Assignment
Amrita Randhawa
Thompson Rivers University
HRMN 2820: Human Resource Management
Dr Charmaine Tener
July 17, 2023
Section A: Introduce and briefly describe a job with which you are familiar and briefly
describe the organization. Using the Approaches to Job Design model, apply the 2
approaches that would have the job be motivating and considers cognitive demands.
Describe how you would apply the 2 approaches to the job, and discuss the important
considerations.
In this section, I am discussing the position of Intermediate Accountant at Thompson
Rivers University's Finance division.
An Intermediate Accountant plays a crucial role in the financial operations of an
organization. They contribute to the entire financial management and reporting of the business
and have a thorough understanding of accounting concepts, practises, and regulations.
An Intermediate Accountant's responsibilities cover a range of organizational financial
operations. They are in charge of creating and evaluating financial statements, assuring their
accuracy and adherence to accounting standards. The Intermediate Accountant manages the
general ledger, reconciles accounts, and oversees accounts payable and receivable processes.
They also assist with financial audits, collaborate with auditors, and provide the necessary
documentation. Key parts of their position include effective communication with crossfunctional teams and offering valuable financial information for decision-making purposes.
Thompson Rivers University (TRU) is a public research university in Kamloops, BC,
Canada. It offers a wide range of undergraduate and graduate programs across various
disciplines, including arts, sciences, business, education, and law. The work culture at Thompson
Rivers University (TRU) is characterized by a strong emphasis on inclusion, diversity,
community-mindedness, curiosity, and sustainability. As a community, there is a shared
commitment to supporting the success of students, recognizing that working at TRU goes beyond
just a job. TRU offers its faculty and staff meaningful connections with students, ample
opportunities for leadership and involvement in projects that go beyond traditional roles, and
access to research opportunities. Faculty and staff members have the space to explore their
passions and engage in a vibrant academic environment that encourages personal and
professional growth.
Job design is critical in determining employees' work experiences and outcomes.
Organisations can improve employee motivation and nurture mental health and well-being by
implementing proper job design ideas. Discussed below are the two approaches to job designDesign for Motivation and Design for Mental Health and Well-Being (Cognitive Ergonomics)
and their application to the Intermediate Accountant job position at TRU.
Design for Motivation
Organizations should create jobs that employees find interesting and fulfilling. Job design
should consider factors that make jobs motivating for employees, ensuring a work environment
that meets their motivational needs. Designing the position of an Intermediate Accountant with a
focus on motivation can greatly enhance job satisfaction, engagement, and performance. Here
are two approaches within the Design for Motivation framework that can be effectively applied
to the role:
Job rotation:
Job rotation involves periodically rotating employees across different roles or tasks
within an organization. For an Intermediate Accountant, job rotation can be implemented by
offering opportunities to engage in various financial functions or projects. For example,
accountants can rotate across areas such as financial analysis, budget planning, internal auditing,
or participating in cross-functional teams for specific financial projects. Job rotation in
Accounting Firms is a useful method for increasing employee productivity and advancing their
careers. It is also advantageous to the organisation because it saves time and money on acquiring
and training new staff (Bautista et al, 2017).
Job enrichment:
Choudhary (2016) in her study mentions that the notion of job enrichment in human
resource management practice has been viewed as a dynamic process of improving work
structures and processes with an atmosphere that allows for autonomy, flexibility, personal
growth, and workplace satisfaction. Striking a balance between increased job responsibility and
job enrichment opportunities is the key to keeping employees satisfied, engaged, and focused on
success - both for themselves and for the firm (Choudhary, 2016).
For an Intermediate Accountant, job enrichment can be applied by providing
opportunities for more advanced financial analysis, participation in strategic financial planning,
or involvement in decision-making processes related to budget allocation. They can also be
assigned the job of mentoring or training junior employees, giving them a feeling of purpose and
prospects for leadership. By expanding the scope of their work, Intermediate Accountants can
experience a greater sense of accomplishment, professional growth, and intrinsic motivation.
