...about job specialisation and how it is a repetitive task – by using the personal anecdote the aim is to grab the reader’s attention as they may be able to personally connect with the topic. • Briefly explain job design – ‘the number, kind and variety of tasks that individual workers perform in doing their jobs’ (William, McWilliams) • Define job specialisation and the job characteristic model • Aim/Purpose – is to explain why companies choose to use job specialisation as an approach to job redesign and look at the benefits and impacts of specialising a job. Whilst also exploring how the job characteristic model is used to explain how specialised jobs can be modified to prevent boredom and low levels of job satisfaction. Body Paragraph: 1. Why companies choose to use job specialisation • Explain the benefits of why a company should use job specialisations • Outline the impacts job specialisation can have on companies if they choose to use it to job redesign • Describe factors such as cohesiveness, expectations and attitude of the employees that can bring positive or negative benefits to a company • Provide examples and quotes from articles 2. Using the five core characteristics from the job characteristic model explain how specialised jobs can be modified • Briefly describe the five core elements on the model (skill variety, task identity, task performance, autonomy and feedback) • Describe how jobs can be modified by the elements in the model • From...
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...assignment is to explain why companies use job specialization approach to job design and to use the Job Characteristics model to describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. This essay will define, analyse and put forward methodologies that will aid in remedying the issues related to job specialisation. * Body/Background 1) Define Job Specialisation. Include quotes and provide examples of Job Specialisation. Describe the advantages and disadvantage of Job Specialisation. 2) Define Job Design. Define the aspect related to Job Design. Include quotes. 3) Define Job Characteristics Model. Describe its elements of the Job Characteristics Model. Describe the effect of each element. 4) Describe how jobs can be modified to eliminate boredom and low job satisfaction. Use quotes and define solutions to the problem. Refer to solutions put forward by the journals. * Conclusion In conclusion it can be seen that the essay has met all goal and objectives that was set out for it at the outset. Job Specialisation, Job Design and the Job Characteristics Model have been defined in detail and the advantages and disadvantages along with the various elements of each have been identified and put forth. It has also been shown that through the use of the above mentioned methods the boredom and low job satisfaction associated with Job Specialisation can be remedied thereby meeting all requirements...
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...Job design determines the future of the company. Nowadays companies use job specialisation as their common job design. Job specialisation is a job composed of a small part of larger task or process (Williams & McWilliams, 2010). However workers will quickly feel bored due to repetition of same specific task every working day. Application of Job Characteristic model (JCM) that consists of five core dimension can solve the boredom and low job satisfaction of workers. JCM is an approach to job redesign that seeks to formulate jobs in ways that motivate workers and lead to positive work outcomes (Williams & McWilliams, 2010). The purpose of this article is to study the advantages and disadvantages of companies inserting job specialisation into their job design and application of JCM to diminish boredom and low job satisfaction of workers that caused by specialised job. Job design is the number, kind and variety of tasks that individual workers perform in doing their jobs (Williams & McWilliams, 2010). Adoption of job specialisation is very common job design among companies. It is widely practiced by successful companies like MacDonald, Subway and BMW in their production of their goods and services. The characteristic of job specialisation are low variety, simple, high repetition and tasks that are easier to learn. Jobs are separated and breakdown into smaller parts to simplify it, make it easier and focus so that employees can master the specific task in the minimum...
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...Topic-3 Introduction Job specialization is basically a job that is comprised of a small portion of larger vocation or procedure (Williams and Mcwilliams). Job specialization is economical and hence used by companies as it takes less time to learn. Specialized jobs are very simple and easy in designing that everyone can acquire in a short period of time. On the other hand, job specialization will also result in low job satisfaction and higher potential for employee boredom and absenteeism as well as higher error rate issues arises. This essay will outline the methodologies for specialized jobs that can be modified to reduce boredom and low satisfaction associated with job specialization through Job characteristic model. Body paragraphs The main reason for low satisfaction from job specialization is internal motivation which means when employees feel good at work as they praised by their bosses. Similarly, specialized jobs can be modified with the help of five strong job characteristics. These are as follows: 1. Skill variety: The degree to which the job requires a man to use the diversion of high-level skills (Bauer). 2. Task Identity: The extent to which a man is accountable for finishing an identifiable bit of work. 3. Task significance: It relates to check whether a person’s job affects others work or not (Bauer). 4. Autonomy: The extent where a person or employee gets freedom and independence to interact with customers rather than just receiving orders...
