question : critically analyize this response by your class mate

My current position is a Regional Manager of Operation for dental practices. Our textbook describes in chapter eight, two job design approaches; top-down and bottom-up. After learning about the two, I can identify the design of my job is the top-down approach. This is noted to be a more common job design approach. There are five principles to the top-down approach, they are; scientific management, job enlargement, job rotation, job enrichment, and the job characteristics model.

If I had the opportunity to use idiosyncratic deals to redesign my job I would use the Hierarchy Theory as my platform and allow for a bottom-up approach. The Hierarchy Theory consists of five basic needs to enhance motivation;

1)Physiological- Entails having enough food, air, and water to survive. To satisfy this I would encourage competitive compensation for each position and quarterly reviews, provided 3 hours a week to be used for physical fitness, and stock break rooms with nutritional foods to ensure all employees don't work on empty stomachs.

2) Safety-need to be safe from physical and psychological harm.

We cater to the underserved children in the communities. The locations of our clinics are in areas that have high crime rates. Therefore the safety of our employees and patients should be a greater concern. I would encourage summer and winter hours of operation, to ensure employees are in the office when there is still sunlight out. I would have a buddy system in place, to ensure employees are never left alone when opening or closing an office.

3)Love- The desire to be loved and to love.

I would encourage peer to peer recognition and have morning huddles to celebrate successes from the day prior. I would have small rewards; such as a treasure chest of cute sticky note pads, pens, candy, calendars, etc employees could choose from when caught in the act of going above and beyond to help a patient or other employee.

4)Esteem-Need for reputation, prestige, and recognition from others.

Again, I'd encourage peer to peer recognition. I would have routine one on ones with employees to review and monitor their goals. Have clear and realistic requirements for potential promotions.

5)Self-actualization-Desire for self-fulfillment

I would have consistent reviews, and they would be done on time. I would work with employees to outline their professional growth development goals and work with them on an ongoing base to get there.

By using the Hierarchy Theory for a platform I would also be able to satisfy the Alderfers ERG Theory. Which is described in our text to be; existence needs (E)the desire for physiological and materialistic well-being, relatedness needs (R)the desire to have meaningful relationships with significant others; and growth needs (G)the desire to grow as a human being and to use ones abilities to their fullest potential. (Kreitner, R & Kinicki, A. 2013 People want to have a sense of belonging and purpose, creating a relationship with your employees is important and you can do this with ongoing communication, recognition, promotions, and constructive criticism for development.

I believe if my company allowed for the bottom-up approach we would be better at achieving our overall goals. I find that people in higher-up positions create unrealistic goals because of their lack of knowledge in the technical aspect of the business. If they were more open to listening and getting feedback from their providers they could work together to hear what their obstacles are and find ways to overcome them. This will allow for realistic expectations and improve the morale of the company.

There are three common processes theories descrived in our textbook. They are equity theory, expectancy theory, and goal-setting theory. Equity theory is a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships. (Kreitner, R & Kinicki, A. 2013) This would be demonstrated through equal pay for all genders and positions. The goal-setting theory explains how the simple behavior of setting goals activates a powerful motivational process that leads to sustained, high performance. ( Kreitner, R & Kinicki, A. 2013) I find that it is powerful to motivate people through goal setting, it is also important to use visuals when using this process. It helps keep the goal in focus and you can visually monitor progress.