Feedback-driven Amba Week at Carry's

The following sample essay on “Amba week “: сarry’s case further details how this organization relied upon feedback from its employees, through surveys and interviews, to develop the new policy change. Since the amendment was imposed job performance and organizational commitment is said to have increased, especially for those employees whom were not regularly taking lunch breaks. This scenario brings to light the specific question of motivation in the work force, and how a company, such as the one mentioned above, can find new ways to motivate their workforce and create increased performance and job commitment.

The following report will analyze the impact this specific policy change can have on the overall work environment in the areas of motivation, performance, and com tenement. Scholarly Framework As David Wild (2011) explains in his research brief on the correlation between salary and work place happiness, it is all but a myth that employee satisfaction goes hand in hand with financial compensation.

Although individual studies aim to prove that this is true, researchers have done their due diligence in thoroughly assessing the results from 86 previous studies on the subject.

They have discovered that although pay may be a motivator for some employees, larger wages do not directly correlate to a satisfied employee base. These researchers went on to compare an increase in wages to that of the short-lived joy of newlyweds, meaning that job satisfaction would only be temporary. These research findings are not an entirely new way of thinking and as Dan Pink explains in his presentation, The Puzzle of Motivation, “there is a mismatch between what science knows and what business does” (2009).

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This essentially means that most 21st century genuineness are choosing to ignore the fact that the science of organizational behavior pertaining to motivation is not linked to reward and punishment, or extrinsic motivation, but rather intrinsic. Carols employer is implementing these concepts of intrinsic motivation to better the work environment, but is it really making a difference for employees? Analyze the case chosen Although the policy change is strictly optional, research has shown that breaks taken at work can be beneficial to reducing stress levels for employee (Frizz, Ellis, Demise, Line & Gurus, 2013). The key argument presented in ending is that work breaks have measurable effects on employee well-being and performance. However, this research places a great deal of focus on the activities that employees partake in during their work breaks. Meaning if an individual uses this break time to read a book or enjoy a meal, as long as these activities are viewed as relaxing by the partaker, then they will demonstrate increased energy during the work day.

This increased energy would then, presumably, correlate to a more productive employee. On the reverse side of the spectrum, if an individual uses their thirty minute break erred to perform a task they find stressful then they would return to their work duties feeling fatigued, and therefore become less productive as the dad goes on. Although the latter is of concern to employers finding ways to help employees actively seek out less stressful actives during the work day would be beneficial to both parties. This is because the more stress an employee experiences on a routine basis, the greater risk they are to become fatigued, experience memory loss and develop coronary heart disease, consequently lowering employee productivity (Colloquial, Lupine, & Wesson, 2013). It is important for organizations to realize that when trying to provide a better work place and environment for employees there can always be multiple layers to the issue. Perhaps the focus Of this case study should also be spent on finding ways to reduce the levels of stress workers experience and help them to cope with stresses they cannot eliminate. In order to successfully carry out such a task, managers would have to work with employees to create a list of work hindrance and work challenge stresses that can be addressed. It is possible that management has not been made ware of such issues and if they are able to address these concerns going forward then employees would benefit greatly, particularly if these issues are easy to overcome. This type of analysis would be best conducted on a case by case basis due to the fact that stress is different for everyone. The notion that every individual is unique is not a new concept, yet it is one that should be embraced. The employer being discussed in this case is clear aware of this fact because of their demonstration of flexibility in the meal policy change. Nevertheless, the evidence presented in the analysis portion f this case illustrates that employee breaks are overall constructive to employee motivation and if paired with stress reducing activities, can increase employee productivity and organizational commitment. Recommendations In order to provide employees with an adequate amount of personal time t relax, reflex and re-energize, it is recommended that employees be obligated to take their two 15 minute paid breaks on a daily basis. Management should( implement this policy by making sure that individuals document this time away from work activities through some sort of time clock process. This commendation comes in light of the fact that if it was a common occurrence for employees to skip taking lunch breaks previously, then they are most likely not taking their 15 minutes breaks as well. Employees and managers need to be educated on the benefits associated with embracing these work breaks, as they are meant to help, not hinder, work performance. By taking these few minutes for one’s self the employee will be able to come back to the their workstation with a fresh look and positive attitude towards their work. The second recommendation to be discussed is that the organization would offer activities for workers to take part in during their 15 minute breaks. These activities would be geared towards stress relief and could include tasks such as meditation, cardiac, and brain teasers. Those employees interested in partaking in such events on a group level would also be able to do so during a thirty minute meal break if they chose to have one, as these will still be optional. It is recommended that managers reach out to employees for feedback on activities they believe would help to reduce stress. This exercise can also open the lines of communication as to where employees are experiencing stress in their role within the organization. It would be extremely beneficial for management to document such discussions and find ways to assist in eliminating or lessening these stresses. If such a discussion is unable to flow freely, than it is recommend that an anonymous Survey be conducted pertaining to employees and the work hindrance and challenge stresses they are facing. It is all but guaranteed that such issues are prevalent in this case due to the information that has been presented in Carols case scenario. These employees would not be irking overtime on their lunch breaks and then develop “a new desire to remain a member of the agency’ if they were not experiencing some short of stress pertaining to their work (Case Scenario). Therefore, it is crucial that this employer gets to the bottom of the issue or at the very least develops a time management system for employees. It is important that this section of the consulting report end with a discussion on the policy change that originated the overall analysis. Even though research suggests that meal periods are important for employee attestation, the consulting party believes that the employee’s ability to make these decisions for themselves outweighs the research provided. Ultimately giving employees the freedom to make their own choice on this topic is believed to generate more satisfaction then going back and re-mandating the procedure. It is also important to note that because employees will now be required to take their 15 minute breaks, they will still be able to receive the benefits discussed formerly in the text. Expected outcomes By following the recommendations outlined in this consulting report the aforementioned organization should notice an overall decrease in employee stress and increase in motivation. Employees will learn to balance their work related duties and their inner need to nurture their minds on a personal level. The interventions recommend are designed to make work a more enjoyable place for employees, this will intern promote a higher level Of performance and increased commitment to the workplace. Employees must feel valued in order to grow their skills and breed creativity (Colloquial et al, 2013). Failure to motivate employees will be difficult, because of the fact that these commendations rely heavily on impacting employee stress and overall job satisfaction in a positive way. By taking an “inside out” approach to the issues presented by this company and its employees, one is able to see that both parties needs will be meant. The initial focus should be on eliminating stress factors for employees, and by developing creative ways to do so the organization will have conquered half the battle. Thus creating a snowball effect that can increase job satisfaction and motivate employees to work harder and develop their skillet. The important focus of this report is that unlocking the key to employee stress is paramount to increasing performance and commitment. The face that this organization is taking such steps to positively affect their employees demonstrates the emotional attachment workers may strengthen or develop towards the organization. Not to mention the fact that the group activities that will be implemented aim to increase overall moral and develop stronger coworker bounds. These relationships will help to increase organizational commitment as well. By now it should be clear that these aspects of an individual’s behavior: motivation, tress, job satisfaction, performance, and commitment are intertwined and help to advance one another. But the weak link that must be continually evaluated is employee stress. Now of course there are always exceptions to the rule, the 10 presenters. These individuals will make implementation of even the most rewarding task difficult, but it is important for managers to focus their attention on developing procedures that will work best for the majority of workers. Knowing that they will not be able to please every employee can be difficult for managers to fathom.