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©2007 by Prentice Hall2-1 Managing Work Flow and Conducting Job Analysis Chapter2 Chapter 2
©2007 by Prentice Hall2-2 Chapter 2 Overview Describe the different organizational structures and when each is appropriate List factors influencing worker motivation that are under managers control Conduct job analysis and prepare job descriptions/specifications Apply flexible work designs which aid in reducing work-family conflicts
©2007 by Prentice Hall2-3 Work: The Organizational Perspective Strategy and Organizational Structure Abbey Life Insurance outsourced the claims- adjustment process for its 1.75 million policyholders to Unisys Corp. under a 10-year agreement. Abbey Life saves $80 million over the life of the agreement. Error rates on claims have fallen from 5 to 2 percent, and 95 percent of claims are handled within 6 days, down from 10 days.
©2007 by Prentice Hall2-4 Work: The Organizational Perspective Designing the Organization Bureaucratic Organization Flat Organization Boundaryless Organization
©2007 by Prentice Hall2-5 Bureaucratic Organization Figure 2.1 – United States Army Org Chart
©2007 by Prentice Hall2-6 Flat Organization
©2007 by Prentice Hall2-7 Boundaryless Organization
©2007 by Prentice Hall2-8 Work: The Organizational Perspective Work-Flow Analysis – Business Process Reengineering
©2007 by Prentice Hall2-9 Work: The Individual Perspective Motivating Employees Two-Factor Theory: internal vs. external Work Adjustment Theory: fit between needs & abilities and characteristics of job and organization Goal-Setting Theory: goals help motivated Job Characteristics Theory: skill variety, task identity, task significance, autonomy, and feedback
©2007 by Prentice Hall2-10
©2007 by Prentice Hall2-11 Designing Jobs and Conducting Job Analysis Job Design Work Simplification Job Enlargement and Job Rotation Job Enrichment Team-Based Job Design
©2007 by Prentice Hall2-12 Designing Jobs and Conducting Job Analysis Job Analysis Who Performs Job Analysis?: HR member, incumbent, manager Methods of Gathering Job Information: interview, observation, diaries, questionaires The Uses of Job Analysis: recruitment, selection, performance appraisal, compensation, training, and career development activities The Techniques of Job Analysis: p.59
©2007 by Prentice Hall2-13 Designing Jobs and Conducting Job Analysis Job Descriptions (p ) Elements of a Job Description 1.Identification Information 2.Job Summary 3.Job Duties and Responsibilities 4.Job Specifications and Minimum Qualifications
©2007 by Prentice Hall2-14 The Flexible Workforce Core Workers or Contingent Workers Contingent Workers 1.Temporary Employees 2.Part-Time Employees 3.Outsourcing/Subcontracting 4.Contract Workers 5.College Interns
©2007 by Prentice Hall2-15 Emerging Trends Advantages 1.Provide better- quality people with most current skills 2.Cost savings with economies of scale 3.Preserve company culture Disadvantages 1.Could lose control of important activities 2.May result in losing an opportunity to gain knowledge and information helpful to company processes Advantages and Disadvantages of Outsourcing
©2007 by Prentice Hall2-16 The Flexible Workforce Flexible Work Schedules Flexible Work Hours Compressed Workweeks Telecommuting
©2007 by Prentice Hall2-17 Summary and Conclusions Organizational structures & HR MotivationMotivation Designing Jobs & ConductingDesigning Jobs & Conducting Job Analysis The Flexible WorkforceThe Flexible Workforce
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Chapter 7 Work Design. Copyright © 2006 by Thomson Delmar Learning. ALL RIGHTS RESERVED. 2 Purpose and Overview Purpose –Provide a framework for jobs.
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Appraising and Managing Performance (c) 2007 by Prentice Hall7-1 Chapter 7.
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1. Recognizing Employee Contributions with Pay After reading this chapter, you should be able to: Describe the fundamental pay programs for recognizing.
Chapter 1 Introduction to the Field of Organizational Behaviour Canadian OB 7e: McShane/Steen 1 © 2009 The McGraw-Hill Companies, Inc. All rights reserved.
The Job Analysis Process Providing a Foundation for Human Resources Activities.
Prepared and Presented By Sally Al-Gazzar September 2013.
SIB Diploma of Salon Management SIRXHRM001A Administer human resource policy E-LEARNING MATERIAL & ASSESSMENTS DEMONSTRATION UNIT DELIVERY STYLE.
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1. Performance Management Objectives In this training you will learn the most effective methods to create constructive performance evaluations and how.
Ninth edition STEPHEN P. ROBBINS PowerPoint Presentation by Charlie Cook The University of West Alabama MARY COULTER © 2007 Prentice Hall, Inc. All rights.
An Experiential Approach to Organization Development 7 th edition Chapter 1 Slide 1 Chapter 1 Organization Development and Reinventing the Organization.
Chapter  Formulation of Functional Strategy Formulation of Functional Strategy Created By Manish Mathur.
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