Design for Mental Health and Well-Being (Cognitive Ergonomics)
Workplaces can play an important role in sustaining good mental health. They can
provide workers with the chance to feel useful and make a significant contribution to employee
wellbeing. It can, however, be a stressful setting, contributing to the increase of mental health
issues and disorders. According to the Mental Health Commission of Canada, seventy percent of
Canadian employees worry about the psychological safety and health of their workplace, and
fourteen percent don't think their workplace is at all safe or healthy. A study by Lu et al. (2022)
shows employees in good mental and emotional health are more flexible in their thinking and
can solve more challenges in tasks. Thus, employees in good mental health outperform those in
bad mental health when it comes to work-related tasks (Lu et al., 2022).
The discussion below explores how certain work design elements, such as skill variety,
task identity, task significance, autonomy, and feedback, might be used to improve the mental
health and well-being of Intermediate Accountants.
Skill variety: Skill variety refers to the degree to which a job requires employees to utilize a
range of different skills and abilities (Hackman & Oldham, 1980). As an Intermediate
Accountant, skill diversity can be used by giving the opportunity to perform a variety of financial
activities that call for varied abilities and knowledge bases. This strategy can assist avoid
boredom, promote learning, and encourage cognitive engagement. For example, Intermediate
Accountants can be involved in tasks such as financial analysis, budget planning, forecasting,
internal auditing, and participating in cross-functional teams. By incorporating diverse tasks,
organizations can enhance skill variety enabling Intermediate Accountants to use their cognitive
capacities across several domains and boosting mental stimulation and well-being.
Task Identity: Task identity refers to the extent to which a job requires employees to perform
a whole and identifiable piece of work that contributes to a larger outcome (Hackman & Oldham,
1980). To apply task identity in the role of an Intermediate Accountant, organizations can design
jobs that allow them to have a clear understanding of how their work contributes to the overall
financial objectives of the organization. Intermediate Accountants can be assigned specific
financial projects or initiatives where they have ownership over the entire process, from data
analysis to providing recommendations for financial decision-making. By experiencing the
complete cycle of work and understanding the impact of their contributions, Intermediate
Accountants can feel a sense of fulfilment and accomplishment, positively impacting their
mental well-being.
Task Significance: Task significance refers to the degree to which a job has a substantial impact
on the lives of others or the overall organization (Hackman & Oldham, 1980). In the job of an
Intermediate Accountant, organizations can emphasize the importance of their role and how their
financial analysis and reporting contribute to the success of the organization. This can be
achieved by highlighting the significance of accurate financial data and the role it plays in
informed decision-making. Organizations can communicate to Intermediate Accountants how
their work contributes to financial stability, growth, and the overall well-being of the
organization. Emphasizing the meaningfulness and impact of their tasks can enhance job
satisfaction, motivation, and overall mental well-being.
Autonomy: The level of independence, choice, and freedom that employees have in carrying out
their jobs is referred to as autonomy (Hackman & Oldham, 1980). Organisations can grant
Intermediate Accountants a certain amount of autonomy by allowing them to use their
professional judgement and decision-making power within predetermined parameters. To
achieve this, Intermediate Accountants can be given the flexibility to determine the best
approaches for financial analysis, implement financial controls, and make recommendations
based on their expertise and knowledge. Providing autonomy can foster a sense of empowerment
and ownership over their work, contributing to their mental health.
Feedback: Feedback refers to the information employees receive about their job performance and
the outcomes of their efforts (Hackman & Oldham, 1980). In the role of an Intermediate
Accountant, organizations can promote feedback by implementing regular performance
evaluations, providing constructive feedback on financial analysis and reporting, and recognizing
achievements. Organizations can establish a feedback system where supervisors or colleagues
provide feedback on the quality of financial analysis, the accuracy of reports, and the value of
recommendations. Timely and specific feedback can help Intermediate Accountants assess their
performance, adjust their approach, and feel a sense of competence and growth.
Organisations can create a work environment that stimulates Intermediate Accountants' cognitive
abilities and supports their mental health and well-being by offering opportunities for diverse
skills, allocating specific and meaningful tasks, emphasising the importance of their work,
granting autonomy, and offering constructive feedback.
Section B: Introduce and briefly describe a current or past job you have held. This job is to
be different than the job you chose in Section A.
i) For this job, describe the presence (or absence) of each of the 6 components of the Total
Rewards Strategy (based on the WorldAtWork Total Rewards Model).
