Thus they can gain more interest in their job as well

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Thus, they can gain more interest in their job as well as can gather huge knowledgeabout the job profile. Customer service employees can serve in the register and viceversa can be an example of job rotation.On the other hand employer can know about every employee’s strengths andweakness, helps to give employee recognition that will give more satisfaction andforce them to stay with the organization (Tor & Jaime, 2006).Job enlargement: Another effective technique namely job enlargement can beexercised in Zetland Coles’ Store in order to reduce the employee’s boredom resultingfrom doing the monotonous jobs. Job enlargement suggests additional variety of jobsperformed by an individual for not only reducing the purpose of monotony, but also8
utilizing an individual’s potential skills and capabilities by allowing the employeemore freedom and responsibility for making employee satisfied and engaging morewith jobs which results less employee turnover (William & Peter, 1966). While acustomer attendance also inform customer & convince to sell their targeted productwarranty or insurance side by side with their existing responsibilities will involvethem with more activity and thus management can hold back more employees withinthe organization. Job enrichment: Job enrichment is a type of job redesign that will provide not onlysome extra responsibility but also will anticipate more authority and autonomy whichwill generate some extra spirits toward the jobs. With the help of job enrichmentprocess, the management of Coles in Zetland can retain their efficient employees. Dueto the crowd of casual employees, most of the efficient employees cannot get properfeedback from the organization (Burkholder, 2015). Job enrichment, not only willmake the job more interesting, but also can help to overcome boredom for makingthem prolong in the work place(Wendi, E. 2010). For example, let's say, front deskemployees have enough experience to deal with and proper contact with thecustomers complain, more than anybody else. Imagine, how good is that would be ifthat employee or any representative on behalf of him/her has opportunity to explain inan important meeting where all department managers, supervisors or regionalmanager are present. This extra authority can give much more pleasure to do jobenthusiastically and retain in the job. Moreover, it can be real solution of thatparticular issue. Motivation:After lots of analysis on the high employee turnover of Coles, we came to a conclusion that the employee with less motivational factors which mainly refers to job security (Sadri & Bowen, 2011). They are basically the employees who have been recruited on contract basis as a result of which they always have a fear that they might lose their job at any point of time. On the other hand employees with high motivational factors works extremely hard, their productivity is extremely high and it is always fruitful for the company.

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