged (Thomas, et al., 1997).

In contrast to traditional testing, 360-degree testing focuses on the skills required throughout the Organization. Thus, by assigning the burden of testing to more than one person, the many errors and prejudices found in traditional tests can be minimized (Drakes, 2008).

According to (Riboldi & Maylette, 2007), more viewing of test results will be more comprehensive in staff performance and thus lead to a reduction in discrimination and discrimination that can lead to individual assessment.

Advantages and disadvantages of 360 degree performance testing

As with all 360-degree performance performanceraisalal they have a pro and a pro. Let's take a look at the pros and cons of a 360-degree performance appraisal system.

 Advantages of 360-degree test

• ·         This program provides a complete overview of employee performance.
• ·         Improves the reliability of the performance appraisal system
• ·         Feedback from partners helps to strengthen the employee's self-improvement process
• ·         It also increases the responsibility and vigilance of employees to their customers.
• ·         Different perspectives from different combined dimensions provide a more precise 360 ​​degree test.
• ·         Many persuasive ideas can be collected from different participants.
• ·         Here not only the manager but also his colleagues have the responsibility to monitor the performance of the employees which empowers them.
• ·         Employees are encouraged to look down on themselves.

The Disadvantages of the 360-degree test

• ·         The process is very long, complicated and time consuming.
• ·         If the answer is found in the exchange of staff it could create a problem and tension between the employees.
• ·         Much effort must be made to train an employee to make the most of his or her 360-degree assessment program.
• ·         It is very difficult to get results.
• ·         Some reversals are useless and require careful removal.
• ·         A suspicious place in the organization can be created as the information is not available to everyone.

Importance of 360-Degree appraisal to HRM

The 360 ​​review is a technical opportunity given to colleagues to provide a 360-degree feedback on the performance of a colleague. Traditionally it could be the HR department or the employee reporting manager asking subordinates to provide their feedback.

Many organizations use an online survey method to work with an employee and empower them to provide operational feedback. An online research tool is very useful in gathering feedback and providing a clear understanding of staff performance.

References:

Drakes, S, (2008), “Everybody counts”, Black Enterprise 38(1), 58–59, cited in Robert, WDZ, (2018), The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organization, South African Journal of Economic and Management Sciences, p. 2.. Accessed  Aug. 2023.

Riboldi, J, & Maylette, T., (2007), “Using 360 feedback to predict performance”, T&D 61(1), 48–52, cited in Robert, WDZ, (2018), The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organization, South African Journal of Economic and Management Sciences, p. 2.. Accessed  Aug. 2023.

Satyawan, B, Sharma, C, and Bhatt, JK., (2012), “360 Degree Feedback Appraisals- An innovative approach of Performance Management System”, International Journal of Management & Information Technology, 1(2), p. 57-8, 60.. Accessed  Aug. 2023.

Thomas, NG, Michael, M & Mary, F., (1997), 360 degree feedback: Its role in Employee Development, Journal of Management Development, 16(2), p.136-144. Accessed  Aug. 2023.

 

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Employee Retention : Design Work to Focus on Employee Engagement

 Design Work to Focus on Employee Engagement

The employees involved and the founders of the organization are important partners in each innovation process because they are sources of ideas, they have a responsibility to start or they can reduce unsuccessful creative efforts when they are dissatisfied. “Job creation” is therefore identified as the most important factor in active participation and Innovative Work Behavior (Spiegelaere et al., 2015). Recent research suggests that job creation is one of the most important factors contributing to levels of engagement activities that provide experiences such as diversity, challenge, and the ultimate responsibility for creating high levels of engagement (Shantz et al., 2013). Conditions of work create environments where people can personally engage with their work (Kahn, 1990) and he goes on to say that while people did work that was challenging and varied, they were able to get involved.

Figure 03: The mediating effect of engagement on the job design to performance relationship

Source: Shantz, A., Alfes, K., Truss, C. and Soane, E. (2013)

Hackman and Oldham (1980) point to the existence of five key functional characteristics: job diversity, ownership, value, independence, and responsiveness within tasks helps to build an internal motivation for excellence by involving employees.

Job Design is the process of creating a job and designing a specific job at Toyota as both the size of the job creation includes the scope of work and the depth of the work. The scope of work refers to the number and variety of work performed by a person working for the Toyota Motor Company which are many jobs with a high level of work. In a work with limited scope, the employer must perform fewer tasks and may be the reason for the dissatisfaction of a particular employee. Job depth refers to the freedom of employers to plan and organize their own work. Toyota executives give its employees freedom up to his control or to his limits and they work at your speed and communicate according to your need (UK essays, 2018).

Many organizations are interested in building spiritual workplaces that engage the hearts and minds of their employees to encourage and build high levels of employee engagement (Saks, 2011). The workplace affects work performance and employee satisfaction, such workplace decisions seek to create an investment in the quality of life of employees, the argument that balanced productivity will enable researchers to continue to find links between employee health and workplace features such as indoor air quality, furniture ergonomic, and light (Vischer, 2007). Today more than 70 percent of employees work in an open environment (Phillips et.al, 2016) on this open office concern that will come with privacy and often disrupt it.

 

Remote and flexible performance

Flexible employment policies are generally designed to give employees the ability to choose how much they work, when and where they work and to help them find a satisfying work life balance (Kelliher and Anderson, 2009). In addition, Kelliher and Anderson (2009) emphasize that employees' experience of working at home part of the week and working reduced hours shows a strong work ethic.

The company I work for was relocated a few years ago to an area where public transportation and infrastructure are limited. After the relocation of office space, almost all employees have to deal with many physical, mental and financial problems while planning their daily commute. Workers began to be laid off and productivity declined. In view of this situation, senior executives have announced flexible working hours and homework options by providing interactive tools. After that, the productivity of the workers began to rise and let them manage the balance of their work. As well as the positive attitude of employees leads to the production of new & smarter company ideas. They become more promising employees than ever before.

List of References

• Hackman, J.R., and Oldham, G.R. (1980), Work Redesign, Reading, MA: Addison-Wesley. Accessed  Aug. 2023.

• Kahn, W. A. (1990. Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), P. 692–724. Accessed  Aug. 2023.

• Kelliher, C. And Anderson, D. (2009). Doing More with Less? Flexible Working Practices and the Intensification of Work. Human Relations, 63(1), Pp.83-106. Accessed  Aug. 2023.

Saks, A. (2011). Workplace spirituality and employee engagement. Journal of Management, Spirituality & Religion, 8(4), pp.317-340. Accessed  Aug. 2023.

Shantz, A., Alfes, K., Truss, C. and Soane, E. (2013). The role of employee engagement in the relationship between job design and task performance, citizenship and deviant behaviours. The International Journal of Human Resource Management, 24(13), pp.2608-2627. Accessed  Aug. 2023.

Spiegelaere, S., Gyes, G., Witte, H. and Hootegem, G. (2015). Job design, work engagement and innovative work behavior: A multi-level study on Karasek’s learning hypothesis. management revu, 26(2), pp.123-137. Accessed  Aug. 2023.

• Vischer, J. (2007). The effects of the physical environment on job performance: towards a theoretical model of workspace stress. Stress and Health, 23(3), pp.175-184.

. Accessed  Aug. 2023.

 

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