Before coming to Canada, I was a high school Computer Teacher for 11 years. My role as
a computer teacher was to educate and inspire students in the field of computer science and
technology. I was in charge of imparting thorough computer instruction, including information
on software programmes, programming languages, and digital literacy abilities. My
responsibilities included building a supportive learning environment, developing and delivering
interesting lessons, and monitoring student progress via tests and projects. To reinforce
theoretical concepts, I also led practical exercises and hands-on activities. As part of my job, I
also helped students with technical problems, promoted a good learning environment, and
encouraged a culture of creativity, critical thinking, and problem-solving.
The Total Rewards Model is a comprehensive approach that organizations use to design
and implement a well-rounded rewards strategy for their employees. According to the
WorldAtWork Total Rewards Model, it consists of five components, which are compensation,
benefits, well-being effectiveness, development, and recognition. These components collectively
contribute to employee satisfaction, engagement, and general well-being.
As a high school computer teacher, my job included various components of a
comprehensive Total Rewards Strategy. Each of these components and their role in my job are
discussed below.
Compensation: Compensation refers to the pay given to an employee by their employer in
exchange for labour (including time, effort, and talent) (WorldAtWork, n.d.). During my tenure
as a high school computer teacher, the presence of the compensation component was evident. I
received a competitive salary that reflected my qualifications and experience. This compensation
acknowledged the value of my role in shaping the future of students and the importance of my
contributions to the educational institution. It gave me financial security, enabling me to take
care of my responsibilities and make plans for the future. With a competitive salary, I could
enjoy a sense of security and peace of mind, enabling me to focus on my work without undue
financial stress. I felt valued and appreciated for my dedication and hard work when my efforts
were acknowledged and suitably rewarded. This recognition enhanced my sense of
accomplishment and fulfilment, leading to higher job satisfaction and engagement in my role.
Benefits: Benefits are initiatives implemented by an employer to increase employees' cash pay
(WorldAtWork, n.d.). During my work term as a high school computer teacher, I had access to
some basic benefits that contributed to my overall well-being. For instance, I had limited health
insurance coverage that allowed me to receive necessary medical care. However, the extent of
benefits in my job as a school teacher was not as extensive as in some other professions. The
presence of benefits, even though limited, had an impact on my well-being. The health insurance
coverage provided a sense of security, knowing that I could address any health concerns without
incurring significant financial burdens. Although the benefits were not outstanding, they played a
role in supporting my physical well-being and reducing potential stress related to healthcare
expenses.
Well-Being Effectiveness: Well-being effectiveness focuses on initiatives and programs that
promote physical, mental, and emotional well-being in the workplace (WorldAtWork, n.d.).
During my tenure, my educational institution recognized the importance of employee well-being
and implemented several initiatives to support it. I had access to various programs and resources
that aimed to enhance my well-being as a high school computer teacher. These initiatives
included stress management programs, wellness resources, and work-life balance initiatives. For
instance, I had the opportunity to participate in mindfulness workshops, yoga sessions, and
wellness campaigns that promoted healthy lifestyle choices and stress reduction. The well-being
effectiveness component played an important role in enhancing my job satisfaction and
engagement. Feeling supported in terms of well-being allowed me to focus on my work with
reduced stress and increased motivation. It helped to develop a good work environment and a
sense of camaraderie among coworkers, thus building a strong sense of community.
Development: Development refers to the opportunities for learning, growth, and skill
enhancement provided to employees (WorldAtWork, n.d.). My educational institution
recognized the importance of continuous learning and growth in the field of education. They
provided numerous opportunities for professional development, including workshops,
conferences, and training sessions. These initiatives aimed to enhance my teaching skills, expand
my knowledge in computer science education, and incorporate innovative approaches in the
classroom. Engaging in professional development activities allowed me to stay updated with the
latest advancements in technology and teaching methodologies. It helped me refine my teaching
techniques, explore new pedagogical approaches, and adapt to the evolving needs of my
students. The development opportunities offered by my educational institution developed a sense
of fulfilment and personal growth. They provided me with a platform to collaborate with fellow
educators, exchange ideas, and share best practices. This collaborative environment and the
opportunity to expand my professional network contributed to my job satisfaction and overall
development.
