Essay代写案例：The significance of job design
Essay代写案例-工作设计的意义。本文是一篇由本站代写服务提供的essay代写参考，主要内容是讲述工作设计是否可以提高工作积极与绩效，描述了天堂酒店工作设计与人力资源管理。下面就一起来看一下这篇留学生Essay代写案例。
Q N.1>Explain the significance of job design. Can job design improve work performance and motivation of employee? Describe Hotel Paradise approach towards human resource management in terms of job design.
工作设计能否提高员工的工作绩效和工作积极性？描述天堂酒店在工作设计方面的人力资源管理方法。
Ans:
回答：
Organization is said to be the strength of any business.The business functions and produces better when the components in the businesses are more organised and efficient.Job design concept has been found to come about with the rapid technological advancements when mass production and assembly line operations emerged.
据说组织是任何企业的力量。当业务中的组件更有组织性和效率时，业务的功能和生产会更好。当大规模生产和装配线作业出现时，人们发现工作设计概念是随着技术的快速进步而产生的。
Job design is aimed at reducing job dissatisfaction and employee alienation because of repetitive and mechanistic tasks.Organizations attempt to increase productivity levels , satisfaction and motivation to employees through job design.
工作设计旨在减少重复性和机械性任务导致的工作不满和员工疏离感。组织试图通过工作设计来提高员工的生产力水平、满意度和动力。
Various tools used in job design practice may be job enlargement,jo b enrichment, job rotation and job simplification.
职位设计实践中使用的各种工具可能是职位扩大、职位丰富、职位轮换和职位简化。
The process of job design has been defined as -Specification of the contents,ways and
工作设计的过程被定义为-内容、方式和规范
relationships of jobs in order to satisfy technological and organizational requirements as well as personal requirements of the job holder.(Buchanan,1979)
工作关系，以满足技术和组织要求以及工作人员的个人要求。（布坎南，1979年）
According to Burns:A direct invasion on the percepts of the classical approach is job design whereas Taylorist tradition searches to fit people to hardly defined and controlled jobs,job design theorists argue that jobs must fit to the human needs.
根据Burns的说法：对传统方法感知的直接侵犯是工作设计，而泰勒主义传统则试图让人们适应难以定义和控制的工作，工作设计理论家认为工作必须符合人类需求。
To cope with dynamic nature of business,technological changes and competition in the market place,job design has been indespensable in any organization,two major reasons of it are:
为了应对业务的动态性、技术变化和市场竞争，职位设计在任何组织中都是不可或缺的，主要有两个原因：
To enhance personal satisfaction people derive from their work and
为了提高人们从工作中获得的个人满意度
To make the best use of people as a valuable asset of organization and to help overcome obstacles to their efffective performance.
最大限度地利用人作为组织的宝贵资产，并帮助克服阻碍其有效绩效的障碍。
Performance and motivation of employees in any organization remain a critical issue.Job design is aimed at reducing job dissatisfaction and employee alienation because of repetitive and mechanistic tasks.Various tools used in job design practice may be job enlargement,job enrichment,job rotation and job simplification.Hence,increasing employee’s motivation can be achieved through increased job satisfaction.Two-Hygiene Theory by Herzberg(1971,as cited in Rush) explains two sets of factors,satisfying and dissatisfying that affect on employee’s opportunity in work place.Herzberg(1966) made a critical distinction between these factors where a person does not move in a continuous series from being satisfied to becoming dissatisfied or vice versa.To overcome the dehumanised aspect of scientific management ,Herzberg came with the different alternative approaches towards motivation of employees as job enlargement,job rotation,job enrichment and work simplification.
在任何组织中，员工的绩效和动机仍然是一个关键问题。工作设计旨在减少重复性和机械性任务导致的工作不满和员工疏离感。工作设计实践中使用的各种工具可能是扩大工作、丰富工作、轮换工作和简化工作。因此，提高员工的积极性可以通过提高工作满意度来实现。Herzberg（1971，Rush引用）的两个卫生理论解释了影响员工工作机会的两组因素，即满意和不满意。Herzberg（1966）对这些因素进行了关键的区分，即一个人没有从满意到不满意的连续序列，反之亦然。为了克服科学管理的非人性化方面，赫兹伯格提出了不同的激励员工的替代方法，如扩大工作、轮换工作、丰富工作和简化工作。
Reviewing the case study of Hotel Paradise,it has been seen that management is unable to keep employees aware of their tasks,it seems not immuned to the external business environment ,technological advancement that has led more frustration and demotivation to their staffs.
