Sierra Group also uses assigned dedicated project manager to coordinate customer request while IMS utilizes a single service center to handle all customer requests. Each company has similarities and differences in the organizational structure. Each organizational structure is responsible for different task. The organizational structure of the human resource department is an example. The human resource department has to assure there is recruitment of skilled employees to fit into open positions.
There are other costs that go into making up the total reward paid to any employee, including the union worker. It is this bigger picture of labor costs that concerns management during negotiations. While the union is focusing on what they can get in terms of total income to the union member, management is looking at the impact of these cost on the total business picture. (a) Compare the methods available for the adjustment of wages during the effective period of the labor agreement. Make this comparison in light of the organization in which you currently work or recently worked.
Due to the size and nature of this large establishment, it is necessary to maintain enough senior managers to oversee all of the divisions (“Strategic Audit of Lowe's Companies, Inc.,” 2011.) Lowe’s expands across different regions and countries, which makes a divisional organizational structure ideal. A divisional organizational structure consists of different divisions grouped around specialized departments such as sales, marketing, safety, and human resources. This allows each division to have some autonomy when making decisions inside the division (“Organizational Structure,” 2013.) A number of approaches were considered to help Lowe’s lower expenses and increase profits.
The most common methods used for performing job analysis include observation, individual interview, group interview, structured survey, and technical conference or diary methods. Moreover Onet is a tremendous tool to HR departments, as the results of the methods mentioned above are consolidated into one place with the overall national median taken into consideration. It is great directional source that management can use for comparisons on job descriptions including abilities, skills, experience requirements as well as work activities that they had in mind to what national average might be describing, as well as any changes that might be significant to the existing jobs at the company to keep up with the ever changing work environment. This could also be especially useful in a company in which management is not very familiar with a field or a position they have a need for based on changes of strategic goals. For instance, a company that deals with hospital patient care software may want to look into the financial side of health care to maximize profits.
The speed and effectiveness of decision-making is enhanced. Administrative costs do rise and managers in each department may focus on their own product. Customer departmentalisation involves grouping activities to respond to and interact with specific customers or customer groups. The distinct advantage is that the organisation can use skilled specialists to deal with unique customers however a large administrative staff is required to integrate the activities of the various departments. Geographic departmentalisation involves grouping jobs on the basis of geographic sites or areas.
Transitional development issues plague corporate America daily with the ability to hire and retain quality people; costs associated with training new hires, and conversely seek avenues in improving employee dissatisfaction. Introduction
Motivation in the Workplace In the workplace, there are many factors that affect people’s job satisfaction, performance and overall happiness in their working environment. Employers are constantly trying to hire motivated, hard working employees, however after being in a job for a considerable amount of time, how do you keep workers motivated? Motivation is a key aspect that relates and affects many, if not all aspects, in the workplace. There are various types of motivation that stem from different places and are created through varied tactics. Having employees positively motivated is a key aspect that managers strive to achieve.
People need to be knowledgeable of the similarities and differences between the options in order for them to be happy with the employment option they choose. Work schedules, compensation benefits, and the environment in which humans work, are important factors when making this vital decision. The freedom of scheduling one’s own hours greatly varies between working for themselves or an employer. An individual who is self-employed has much more flexibility with the hours they choose to work. This is one of the biggest issues within the workforce.
What is Culture? The subject of organizational culture has become increasingly popular with modern leaders. Every company has its own unique culture, defined by a collective set of values and habits that condition actions of people within the organization. Culture is essentially the written and unwritten rules of how people work with each other, customers and other stakeholders. However, it’s complicated; the term “culture” means different things across such a range of disciplines and ways of thinking that it is among the most complicated words to define in the English language.
This leads to greater employee empowerment and innovation. Tall or flat organizations structures have different organizational complexity which leads to differences in employee motivation, flexibility, communication, management, and costs. There are many pros and cons to tall organizational structure. Taller organizational structures center decision-making responsibility at the upper layers of a company. Tall structure gives a clear line of responsibility and promotion structure with many layers of middle management between top management and employees.