Essay代寫案例：The significance of job design
Essay代寫案例-工作設計的意義。本文是一篇由本站代寫服務提供的essay代寫參考，主要內容是講述工作設計是否可以提高工作積極與績效，描述了天堂酒店工作設計與人力資源管理。下面就一起來看一下這篇留學生Essay代寫案例。
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.
工作設計能否提高員工的工作績效和工作積極性？描述天堂酒店在工作設計方面的人力資源管理方法。
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.
據說組織是任何企業的力量。當業務中的組件更有組織性和效率時，業務的功能和生產會更好。當大規模生產和裝配線作業出現時，人們發現工作設計概念是隨著技術的快速進步而產生的。
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.
工作設計旨在減少重復性和機械性任務導致的工作不滿和員工疏離感。組織試圖通過工作設計來提高員工的生產力水平、滿意度和動力。
Various tools used in job design practice may be job enlargement,jo b enrichment, job rotation and job simplification.
職位設計實踐中使用的各種工具可能是職位擴大、職位豐富、職位輪換和職位簡化。
The process of job design has been defined as -Specification of the contents,ways and
工作設計的過程被定義為-內容、方式和規范
relationships of jobs in order to satisfy technological and organizational requirements as well as personal requirements of the job holder.(Buchanan,1979)
工作關系，以滿足技術和組織要求以及工作人員的個人要求。（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.
根據Burns的說法：對傳統方法感知的直接侵犯是工作設計，而泰勒主義傳統則試圖讓人們適應難以定義和控制的工作，工作設計理論家認為工作必須符合人類需求。
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:
為了應對業務的動態性、技術變化和市場競爭，職位設計在任何組織中都是不可或缺的，主要有兩個原因：
To enhance personal satisfaction people derive from their work and
為了提高人們從工作中獲得的個人滿意度
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為組織的寶貴資產，并幫助克服阻礙其有效績效的障礙。
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.
在任何組織中，員工的績效和動機仍然是一個關鍵問題。工作設計旨在減少重復性和機械性任務導致的工作不滿和員工疏離感。工作設計實踐中使用的各種工具可能是擴大工作、豐富工作、輪換工作和簡化工作。因此，提高員工的積極性可以通過提高工作滿意度來實現。Herzberg（1971，Rush引用）的兩個衛生理論解釋了影響員工工作機會的兩組因素，即滿意和不滿意。Herzberg（1966）對這些因素進行了關鍵的區分，即一個人沒有從滿意到不滿意的連續序列，反之亦然。為了克服科學管理的非人性化方面，赫茲伯格提出了不同的激勵員工的替代方法，如擴大工作、輪換工作、豐富工作和簡化工作。
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.
回顧天堂酒店的案例研究，可以發現管理層無法讓員工意識到自己的任務，似乎不受外部商業環境的影響，技術進步導致員工更加沮喪和沮喪。
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，職位設計旨在提高組織中員工的績效和動機。對工作設計的分析從正確看待工作開始，從廣闊的視角出發，逐步確定工作所需的具體活動，目的是識別和糾正影響員工績效和動機的任何缺陷。
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> 解釋管理層應如何處理招聘流程，以吸引和留住員工，使天堂酒店在組織上取得成功。批判性地評估酒店管理應考慮的硬技能和軟技能的重要性。
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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.
及時吸引足夠數量和具有適當資格的個人，并鼓勵他們申請組織的工作，這一過程被稱為招聘。
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:
管理層總是想在組織內部用適當的硬技能和軟技能留住員工。因此，在招聘過程中應注意做到這一點。該過程包括一系列步驟，主要步驟如下：
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務、職責、職責和所需技能信息的過程，該過程反過來與工作描述密切相關：職位的一般任務和職責列表以及工作規范：履行工作所需的員工特征和資格聲明。
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.
接下來，檢查人力資源員工是否有正確的態度、其他個人特征、團隊合作能力、文化素質。為此，可以尋求內部或/和外部來源。
Another step is selection, evaluation and hiring, for which different factors to be taken in considerationn are: evidence of job qualification, interview,assesment etc.
另一個步驟是選擇、評估和招聘，需要考慮的不同因素包括：工作資格證明、面試、評估等。
Finally,se lection decision can be done by the company and job can be offered.
最后，公司可以做出選擇決定，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.
到目前為止，以天堂酒店為例，管理層并沒有以適當的方式考慮招聘過程。員工之間似乎缺乏團隊合作，缺乏對自己技能的認識，缺乏工作與生活的平衡。管理層試圖采用新的競爭策略，但無法使員工應對這種情況。員工似乎缺乏文化適應能力。
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，從上述研究中可以得出結論，如果管理層想吸引和留住員工以獲得天堂酒店的組織成功，就應該以有效和高效的方式進行招聘。同時，它必須能夠很好地了解員工的硬技能和軟技能，以便更好地應對組織文化、不斷變化的商業環境、技術進步等方面的挑戰。
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.