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...behaviour and management theory. 3. Critically analyse the underlying values of these theories. 4. Demonstrate knowledge of management theories and evaluate their impact on practical management decision making in the Australasian context Topic - Job Specialisation uses standardised work procedures to have workers perform repetitive; precisely defined and simplified tasks. Explain why companies use this approach to job design. Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. (Chapter 9) Introduction Job specialization reflects the degree to which tasks get broken down and divided into smaller tasks. Benefits include worker proficiency, decreased time between task transfer and the ability to develop specialized equipment for a specific function. Background * Existed in the first half of the century where guidelines laid by people like Adam Smith and Frederick Taylor, who sought to make jobs in organisations as simple as possible. * Ways to move from job specialisation was to introduce job rotation, allowing workers to diversify and relieve boredom (Article 3, Article 1 – good arguments for continual development of job specialisation. Can occur long or short term. Generally used by big companies to train their graduates and give them exposure to all faculties of the organisation. Positive effects * Specialising leads to the rise of knowledge work and communications...
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...relationships among jobs and groups of jobs. The primary purpose of organization structure is to influence the behaviour of individuals and groups to achieve effective performance.” Gibson, Ivancevich, Donnelly and Konopaske (2009:418). Organisational structure and job design are key determinants of employee job performance and satisfaction. The degree to which the employee fits into the designed job and structure will determine the quality of performance and job satisfaction of that employee. The small life insurance company has a functional organisation structure that is associated with high human cost, boring, insignificant and monotonous jobs. This type of structure has resulted in job dissatisfaction, high turnover and absenteeism. The researchers start the analysis of the case by studying the critical relationship between job performance, job design and organisational design, and contrast the views of Gibson et al. (2009), Colquitt et al. (2008), van Dyk (2005) and Autry (1996) amongst other authors. The analysis reveals that congruency between job design and organisational design ensures desirable job performance by matching the right employees with the right jobs. Quality of work life and job enrichment play a major role in employees’ job satisfaction and this makes them perform at their optimum best. The researchers go on to identify problems that the insurance company and employees face and observe the following: high turnover, absenteeism, repetitive job functions, high...
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...A bureaucracy is defined as a form of organisation that centres on precision, speed, reliability, and efficiency achieved through the creation of job specialisation, hierarchical structure and detailed rules and regulations. (Visitchaichan, n.d. p.5) Bureaucratic organisations have been around for a very long time. They began as primarily the structure for just a few political and religious organisations (e.g. the US Government and the Roman Catholic Church). But by the second half of the 19th century, businesses were becoming larger and more complicated, and there was a move from small, primarily family run organisations to huge companies with hundreds or even thousands of employees. It became clear that a new form of organisation was required to deal with the increasing administrative problems of these larger companies. (Volti, 2008, p.80) Max Weber created the idea of bureaucratic structure of organisation that he believed would counteract these issues. His theory, however, is permeated by scepticism. He describes the bureaucracy as the most dominant form of modern control, both positively and negatively. Although he describes bureaucracies as the fairest and most efficient method of control, he was alarmed by their rapid spread through state, business and institutions and concerned about the effect that they would have on the people within the bureaucratic structure. He argued that due to their technical superiority, bureaucracies would come to dominate all forms of human...
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...The nature of work and its organization has interested managers, economists and social scientists for as long as people have been employed by others to engage in productive activity. Indeed, managers have largely been interested in maximizing output from available resources. Economists and social scientists have raised questions about the organization of work in relation to issues of the individual and society in general. Historically, the emphasis was on finding the best way in which to manage the human resource through scientific and mechanical means. Frederick Taylor (“Taylorism”) and Henry Ford (“Fordism”) were both looking to make labour more efficient by fitting workers to jobs. To counteract the some of the worst features of Taylorism, the job redesign and human relations movements stressed the importance of an understanding of employees’ social, rather than simply economic, needs. It is easy to see why mentioning “Taylor” and “Taylorism” seems to talk as if it is history – that is, a management idea that existed in the past, but which is now outdated and old-fashioned. Taylor was indeed writing and practicing management at the start of the 20th century. However, his ideas are still alive today. For that reason, this essay will attempt to review a...
