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Essay / Research Paper Abstract
This 8 page paper is a PowerPoint presentation with notes to justify the redesign if a job to increase motivation and performance. The slides define the job; a logistics manager, look at the areas which could be improved and then suggests and justifies improvements. The bibliography cites 3 sources.
Page Count:
8 pages (~225 words per page)
File: TS14_TERDcase2.rtf
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Unformatted sample text from the term paper:
there will always be areas that provide the potential for some improvement. When looking at the job of the logistics manager at the company it appears that the employees are
perfuming the job, the company has been profitable and appears to have happy customers, so there is not a performance issue. However, this does not mean that there is not
room for improvement that will enhance the companys performance in some way. It is only by looking at the company itself, and the way it is performed, the potential areas
of improvement may be identified. Slide 2 The logistics manager or supervisors play an important role within the company. As a distribution company the main function is to move goods
from one place to another. This requires careful coordination and scheduling, part of this can be undertaken with the use of good software programs, which it also requires a high
level of human input in terms of management and control as well as communication with different departments and employees. The logistics managers need to talk to a range of people,
therefore attitude and motivation may have a knock on effects, impacting on the perceptions and performance of others. Well motivated logistic managers are more likely to be friendly and cooperative,
and get the best from office, whereas unmotivated managers are more likely to be confrontational will have a jobs worth attitude. Slide 3 In order to assess the areas of
redesign it is necessary to consider the potential areas that could be causing dissatisfaction to the employees of the current time, as well as the areas which may have a
hidden cost or opportunity cost for the company, costing more to retain when compared to the benefits that they create (Nellis and Parker, 2000 ). At the current time there
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