Recognition: Recognition refers to acknowledging and appreciating the contributions and
achievements of employees (WorldAtWork, n.d.). It was crucial for my educational institution to
place value on recognizing the efforts and dedication of its teachers. The institution organized
appreciation events and ceremonies to honour teachers' achievements, including awards and
certificates of recognition. I regularly received verbal praise from students, colleagues, and
administrators for my accomplishments and contributions to students' education. Being
recognized for my work and dedication as a high school computer teacher increased my
motivation and job satisfaction. It provided a sense of fulfilment, knowing that my efforts were
valued and appreciated. The recognition created a positive work environment, boosting my
morale and enhancing my overall engagement and commitment to my students' education.
ii) Name and briefly describe two External Influences that would contribute to the
company/job having some of these 6 components.
Before examining various reward choices, it is crucial to comprehend the influences that
shape reward strategies and practices. Both internal and external factors impact how an
organization structures and implements its reward system. Each organization must navigate
through these factors to design a reward system that aligns with its objectives and meets the
needs of its employees. By considering these influential factors, organizations can create a
reward system that effectively motivates and engages their workforce while maintaining
competitiveness in the market.
According to Armstrong (2010), the external factors that may affect reward management
policies are globalization, rates of pay in the marketplace, the economy, societal factors,
legislation and the trade unions. Mentioned below are the impact of globalization and rates of
pay in the marketplace that would contribute to the job having the components of the reward
system.
Globalization: As technology continues to advance and the demand for digital literacy increases
globally, educators with specialized skills in computer science and technology are in high
demand. Having a highly skilled and experienced local workforce provides a competitive edge to
companies compared to their rivals (Lina, M.A., 2018). This has led to increased competition for
skilled teachers, potentially leading to higher compensation packages to attract and retain
qualified professionals. This can provide financial rewards and recognition for my high school
computer teacher expertise. In addition to this, globalization can impact development
opportunities for a computer teacher. Globalization has facilitated the exchange of knowledge
and resources across borders, offering opportunities for professional development and
collaboration with educators from around the world. As a high school computer teacher, I may
have access to international conferences, workshops, and online communities that allow me to
stay updated on the latest advancements in technology and teaching methodologies. This
exposure to global perspectives and best practices can enhance my professional growth and
provide me with valuable learning experiences. While work-life balance may not be directly
impacted by globalization in the context of a high school computer teacher, the integration of
technology and remote learning options can provide greater flexibility in terms of lesson
planning and delivery. The ability to work remotely or utilize online platforms for instruction can
provide opportunities for a more balanced approach to work and personal life, enabling me to
create a schedule that suits my needs.
Rates of pay in the marketplace: Compensation is the primary driver for individuals when
choosing an organization to work for. Organizations that provide competitive salaries are more
likely to be preferred by job seekers (Lina, M. A., 2018). Rates of pay in the marketplace play a
significant role in contributing to the job of a high school computer teacher. Due to the growing
significance of digital literacy, there has been an increase in the demand for trained computer
science and technology educators. In order to recruit and keep qualified teachers in this sector,
schools may need to offer competitive compensation. Higher rates of pay in the marketplace can
provide financial rewards and recognition for my expertise as a high school computer teacher,
making the profession more appealing and competitive. Moreover, rates of pay in the
marketplace can also impact the recognition received by a computer teacher. Higher salaries or
additional compensation for specialized skills and qualifications in computer science and
technology can indicate the value placed on my expertise and the recognition of the importance
of my role in preparing students for the digital age. Adequate compensation can contribute to a
sense of professional satisfaction and motivation, reinforcing the recognition and appreciation of
my work.
In conclusion, the job of a high school teacher is influenced by external factors that shape the
total rewards model. By recognizing and responding to these influences, educational institutions
can design comprehensive reward packages that attract and retain skilled teachers, promote their
well-being, and support their continuous professional development.
References
Armstrong, M. (2010). Armstrong’s handbook of reward management practice: Improving
performance through reward.
Bautista, V. M., Perez, A. M., Balute, A. A. N. & Gonzales, J. G. (2017). Job rotation practices in
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Choudhary, S. (2016). Job enrichment: A tool for employee motivation. Allresearchjournal.com.
https://www.allresearchjournal.com/archives/2016/vol2issue5/PartO/2-5-83-404.pdf
Hackman J. R. & Oldham G. R. (1980). Work Redesign.
Lina, M. A. (2018). Impact of Globalization on Human Resource Management.
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Lu, X., Yu, H., & Shan, B. (2022). Relationship between employee mental health and job
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Workplace Mental Health (n.d.). Mental Health Commission of Canada.