Job Redesign And Workplace Rewards Assessment Instructions ✓ Solved

Job Redesign And Workplace Rewards Assessment Instructionsthis Project

This project asks you to assess the current state of your workplace environment in regard to how it motivates--or fails to motivate--employees to cause increased job satisfaction and workplace productivity. (Please write this paper based off an Advanced Emergency Medical Technician Job- EMT_A). Write a 1,750- to 2,100-word assessment focusing on a selected job or department in your company in regard to the related system of goal setting, performance evaluation, and workplace rewards that affect productivity and job satisfaction. Address the following: · Identify the position's current major components, tasks, or responsibilities. · Describe the different types of emotions humans experience, and analyze the biological and cognitive factors that affect emotion and their effects on worker productivity in this role. · Assess whether the position cultivates a sense of intrinsic motivation. · Briefly discuss current company-wide rewards, such as bonus plans, profit sharing, and one-to-one rewards such as praise or recognition, and how employees' emotions affect their performance. Cite at least 3 to 5 sources. Format your paper according to APA guidelines.

Sample Paper For Above instruction

The role of the Advanced Emergency Medical Technician (AEMT) is critical within the healthcare and emergency response systems. It involves a range of responsibilities that directly impact patient outcomes and workplace efficiency. This assessment explores the current motivational structures, including goal-setting mechanisms, performance evaluation procedures, and reward systems impacting both job satisfaction and productivity, specifically focusing on the AEMT position.

Major Components, Tasks, and Responsibilities

The AEMT plays a pivotal role in pre-hospital emergency care. The core responsibilities encompass providing advanced airway management, intravenous therapy, medication administration, and trauma care in dynamic and often high-stress environments. The role demands rapid assessment skills, decision-making under pressure, and effective communication with patients, families, and other healthcare professionals. Furthermore, the AEMT must maintain proficiency with medical equipment and adhere to strict safety and procedural protocols. These tasks contribute significantly to patient stabilization and transfer to healthcare facilities. The role also involves continuous education to stay updated with evolving medical procedures and local protocols.

Emotion Types and Factors Affecting Productivity

Humans experience a spectrum of emotions, including happiness, anger, fear, sadness, surprise, and disgust, each influencing workplace behavior and decision-making. In the context of the AEMT, emotions such as stress, anxiety, and compassion are particularly pertinent. Biological factors such as adrenaline release during emergency responses prepare the body for "fight or flight," which can enhance alertness but also impair decision-making if prolonged. Cognitive factors, including perception of control and self-efficacy, significantly influence emotional responses. For instance, confidence in one's skills can mitigate feelings of anxiety, leading to better task performance. Conversely, burnout and emotional fatigue are common in emergency services and can impair cognitive function, reducing productivity and increasing error rates.

Intrinsic Motivation in the AEMT Role

Intrinsic motivation refers to engaging in activities for inherent satisfaction rather than external rewards. The AEMT role can foster intrinsic motivation through the importance and impact of the work, skill mastery, and personal growth. The sense of purpose derived from saving lives and helping others can be highly motivating. However, this motivation is often challenged by operational stress, emotional fatigue, and limited autonomy or recognition. Supportive supervision, opportunities for skill development, and a culture that values employee contributions are essential for cultivating innate motivation. When AEMTs feel competent, valued, and emotionally fulfilled, their intrinsic motivation enhances performance and job satisfaction.

Company-Wide Rewards and Emotional Influence

Reward systems such as bonus plans, profit sharing, and formal recognition programs significantly influence motivation and emotional well-being. Many organizations implement bonus incentives tied to performance metrics, aiming to boost productivity. Praise and recognition, whether peer-based or managerial, serve as powerful non-monetary motivators by fulfilling human needs for competence and relatedness. Emotions such as gratitude and pride, fostered through these rewards, reinforce positive behaviors and engagement. Conversely, inconsistent or perceived unfair reward distributions may lead to frustration, demotivation, or emotional burnout, negatively impacting productivity. Therefore, aligning rewards with emotional needs and performance expectations is vital for maintaining a motivated and resilient workforce.

Conclusion

In conclusion, the AEMT role exemplifies a high-stakes, emotionally charged profession where motivation, emotions, and rewards intricately intertwine to influence job satisfaction and productivity. Understanding the emotional dynamics and optimizing reward systems can lead to enhanced performance, reduced burnout, and greater overall job fulfillment. Implementing targeted strategies that promote intrinsic motivation and address emotional well-being is essential for sustaining an effective emergency medical response workforce.

References

• Greenberg, J. (2019). Behavior in organizations (10th ed.). Pearson.
• Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping. Springer Publishing.
• Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Shanafelt, T. D., & Noseworthy, J. H. (2017). Executive leadership and physician well-being. Mayo Clinic Proceedings, 92(1), 129-146.