Job Rotation Theories

INTRODUCTION

Adapted from the course module notes, there are two categories of theories and techniques in job design to motivate employees:

1. Content theories by Maslow, McClelland, Herzberg and Alderfer.

2. Process theories such as Job Rotation, Job Enlargement and Enrichment; Herzberg’s Two-Factor Theory, The Hackman and Oldham Model and Empowerment.

Part 1 of this assignment is to theoretically analyse and review of five selected journals and articles that relevant to Job Design and Motivational Techniques under the category of Process Theories.

Part 2 of the assignment is to practically explore, analyse and review the employee’s management practice and processes of a selected organisation in the local market, relating to the theories

The study first addressed and cited that the job rotation theories and its empirical implications. From the employee learning perspective, both inter-functional and intra-functional job rotation are effective ways to develop employee’s abilities and efficiency, then further enhance them to be promoted to higher levels. Further implied is job rotation provides the employer learning of the employee’s abilities during the process and the outcomes can be used to assist and improve promotion decisions. The employee motivation aspect in job rotation makes work more interesting and reduce boredom; but creates limited helps in promotion

Tan & Waheed (2011) stated that the survey was done by way of convenient sampling to select sales personnel from women’s clothing stores at Bandar Sunway shopping mall located at Selangor, Malaysia. One hundred and eighty selected sales personnel of heterogeneity were surveyed by a questionnaire written in English. The questionnaire included a series of statements and questions pertaining to determinants of job satisfaction. The survey candidates were requested to indicate their degree of agreement to each. According to the researchers, linear regression analysis was performed to test the relationship between Herzberg’s Two-Factor Theory and job satisfaction and further analysis was done evaluating the relationship between money and job satisfaction.

The results obtained are found to be contradicting with Herzberg’s Two-Factor Theory. The study revealed that the strongest motivation factor with the highest significance level on job satisfaction is the working conditions, which is a hygiene factor. The subsequent factors that motivate the sales personnel reported are recognition, company policies and money. Out of these four factors mentioned, recognition is the only motivator as explained in the Herzberg’s Two-Factor