問：3>天堂酒店在多大程度上在工作場所采用了工作與生活平衡的方法來減輕員工的工作壓力？對其在該工作場所的重要性進行批判性評估，并提出糾正方法，并說明其對績效和幸福的影響。
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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.
工作與生活的平衡是指一個人在工作和生活其他方面投入的精力和時間之間的平衡。
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.
在組織中留住員工是非常重要的。英國電信（BT）、沃達豐（Vodafone）、英國天然氣公司（British gas）等許多組織都以有效的方式在其組織中實施了這一做法。英國電信在80年代初首次引入在家辦公，開發了一種隨時隨地工作的方法，允許員工控制工作日的時間和地點。
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.
天堂酒店工作場所為減輕員工工作壓力而采取的工作與生活平衡方法，目前尚未在實踐中得到應用。員工有壓力要求在截止日期內完成高標準的清潔工作，這會導致員工沮喪、缺勤和離職。
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.
在工作場所，工作與生活的平衡對于提高生產力和競爭力、增加靈活性和客戶服務、激勵、承諾和參與度、減少缺勤等都很重要，這反過來又有助于留住組織內的員工。
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，如兼職、護理假、職業休息、在家工作、工作分擔、工作輪換等，以創造員工的工作與生活平衡。如果在實踐中采取這些方法，將減少由于缺乏工作與生活平衡而對員工健康的負面影響、對人際關系的負面影響以及對工作表現的負面影響。
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，工作與生活的平衡在任何組織中都發揮著重要作用，可以留住員工，從而提高生產力，提高士氣、動力、承諾，減少缺勤，并對健康、良好關系和良好工作表現產生良好影響。天堂酒店應采用上一段中提到的方法來實現這些做法，以減輕員工的壓力。
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>天堂酒店人力資源管理方法在文化建設、培訓發展方面的主要優勢和劣勢是什么？為員工提供一種合理的管理方法，以適應組織設置。
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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.
文化是一個術語，可以定義為一個組織或群體所特有的人類知識、價值觀、行為、目標、信仰、態度和實踐的綜合模式。
Organization culture is ‘how things are done around here’ i.e organization.(Mullins,2005in OBp 891)
組織文化是“在這里做事的方式”，即組織。（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)
組織文化是“傳統、價值觀、政策、信仰和態度的集合，它們構成了我們在組織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.
回顧天堂酒店的案例研究，可以看出其優勢在于，管理層已經接近技能發展計劃，在NVQ培訓計劃中鼓勵所有主管和女傭，計劃提供值班餐，并將人員視為公司的重要資產。
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.
作為弱點，可以發現缺乏工作設計、工作分析，明顯缺乏工作描述和工作規范，似乎缺乏工作與生活的平衡，員工在工作中的壓力，缺乏團隊合作和工作共享等。
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.
管理層對員工的一些合理方法可能是在招聘員工時優先考慮組織文化，做好工作設計，保持工作與生活的平衡，最終導致員工形成以下特征：績效、質量、能力，客戶服務、競爭力、團隊合作、創新等。
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，組織文化對員工融入任何組織都非常重要，如果不考慮這一點，員工之間可能缺乏相互合作，員工之間的團隊合作反過來會導致組織無法實現其目標，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>確定天堂酒店的申訴問題。描述天堂酒店申訴程序的最佳實踐。
Ans:
回答：
Grievance is a complaint that has been formally presented to a management representative or to a union official.
申訴是正式提交給管理層代表或工會官員的投訴。
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.
申訴可能發生在任何級別，組織實踐適用于管理層和員工的每個人。申訴可能包括：雇傭條款和條件、健康和安全、工作關系、欺凌和騷擾、新的工作實踐、工作環境、組織變革等。
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.
回顧天堂酒店的案例，發現員工的不滿，特別是因為工作場所的主管對工作的壓力更大。背后的原因是hoover工作不當，但由于員工對hoover的處理不當，主管已向員工提出索賠。發現管理層忽視或忽視了員工的問題。Gill先生，一位管理層成員，被發現采訪員工，深入了解問題和員工對主管的不滿。搬運工們正在爭論，因為他們被賦予了意想不到的任務，并被要求在意想不到的時間完成任務。
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.
很少有員工會質疑上級的判斷，因此很少有人會抱怨。申訴程序的主要特點或做法是公平、代表便利、程序步驟和及時性。
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