| Fresh Market |
Memo
To: Bernie Malonson, VP of HR
From: Section 5 : Group 7
Date: 15-12-2
Re: Case 1 Submission:

1a) JOB CHARACTERISTICS THEORY Characteristic | Meaning | Job Example | High/Low | Variety | Having various projects/assignments instead of working on the same thing day after day and requiring various skills | Assembly Line Worker | Low | Identity | A completion of a job from the beginning to the end where the work can be identified as whole | Graphic Designer | High | Significance | The importance of a job or responsibility where it results in a large impact | Intern | Low | Autonomy | The independence given to make a decision or handle a situation. | Receptionist | Low | Feedback | An evaluation where one can clearly see the degree of success on any given assignment/projects | Author | High |

1b) Three Psychological States 1. Meaningful of Work * Variety job may require a list of different skill sets from an employee in order to complete a task * Identity job identity then plays a role in allowing the employee to view the outcome of their efforts as whole and completed by hand * Significance gives an employee a strong sense of positive contribution to the firm’s success. 2. Responsibility for Work * Autonomy instills the feeling of trust in an employee to carry out a job freely along with effectiveness and the right to make the appropriate decisions for the benefit of the firm. 3. Knowledge of Results * Feedback Feedback received allows an employee to be aware of the outcomes of their performance then employees receive feedback and decide whether to improve or keep up the good work

1c) Focal Job: Store Manager 1. Variety: High * Requires different talents and skills to deal with the needs of customers such as complaints and returns, ensure their satisfaction, ensure that the shelves are well stocked, hiring/firing employees, handle theft, employee and supplier relationships, hit sales target 2. Identity: Low * The store manager does not see the manufacturing process of the goods they sell but only to ensure the smooth operation of the store. They do more with sales/distribution. 3. Significance: High * It is the job of the store manager to be the leader and make the final decisions in the store to maximize profit and minimize loss. Report monthly store performance to the regional manager and hold weekly meetings with the employees to ensure optimal performance 4. Autonomy: High * Store manager has the discrete freedom to sort the working hours and the ability to approve leaves of employees. Hire/Fire employees based on legitimate reasons. 5. Feedback: High * Graciously receive comment, complaints, or compliments from the regional manager, suppliers, employees, and more importantly, customers. Must also acknowledge any performance dissatisfaction in employees and address the issue promptly.

2a) Goal Characteristics Involving Motivation * Specific and Challenging * Drives employees to be determined and persistent * Push their limits and perform at the highest level * Require more effort
Example: An employee would be more motivated to work if they are given a task that challenges their abilities, such as a last minute substitute for a writing job to increase the chances of being promoted if they successfully completes the task.

2b) Two things managers can do to increase effectiveness of goal setting: 1. Be specific 2. Make them challenging
Example: At a Ford factory, the goal for a line worker needs to work with their supervisor to create goals. In addition, the goal should not surpass the amount of vehicles the assembly line is designed to handle

2c) Goals for Focal Job: Store manager * Meet average store sales growth each quarter * Store growth for the year must be 2% above the company average