回顾天堂酒店的案例研究，可以发现管理层无法让员工意识到自己的任务，似乎不受外部商业环境的影响，技术进步导致员工更加沮丧和沮丧。
Hence,job design aims to improve the performance and motivation of employee in an organization.Analysis of job design begins with proper viewing at job with broad perspective and moves towards identifying specific activities required to do the job with the aim of identifying and correcting any deficiencies which affect employee’s performance and motivation.
因此，职位设计旨在提高组织中员工的绩效和动机。对工作设计的分析从正确看待工作开始，从广阔的视角出发，逐步确定工作所需的具体活动，目的是识别和纠正影响员工绩效和动机的任何缺陷。
QN.2>Explain how management should approach recruitment process to attract and retain their employee for organizational success of Hotel Paradise.Critically evaluate the importance of hard and soft skill the hotel management should take into consideration.
QN。2> 解释管理层应如何处理招聘流程，以吸引和留住员工，使天堂酒店在组织上取得成功。批判性地评估酒店管理应考虑的硬技能和软技能的重要性。
Ans:
回答：
The process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications and encouraging them to apply for jobs with an organization is known as recruitment.
及时吸引足够数量和具有适当资格的个人，并鼓励他们申请组织的工作，这一过程被称为招聘。
Management always think to retain their employee with proper hard and soft skill inside the organization.So,care should be given at the recruitment process to do so.The process involves series of steps,major steps it follows are:
管理层总是想在组织内部用适当的硬技能和软技能留住员工。因此，在招聘过程中应注意做到这一点。该过程包括一系列步骤，主要步骤如下：
Job analysis :means process used to collect information about tasks,duties,responsibilities, required skills of a particular job which in turn has close link to job description:a list of general tasks and responsibilities of a position and job specification:a statement of employee characteristics and qualifications required to perform the job.
工作分析：指用于收集特定工作的任务、职责、职责和所需技能信息的过程，该过程反过来与工作描述密切相关：职位的一般任务和职责列表以及工作规范：履行工作所需的员工特征和资格声明。
Next ,check the human resources whether employees have right attitude,other personal characteristics,team work ability,cultural fitness.For this,internal or/and external sources can be sought.
接下来，检查人力资源员工是否有正确的态度、其他个人特征、团队合作能力、文化素质。为此，可以寻求内部或/和外部来源。
Another step is selection, evaluation and hiring, for which different factors to be taken in considerationn are: evidence of job qualification, interview,assesment etc.
另一个步骤是选择、评估和招聘，需要考虑的不同因素包括：工作资格证明、面试、评估等。
Finally,se lection decision can be done by the company and job can be offered.
最后，公司可以做出选择决定，并提供工作。
So far the case of Hotel Paradise is taken,management is not found to consider recruitment process in proper way .It seems there is lack of team work among employee,lack of awareness of their skills,lack of work life balance.Management is trying to adopt new competitive strategy but not being able to make the employee cope the situation.It seems there is lack of cultural fit to the employees.
到目前为止，以天堂酒店为例，管理层并没有以适当的方式考虑招聘过程。员工之间似乎缺乏团队合作，缺乏对自己技能的认识，缺乏工作与生活的平衡。管理层试图采用新的竞争策略，但无法使员工应对这种情况。员工似乎缺乏文化适应能力。
Hence,it can be concluded from the above study that,if management wants to attract and retain its employee for organizational success of Hotel Paradise,it should conduct recruitment process in effective and efficient way.Alongwith it ,it must be able to know well about hard and soft skill of employee to cope them better in organization culture, changing business environment,technological advancement etc.
因此，从上述研究中可以得出结论，如果管理层想吸引和留住员工以获得天堂酒店的组织成功，就应该以有效和高效的方式进行招聘。同时，它必须能够很好地了解员工的硬技能和软技能，以便更好地应对组织文化、不断变化的商业环境、技术进步等方面的挑战。
Q N.3>To what extent Hotel Paradise has applied work life balance approach at work place to reduce employees work stress?Critically evaluate its importance at this work place and suggest corrective approach and relate to its impact on performance and well being.