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...structure? 4 2. Discuss the job designs of the workers in the Antz movie and indicate the implications of the job designs on the motivation of the workers. 5 Job design elements defined 5 Job design elements in the Antz colony 5 How can job satisfaction among the ants be improved? 6 Job redesign 6 Alternative work arrangements 7 How can the employee’s/ ants be more involved? 7 Rewards used as motivators 8 3. Describe the Culture that was prevalent in the Colony. 9 What does the culture do in the colony? 9 What liabilities does this culture have? 10 4. Describe and discuss the changes that took place in the movie. 11 What were the changes in the Antz colony and how could they have been handled better? 11 Bibliography 14 1. Discuss the Organizational structure as illustrated in the movie by referring to the Antz Colony structure and the Insectopia structure. An organisational structure is “the way in which job tasks are formally divided, grouped and coordinated” (Robbins & Judge, 2011). An organisation has different elements that contribute to its structure. These elements include work specialisation, departmentalisation, the chain of command and span of control, whether the organisation is centralised or decentralised and finally, what degree of formalisation it has. These elements will be looked at in more depth by comparing the structure of the Antz colony and that of Insectopia. The Antz Colony Work specialisation is “the degree to...
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...Power culture dimension Power-oriented culture is a dimension of the organisational culture model. In any given organisation there is a need to use power in order to exercise control and influence behaviour. Harrison and Stokes (1992, p 14) define power-oriented culture as “organisational culture that is based on inequality of access to resources”. Figure 2.1 of the organisational culture model indicates that a power-oriented culture organisation is characterised by high 18 centralisation and low formalisation modes of operation. Brown (1998, p 66) states that “a power culture has a single source of power from which rays of influence spread throughout the organisation”. This means that power is centralised and organisational members are connected to the centre by functional and specialist strings (Harrison, 1993). This type of organisational culture can also be regarded as being rule oriented in the sense that it focuses on respect of authority, rationality in procedures, division of work and normalisation (Hampden-Turner, 1990). The centre is formal authority and holds the power to control and influence activities within the organisation. In this type of organisational culture a dominant head sits in the centre surrounded by intimates and subordinates who are the dependants (Harrison, 1993). In this regard a personal, informal and power management style becomes valued. Normally the organisational structure is a web structure that is hierarchical in nature (Brown, 1998)....
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...CULTURE http://www.managementstudyguide.com/charles-handy-model.htm Charles Handy Model of Organization Culture inShare1 Tweet What is an organization ?An organization is a setup where individuals (employees) come together to work for a common goal. It is essential for the employees to work in close coordination, deliver their level bests and achieve the targets within the stipulated time frame for the smooth functioning of the organization.Every organization has certain values and follows some policies and guidelines which differentiate it from others. The principles and beliefs of any organization form its culture. The organization culture decides the way employees interact amongst themselves as well as external parties. No two organizations can have the same culture and it is essential for the employees to adjust well in their organization’s culture to enjoy their work and stay stress-free.Several models have been proposed till date explaining the organization culture, one of them being the Charles Handy model. | | Who is Charles Handy ? Charles Handy born in 1932 in Ireland is a well-known philosopher who has specialized in organization culture. According to Charles Handy’s model, there are four types of culture which the organizations follow: Let us understand them in detail: 1. Power There are some organizations where the power remains in the hands of only few people and only they are authorized to take decisions. They...
