Human Performance, Questionnaire Example

It has been said that “Listening is an active process that focuses on the speaker’s message.” Do you agree? Discuss.

Active listening is indeed an active process that focuses on the speaker’s message because unlike hearing which is a passive process, listening requires efforts to understand the message as intended by the speaker and be attentive. The listener also pays attention to the non-verbal cues as well as the context in which the message is being communicated. Another part of active listening is asking questions and seeking confirmation to ensure that the message has been understood as intended by the speaker

Explain the concept of Job Enlargement as a work design intervention. What do you perceive to be the disadvantage(s) of Job Rotation as a job analysis intervention?

Job enlargement involves delegating more tasks to an individual related to his job. In other words, it is expanding the scope of one’s job responsibilities. Job enlargement may enable employees to improve time management skills and allow them to learn more within a specific period of time. The disadvantage of job enlargement is that the employee may feel overworked especially if compensation is not adjusted to reflect the additional responsibilities. In addition, the performance may go down due to divided focus and greater number of responsibilities. Some employees prefer additional responsibilities but not everyone does. Thus, if employees do not desire additional responsibilities, job enlargement will lower their job satisfaction instead of improving it.

What is change management? Why are some employees resistant to organizational change?

Change management refers to tools and techniques utilized to help organizations’ and individuals’ transition from an existing state to a desirable state. Change management aims to create a flexible organizational culture that is able to quickly adapt to changing competitive environment. Some employees may be resistant to organizational change because employees have become used to existing way of doing business and they fear loss of efficiency. In addition, change often requires going through training and re-learning process. Employees’ also do not like the uncertainty that comes with change and usually not sure how the change will benefit them or the organization. They may also wonder why change is being pursued when things seem to be working well.

Employees may also be resistant to change if they fear losing jobs or their skills becoming outdated. Some employees seek additional responsibilities because they are motivated to progress in career but others may prefer more balance between family and work life. Thus, they may oppose change if they believe that change will threaten their family-work balance because it will require more work commitment from them.

Read the Case Study on Epilepsy Foundation of Michigan (page 129). How did the President of the organization handle the employee resistance to change?

First of all, the President ensured that he explained the purpose of the change to the employees and how it will allow Epilepsy Foundation of Michigan to stay competitive. This removed the uncertainty and let the employees understand how the change will be beneficial. The President also kept in continuous communication with the employees and informed them of the progress as it took place. He sought feedback from the employees and tried to alleviate their concerns. The employees felt that their ideas were valued and their input was utilized which made them more committed to the President’s goals. Moreover, the series of successes also boosted their morale and convinced them that the President’s goals were achievable.