Read the following case scenario and answer the question that follow,

GOAL (Grain Operators Advantage Logistics) Case Part 2

GOAL (Grain Operators Advantage Logistics) processes grain products bought from farmers and ships them to supermarkets across the country. GOALs production levels have been rapidly growing since they first opened for business ten years ago, and their workforce has grown equally steadily as well. The two largest groups of employees at GOAL are the grain processors and the warehouse workers. The job of a grain processor consists of offloading large bags of unprocessed grains when they arrive, opening and emptying them on to a large work surface, checking to be sure they are free from extraneous objects, feeding them into a machine that removes the dry casings, ensuring they are packed in 10 kilogram bags and routing them to the warehouse for shipment. The job of the warehouse workers, on the other hand, is much less complex. Half of the warehouse workers are responsible for checking orders as they arrive and putting the requested number of bags on to a conveyor belt to the loading area. The other half of warehouse workers take the bags and place them in the trucks to be taken to the supermarkets. There tends to be a high level of turnover in both these jobs. Labour shortages are causing delays in filling the positions. According to exit interviews conducted by the HR department, a common theme is that the workers were not happy in their jobs. The grain processors in general felt that their jobs were too complex in comparison to similar jobs elsewhere. Warehouse workers often cited boredom as a reason for them leaving.

Question.

How can job design help to address the retention issue faced by GOAL? and (b) briefly explain what job design approaches you would use for the two jobs in this scenario, and why.