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It is said that job design is the process of linking specific jobs and deciding what techniques, equipment and procedures need to be used to be able to perform job tasks more efficiently. (George & Jones, 2005) At Aberdeen the company is designed on trust of all employees. They do not have mangers as we call them at my job or foremen like they do at most companies, they have teams. Aberdeen don’t have job descriptions, their employees know each others jobs. But at Green River each employee only knows how to do their own job that they were hired to do. At Green River they are not motivated to want to do another co-workers job which leads to a fear of worrying about losing their job to someone else whereas at Aberdeen no one worries about losing their job but enjoys learning about the other jobs and how it is done so that in the future they can help out in the area if ever needed. In order for Green River to start the new way of job setting and goal setting, it needs to be showed and known that it will be a major part of the organization and it is important. Dailey needs to start getting the word out to the employees about what is in store for Green River and let the employees be a part of the planning stages.
Where I work we have a performance appraisal at the end of every fiscal year to show us how well or how poorly we have performed during the course of the year. We are told what we can do to improve in areas and what our goals should be for the next year. This was a form of getting employees at our company motivated and wanting to do better in the future. Aberdeen has a performance appraisal which they let their team members evaluated their employees. There is always some kind of ...