问：3>天堂酒店在多大程度上在工作场所采用了工作与生活平衡的方法来减轻员工的工作压力？对其在该工作场所的重要性进行批判性评估，并提出纠正方法，并说明其对绩效和幸福的影响。
Ans:
回答：
Work life balance is defined as the equilibrium between the amount of effort and time person devotes at work and other aspect of life.
工作与生活的平衡是指一个人在工作和生活其他方面投入的精力和时间之间的平衡。
It is very important to retain employees within the organization.Many organizations as BT,Vodafone,British gas etc have practised it in their organizations in effective manner. BT first introduced homeworking in early 80s which developed an approach of anytime,anywhere working that allows employees to control hours and location of the working days.
在组织中留住员工是非常重要的。英国电信（BT）、沃达丰（Vodafone）、英国天然气公司（British gas）等许多组织都以有效的方式在其组织中实施了这一做法。英国电信在80年代初首次引入在家办公，开发了一种随时随地工作的方法，允许员工控制工作日的时间和地点。
As the work life balance approach at work place of Hotel Paradise to reduce employees work stress is concerned,it is not found to be in practice.Employees have pressure towards the completion of high standard cleanliness within deadline that lead to the frustation, absenteeism and turnover.
天堂酒店工作场所为减轻员工工作压力而采取的工作与生活平衡方法，目前尚未在实践中得到应用。员工有压力要求在截止日期内完成高标准的清洁工作，这会导致员工沮丧、缺勤和离职。
Work life balance is important at work place to increase high productivity and competitiveness,increase flexibility and customer services,motivation,commitment and engagement,reduce absenteeism etc. which in turn helps to retain the employees inside the organization.
在工作场所，工作与生活的平衡对于提高生产力和竞争力、增加灵活性和客户服务、激励、承诺和参与度、减少缺勤等都很重要，这反过来又有助于留住组织内的员工。
Hotel Paradise can practise different approaches as part time work,care leave,career break,work from home,job sharing,job rotation etc to create work life balance of its employees.If these approaches are taken in practice,it will reduce- negative impact on employee’s health,negative impact on relationship and negative impact on job performance that would happen due to lack of work life balance .
天堂酒店可以采用不同的方式，如兼职、护理假、职业休息、在家工作、工作分担、工作轮换等，以创造员工的工作与生活平衡。如果在实践中采取这些方法，将减少由于缺乏工作与生活平衡而对员工健康的负面影响、对人际关系的负面影响以及对工作表现的负面影响。
Hence,work life balance plays a great role in any organization to retain the employees that leads to increase high productivity,raised morale,motivation,commitment ,reduced absenteeism alongwith good impact on health,good relationship and good job performance.These practices should be achieved by Hotel Paradise to reduce employee stress by adopting the approaches mentioned in the previous paragraph.
因此，工作与生活的平衡在任何组织中都发挥着重要作用，可以留住员工，从而提高生产力，提高士气、动力、承诺，减少缺勤，并对健康、良好关系和良好工作表现产生良好影响。天堂酒店应采用上一段中提到的方法来实现这些做法，以减轻员工的压力。
Q N.4>What are the main strength and weakness of Hotel Paradise HR approach related to cultural set up,training development?Provide a reasonable approach of the management towards employees to fit in organizational set up.
Q N.4>天堂酒店人力资源管理方法在文化建设、培训发展方面的主要优势和劣势是什么？为员工提供一种合理的管理方法，以适应组织设置。
Ans:
回答：
Culture is a term that can be defined as integrated pattern of human knowledge,values, behaviour,goals ,belief,attitude and practices that characterizes an organization or group.
