INSKILLINCO AND JOB ENRICHMENT

InskillinCo’s holistic, innovative approach to sustaining competitive edge is developing and utilizing the staff’s talents. Providing the following incentives and initiatives helps the company achieve monetary and cultural growth:

Demonstrating a strong commitment to diversity and training

Providing employees with stock options

Giving employees a sense of pride and ownership in the company

Developing growth and training program to enhance employee satisfaction and award achievement

InskillinCo values diversity and encourages inclusion throughout the 200 countries in which the company operates. The corporate culture is focused on sustaining fundamental growth for the present and the future of the company. Enabling employees to think and freely improve upon processes, take responsibility for their actions, and accept failure is part of the learning process.

InskillinCo strives to retain employee talent and make the corporation a place for individuals to grow personally, professionally, and diversely. Because of the company’s ongoing commitment to educating and cross-training staff, employee resistance to change is limited. Once hired, InskillinCo employees undergo training in each area of the organization, thus becoming well-rounded and knowledgeable on both multicultural and multinational levels.

However, one of the most interesting ways by which InskillinCo’s tries to maintain its competitive edge is that employees are given the opportunity to constantly redesign their own jobs. Job design involves envisioning and defining specification of work systems related to a particular job. Usually by the time a company has finished the process of designing a job, some aspect of that job has changed, making the job description invalid and written. Use of education and cross -training ensures that the employee is always up to speed when it comes to job performance, while at the same time enriching and enlarging the job experience.

The company, therefore, strongly emphasizes periodic examination of whether they should revise or modify existing jobs. When an organization is trying to improve quality and efficiency, a review of work units and processes may require a fresh look at how jobs are redesigned.

Statement of the Problem

The main problem of the case revolves around in identifying the role and implication of employee perception and individual differences in success of job enrichment program. Therefore the question could be framed as:

1. What are the implications of employee perceptions and individual differences while implementing a job enrichment program?

2. Give at least three alternative courses of action based on the statement of the problem.

The pros and cons of each alternative are comprehensively discussed.

Note: All alternatives offered are potential and feasible solutions to the problem. All alternatives are clearly explained (why they are alternatives).

3. Choose the best alternative among the given three choices mentioned (alternative courses of action).

Note: Specifies the criteria used to decide on which alternative to consider.

Explains clearly why a particular course is being recommended as that which would bring about the best outcome.