This document discusses a human resources management assignment on turnover and morale problems at the Transportation Security Administration (TSA). It provides answers to five questions regarding how a new collective bargaining agreement may address issues, methods for redesigning TSA officer job descriptions, how job enrichment concepts could increase morale and retention, how elements of the agreement address job enrichment, and the role of unions even in well-designed jobs.
This document discusses a human resources management assignment on turnover and morale problems at the Transportation Security Administration (TSA). It provides answers to five questions regarding how a new collective bargaining agreement may address issues, methods for redesigning TSA officer job descriptions, how job enrichment concepts could increase morale and retention, how elements of the agreement address job enrichment, and the role of unions even in well-designed jobs.
This document discusses a human resources management assignment on turnover and morale problems at the Transportation Security Administration (TSA). It provides answers to five questions regarding how a new collective bargaining agreement may address issues, methods for redesigning TSA officer job descriptions, how job enrichment concepts could increase morale and retention, how elements of the agreement address job enrichment, and the role of unions even in well-designed jobs.
Assistant Professor Department of Management University of Dhaka
Submitted by: Touker Ahamed Rana
ID: 3-22-01-057 Executive MBA, Spring Semester- 2023 Department of Management University of Dhaka Date of Submission: 04/04/2023 Answer to the question #1 It is likely that the provisions of the new contract will increase morale and decrease turnover, as they address many of the issues that TSA employees have identified as contributing to low morale and high turnover. The replacement of the Performance Accountability and Standards System with a fairer and supervisor-observation-based performance appraisal process, as well as the offering of awards for outstanding service and performance, may increase job satisfaction and motivation. Additionally, changes in attendance policies, transfer policies, and requirements for personal safety and comfort may help to reduce stress and increase job satisfaction. However, it is important to note that there may still be other factors that contribute to low morale and high turnover, and the impact of the new contract provisions may vary depending on individual circumstances and experiences.
Answer to the question #2.
One method that could be used to redesign the TSA officer job descriptions is the task inventory method. This method involves creating a list of all the tasks that TSA officers are responsible for, along with the knowledge, skills, and abilities (KSAs) required to perform those tasks effectively. This would provide a comprehensive understanding of the requirements of the job and could be used to identify areas where job redesign may be necessary. Additionally, a job analysis survey could be used to gather information from TSA officers about their job responsibilities, required KSAs, and other aspects of their work that may impact job satisfaction and retention. Answer to the question #3. Job enrichment concepts could be used to increase morale and retention at TSA by increasing the variety and challenge of tasks, providing opportunities for skill development and growth, and increasing employee autonomy and responsibility. For example, TSA officers could be given more control over their work schedules or given opportunities to take on leadership roles within their team. Additionally, cross-training opportunities could be provided to help employees develop new skills and expand their knowledge.
Answer to the question #4.
The elements of the collective bargaining agreement address job enrichment issues by providing opportunities for awards, incentives, and increased flexibility in scheduling and transfer policies. These changes may increase job satisfaction and motivation by providing tangible rewards for good performance and by allowing employees more control over their work schedules and career advancement.
Answer to the question #5.
While creating well-designed jobs may make union representation less attractive, it is important to note that unions serve a valuable purpose in advocating for the rights and protections of workers. Even in jobs that are well-designed, employees may still benefit from the collective bargaining power of a union to negotiate for better compensation, benefits, and working conditions. Additionally, the decision to unionize is often influenced by factors beyond job design, such as management practices, company culture, and economic conditions.