Character Analysis Of Sunflower Paradise Resort

One of the significant approaches to job design is the job characteristic model that was developed by Richard Hackman and Greg Oldham (Daft & Marcic, 2012). This proposed theory states that work should be designed to have five core job characteristics namely skill variety, task identity, task significance, autonomy and lastly feedback. Martin and his proposition to instill empowerment into the working environment of Sunflower Paradise Resort was a failure as he did not fulfill above mentioned five job characteristics. Under skill variety, it is the extent in which the job requires a person to use multiple-level skills (Bauer & Erdogan, 2009). The more the person is required to use a wide set of skills, the more satisfying the job is to be. For Martin, the lack thereof for skill variety resulted in the employees of the resort to carry out their mundane jobs day in and day out. The old management as well as Martin did not offer job rotations or a platform for the employees to showcase and employ a variety of skills into their jobs, ultimately making their jobs to be a passive one rather than active. Although Martin did empower the employees with decision making so that their creativity and judgement could be used, the superiors dismissed any chance they had at it, reducing the
It is probable that this has to do with the mentality and the working culture in Malaysia as this practice was a success in the United States. Martin did not think through his plan and work out the differences between the two nations as he just plans to replicate his success and not integrate it in slowly. This dynamic change in management was unprepared for causing the downfall of the resort. The aim of job design is to improve job satisfaction, quality, throughputs and employee problem reduction. However in this case the introduction of empowerment had caused an opposite