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Consistent Treatment Decisions must be Related to the

of Employees Employee’s Ability to Perform the Job


 Handle Employee assignments, recognition and
discipline equitably; mediocrity should not be  Decisions are based on the employee
rewarded qualifications (demonstrated by training and
 Each Employee should be treated the same experience) to perform the specific job tasks.
 Unequal treatment of employees destroys morale  Employees should be assigned to work with
and increases distrust different crews and supervisors where possible to
 OJT and outside Training Opportunities should be avoid the perception of special treatment
open to all employees.  Discrimination on the basis of physical
 Overtime should be addressed with written characteristics of a person e.g.. size, gender, or
procedures that ensures equity appearance is illegal
 Genuine interest in employee progression, well-
being and safety promotes cooperation

Motivating Employees through Opportunities for Increasing Job


Job Enrichment Effectiveness through Job Redesign
 Combining fractionalized tasks Job tasks to make  When starting up or building a new plant
them more meaningful to employees  During innovation or technological change
 Giving employees more responsibility for quality or  When markets, products or services change
customer interaction  When a reorganization occurs
 Increasing employees leeway in the set up of jobs  During periods of growth or downsizing
and use of tools and equipment
 When jobs are needed for a special position
 Providing frequent feedback to employees so they
know how they are doing  When the workforce or labor market changes
 Assessment and assistance with the employee’s  When there are performance, quality, safety or
growth needs satisfaction problems
 Higher expectations will produce higher results.

Control Process
Establishment or
Adjustment of Standard

Measurement of

Control Performance

Comparison of
Performance to
Standard

Corrective Action

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