Organiztion

Job Enrichment

Method to redesign jobs, it is directed to motivate by making the work and workplace more interesting and challenging for the employees. It typically provides more responsibility and thinking to the job which in turn sprouts.

Pros:

receive recognition

employee motivation

learn new skills

decrease boredom

Cons:

lack of training

increased workload

Conflict with non participants

Potential for poor performance

Example: Altering the product or provision of service and implementing new minor changes here and there. ex. Starbucks implementing new drinks.

Job Rotation

A technique used by some employers to rotate their employees' assigned jobs throughout their employment. It was created to increase and promote flexibility and keep the employees interested in staying with the company/organization

Pros:

Eliminates boredom

Encourage development

Gives employees a break from stressful job duties

Helps you identify where employees work best

Cons:

Costly and time consuming

Other industries might not understand why the company cannot hire more skilled and trained employees

Possible circumstance where there us an error in training and new employees will be taught the wrong way, decreasing productivity

Functional

Organized by key business skills

Pro: Clear lines of authority
specialized

Con: communication issues with other departments
Groupitis

Divisional

Organized into departments by
customer, product, geographic, process

Pro: Leads to potentially better service more focused on service/efficient production

Con: Duplication (more employees) of roles in departmemts

Example: Rogers- personal coustomers and business customers

Matrix

Organize into cross functional teams (2 bosses)

Pro: Improve communication through the company

Con: Double workload/deadlines and lots of stress

Team

Organize into independent teams

Pro: Improves teamwork and generates ideas/creativity

Con: Not as well organized and can lead to inefficiencies

Network

Outsource to contractors- key responsibility

Pro: Saves money and is more specialized

Con: Contractor may lack loyalty to the buisness

Boundaryless

Removes all traditional Barriers

Pro: freedom and creativity

Con: no clear authority, difficult to manage, Lazze fair

Span Of Control

Number of employees directly under you (wide> a lot - narrow> few)

Centralized

Top managers make decisions

Decentralized

Lower level emlpoyees are empowered to make decisions

Chain of command

Number of levels in the hierarchy of the firm

Tall Organization

Many levels of authority

Flat Organization

Few levels of authority