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...illustrated in the movie by referring to the Ants Colony structure and the Insectopia structure. This description should include all the major elements regarding organisational structure and the application of the theory by means of examples as found in the movie. An organisational structure is “the way in which a job tasks are formally divided, grouped, and coordinated.” (A.Judge, what is an organizational structure, 2013) The film Antz illustrates to us how this concept is used by dividing the ant colony into their specific groups. Six elements are addressed when looking at an organisational structure which include; Work specialisation Work specialisation is the division of labour, where an organisation’s tasks are subdivided into distinct jobs, each completed by a separate individual. In the first five minutes of the film we see images of the little lava ants being given their individual working status, worker ants taking their place in the lines of production, and soldier ants training for battle. (A.Judge, what is an organizational structure, 2013) Departmentalization Departmentalization comes into being when jobs in the organisation are grouped together. Jobs can be divided into groups in different ways, functions performed is one of the more popular ways of doing this. In the film there are two major functions to be performed; the function of the worker ants digging tunnels and the function of the soldier ants that fight rivalry pests or insects. Another way could be...
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...INTRODUCTION As postulated by Stoner, Freeman and Danial (2003) the approaches to management takes different forms with many organization adopting an approach suitable to its structure, culture and objectives. Considering this, Stoner, Freeman and Danial (2003) defines management as the process through which the goals and objectives of an organization are clearly ascertained at regular intervals, the design of the work system and the structure of the organization is identified, and as the process through which organizations maintain an environment in which employees, working as a group, accomplish their aims and objectives and those of the organization in an effective and efficient manner. Stoner, Freeman and Danial (2003) further posits that management is best analysed by dissecting the processes into five managerial functions namely; planning, organizing, leading and controlling. As such, management is crucial to the continued functioning of any organization. According to Mullins, in trying to identify main trends in the development of organisational behaviour and management theory, numerous works of theorists have been categorised into different approaches based on their views of organisations, their structure and management. Stating further that it is possible to identify a number of other approaches, or at least subdivisions of the approaches, and also cross grouping amongst the approaches. This essay will be looking closely at the classical and human relations approaches...
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...Abstract: While knowledge is increasingly considered to be a key resource for companies, the models for formulating business strategies that explicitly include it as a core component are still lacking. The paper investigates such issues by considering the particular case of computer service companies, which can be seen as Knowledge Intensive Business Services (KIBS) firms connecting the sources of innovation (i.e. large multinationals, research laboratories, universities, etc.) to the individual needs of the local customers. In doing so they operate as mediators between the local cognitive requirements and the more generic knowledge available in the global environment. Since those companies base their competitiveness on the capability to manage knowledge flows among various actors, the formulation of their business strategies requires new approaches that directly focus on knowledge assets and relevant processes. The paper describes the results of a survey involving twenty-one computer service companies located in the Northeast of Italy. The study allows the user to draw useful schemes for the identification of knowledge-based strategies, which can be of use beyond the specific context of investigation. In particular, rather than proposing completely new models for knowledge-based strategic formulations, the paper analyses the way knowledge can be integrated into more traditional strategic frameworks. The assumption is that these approaches can be more comfortable and understandable...
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...Dr Alf Crossman Organisational Behaviour Management Work 1 Key Areas of Focus • Division of Labour • Adam Smith • General Principles of Management • Scientific Management • Frederick Winslow Taylor Organisational Behaviour • Henri Fayol • Bureaucracy • Max Weber 2 Session Objectives • To explore the nature of classical organization theory • To become familiar with the key classical theorists’ work • To understand the principles and impact of: Organisational Behaviour • Bureaucracy • Management • To understand the principles and impact of: • Division of labour • Scientific management/Taylorism • Fordism • To explore the arguments surrounding ‘deskilling’ and labour process 3 The Obsession with Organization Before the factory system production took place primarily in cottages – the ‘putting out’ system and small workshops. Output was the main priority. Self-organization was the predominant approach. The introduction of the factory system introduced a new imperative – time. Time became a valuable resource and organization of labour became increasingly important Organisational Behaviour 4 Of the Division of Labour • Adam Smith – An Inquiry into the Nature and Causes of the Wealth of Nations, 1776 • Pin-making example • Division of Labour In an early chapter of his book, Smith observes: “One worker could probably make only twenty pins per day. However, if ten people divided up the eighteen steps required to make a pin...
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