Case Studies on Job Characteristics, Team Attendance Bonus, and Reality Shock

Janet's Job Characteristics and Motivation

its an case studies based on my course chapters. There are 5 questions which i have to answered. The language should be simple and formal. Please include references. I also attached the chapters from which you can add the mJanet had always wanted to work for a large investment firm so she couldn’t have been more excited when she received a job offer straight out of university.  She had worked hard to earn her degree and it was finally going to pay off.

However, Janet had yet to work four months when she began to reconsider taking the position.  She described her job in the following way:  Each day her boss would drop by her office first thing and give her the names of several stocks he wanted her to research.  At the end of the day, he would require her to email him her research so that he could review it.  The boss collected research from several other junior investors and reviewed their findings as well before consolidating them all and presenting them to the client.  He would then meet with the client to review the stock information and discuss his recommendations.  Janet did not ever meet the client, and her boss never discussed his meetings or recommendations.

Janet felt dispirited and wanted to resign.  She even thought about getting out of working with investments all together.

Question
1)Describe the job characteristics and critical psychological states of Janet’s job.  According to the Job Characteristics Model, how motivated is Janet?  What does the Job Characteristics Model predict about the way her job is designed and its effect on her job attitudes and behaviours?


Case Incident from Chapter 7 - The Team Attendance Bonus

Engineer Sharon Chen is the founder, owner, and president of Storm Bay Injection Moulding, a large and successful company that produces injection-moulded plastic parts, predominantly for automotive and marine applications.  A couple of years ago, Sharon had decided to reorganize Storm Bay into a number of stable self-managed teams.  For the most part, the introduction of teams had proven very successful, reducing supervision costs increasing productivity, and lowering labour turnover.  However, there was one problem that the conversion to teams had not solved – elevated absenteeism among the workforce.  In fact, the data suggested that a slight increase in absences had accompanied the introduction of teams, and Sharon suspected some collusion among team members to “share out” sick days while not damaging productivity too much.  In consultation with her manager of HR, Sharon decided to implement an attendance bonus.  Although attendance bonuses are not uncommon, they are usually based strictly on individual behaviour.  Those employees who don’t use sick days receive some extra compensation.  However, given that Storm Bay was organized into self-managed teams, Sharon chose a team-based attendance bonus in which employees could only achieve the maximum 6 percent bonus if their teammates also exhibited excellent attendance.

Questions
1)Discuss how group norms, group cohesiveness, and social loafing are relevant to how teams will react to the new attendance bonus.
2)Can you suggest any possible negative outcomes that a team-based attendance bonus could cause?

Case Incident from Chapter 8 - The Reality Shock

Soon after graduating his new job, Jason began to wonder about the challenging work he was supposed to be doing, the great co-workers he had been told about, and the ability to attend training and development programs.  None of these things seemed to be happening as promised and as he had expected.  To make matters worse, he had spent most of the first month working on his own and reading about the organization’s mission, history, policies, and so on.  Jason began to wonder whether he had chosen the right job and organization.  He was very dissatisfied and seriously thinking about quitting.

Questions
1)Explain how unrealistic job expectations and the psychological contract can help us understand Jason’s situation.
2)Is there anything the organization should do so that other new hires don’t have the same experience as Jason?
aterial. Thankyou.