文化是一个术语，可以定义为一个组织或群体所特有的人类知识、价值观、行为、目标、信仰、态度和实践的综合模式。
Organization culture is ‘how things are done around here’ i.e organization.(Mullins,2005in OBp 891)
组织文化是“在这里做事的方式”，即组织。（Mullins，2005年，OBp 891）
Organization culture is “the collection of traditions,values,policies,beliefs and attitudes that constitute a pervasive context for everything we do and think in an organization” (Mclean and Marshall,1993 in OB p891)
组织文化是“传统、价值观、政策、信仰和态度的集合，它们构成了我们在组织中所做和思考的一切的普遍背景”（Mclean和Marshall，1993年，OB p891）
Reviewing the case study of Hotel paradise, it can be seen as its strength that the management has approached skill development programme where all supervisors and chamber maids are encouraged in NVQ training programme, has planned to provide meal on duty,has taken people as important asset of company.
回顾天堂酒店的案例研究，可以看出其优势在于，管理层已经接近技能发展计划，在NVQ培训计划中鼓励所有主管和女佣，计划提供值班餐，并将人员视为公司的重要资产。
As weakness it can be found that there is lack of job design,job analysis , which obviously lacks job description and job specification,it seems to be lack of work life balance, pressure on employee at work ,lack of teamworking,job sharing etc.
作为弱点，可以发现缺乏工作设计、工作分析，明显缺乏工作描述和工作规范，似乎缺乏工作与生活的平衡，员工在工作中的压力，缺乏团队合作和工作共享等。
Some reasonable approaches of the management towards employees to fit in organizational cultural set up may be prioritising organizational culture at the time of recruitment of employee,well job design,maintaining work life balance which ultimately leads to develop following characteristics in the employee as: performance,quality,competence,customer services,compititiveness,teamwork,,innovation etc.
管理层对员工的一些合理方法可能是在招聘员工时优先考虑组织文化，做好工作设计，保持工作与生活的平衡，最终导致员工形成以下特征：绩效、质量、能力，客户服务、竞争力、团队合作、创新等。
Hence organizational culture is very important to employees to fit in any organization which if not taken in consideration may lack mutual cooperation among employee,team working among staff that in turn leads the organization away from achieving its objectives,same is the case for Hotel Paradise too.
因此，组织文化对员工融入任何组织都非常重要，如果不考虑这一点，员工之间可能缺乏相互合作，员工之间的团队合作反过来会导致组织无法实现其目标，天堂酒店也是如此。
Q N.5>Identify the grievance issue at Hotel Paradise.Describe the best practices of grievance procedures at Hotel Paradise.
Q N.5>确定天堂酒店的申诉问题。描述天堂酒店申诉程序的最佳实践。
Ans:
回答：
Grievance is a complaint that has been formally presented to a management representative or to a union official.
申诉是正式提交给管理层代表或工会官员的投诉。
Grievances may occur at any levels and the organizational practices apply to everyone for management and employee.Grievance may include:terms and conditions of employment,health and safety,work relations,bullying and harassment,new working practices,working environment ,organizational change etc.
申诉可能发生在任何级别，组织实践适用于管理层和员工的每个人。申诉可能包括：雇佣条款和条件、健康和安全、工作关系、欺凌和骚扰、新的工作实践、工作环境、组织变革等。
Reviewing the case of Hotel Paradise,dissatisfaction is found in the employee specially due to more presssure of work given by supervisor at work place.The reason behind is found to be improper working of hoover but it has been claimed to employee by supervisor due to mishandling of hoover by employee.The problem of employee is found to be neglected or unlistened by the management.Mr Gill,a management member is found to interviewing employees to understand problem in depth and dissatisfaction of employees to the supervisor.Porters are arguing as they are given unexpected task and asked to carry it on unexpected time.
回顾天堂酒店的案例，发现员工的不满，特别是因为工作场所的主管对工作的压力更大。背后的原因是hoover工作不当，但由于员工对hoover的处理不当，主管已向员工提出索赔。发现管理层忽视或忽视了员工的问题。Gill先生，一位管理层成员，被发现采访员工，深入了解问题和员工对主管的不满。搬运工们正在争论，因为他们被赋予了意想不到的任务，并被要求在意想不到的时间完成任务。
Grievances are rare since few employees will question their superior’s judgement.The key features or practices of grievance procedures are fairness,facilities for representation,procedural steps and promptness.
很少有员工会质疑上级的判断，因此很少有人会抱怨。申诉程序的主要特点或做法是公平、代表便利、程序步骤和及时性。
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