Critique of Human Capital Concept in a People-Centred Workplace

Managing Peopleand OrganisationalBehaviour
Student details:


 Critique the human capital concept in a people-
centred workplace in relation to motivation and
organisational effectiveness with the help of:
 Using one motivation theory critique on the
application of two types of job designing
 Using other motivation theory to critique the
performance appraisal and reward systems
1(a) Research
Question-1


 Selected two job designs are Job enlargement
and Job rotation (Burke, et. al., 2015).
 The motivation theory which is used to
critique above two job designs is ‘Self-
Determination’ theory.
 Company: "PAK N SAVE“
 Background: Company is a New Zealand food
warehouse chain owned through Foodstuffs
cooperative.
1(a) Overview

 Job rotation being a Job designing for motivating
employees as well as promoting organisational
effectiveness increases negative job competence.
 Job rotation diminishes employees’ autonomy as
well as relatedness (Colquitt, 2011).
 Job rotation is also
good sometimes, yet it
requires a supervised
Implementation.
1(a) Job rotation
critique


 Intrinsic motivation as well as job satisfaction
will be also affected while using job rotation as
job design.
 Job rotation can de-motivate and de-promote
organizational effectiveness in people-centred
workplace as:
 Generate conflicts among employees
 Generate resistance towards leaders
 Diminish enthusiasm towards job position and
functions (Colquitt, 2011).
1(a) Job Rotation
critique..


 Job enlargement is a job design when
employees need to do different tasks rather
than same things all the time.
 This may involve assigning more duties as
well as adds variety to an employee's job.
1(a) Job enlargement
critique