Textbook Notes (378,338)
CA (167,126)
Ryerson (11,569)
MHR (844)
MHR 523 (332)
Chapter 4

Human Resources Management Chapter 4

4 Pages
77 Views

Department
Human Resources
Course Code
MHR 523
Professor
Kristyn Scott

This preview shows page 1. Sign up to view the full 4 pages of the document.
Chapter 4 notes
ORGANIZING WORK FOR STRATEGIC SUCCESS
-organizational structure: the formal relationships among jobs in an organization
Æ3 types
Bureaucratic
Flat
Matrix
-top-down management
approach
-many levels, and hierarchical
communication channels and
career paths
-highly specialized jobs with
narrowly defined job
descriptions
-focus on independent
performance
-decentralized management
approach
-few levels and multi-directional
communication
-broadly defined jobs, with
general job descriptions
-emphasis on teams and on
product development
-each job has two components:
functional and product
-finance personnel for product B
are responsible to both the
finance executive and the
product B executive
-}Pv]}vZW^vZ}_}(Z(]uU]]vPZ}Pv]}v[µµ]vZZ(}u
a particular point in time
JOB DESIGN
-job design: the process of systematically organizing work into tasks that are required to perform a
specific job
-job: a group of related activities and duties, held by a single employee or a number of incumbents
-position: the collection of tasks and responsibilities performed by one person
JOB SPECIALIZATION (INDUSTRIAL ENGINEERING)
-job specialization and productivity
-work simplification: an approach to job design that involves assigning most of the administrative
aspects of work (such as planning and organizing) to supervisors and managers, while giving lower-level
employees narrowly defined tasks to perform according to methods established and specified by
management; increase operating efficiency in stable environment but not in changing environment
-industrial engineering: a field of study concerned with analyzing work methods; making work cycles
more efficient by modifying, combining, rearranging, or eliminating tasks; and establishing time
standards
BEHAVIOURAL ASPECTS OF JOB DESIGN
-job enlargement (horizontal loading): a technique to relieve monotony and boredom that involves
assigning workers additional tasks at the same level of responsibility to increase the number of tasks
they have to perform
-job rotation: another technique to relieve monotony and employee boredom that involves
www.notesolution.com

Loved by over 2.2 million students

Over 90% improved by at least one letter grade.

Leah — University of Toronto

OneClass has been such a huge help in my studies at UofT especially since I am a transfer student. OneClass is the study buddy I never had before and definitely gives me the extra push to get from a B to an A!

Leah — University of Toronto
Saarim — University of Michigan

Balancing social life With academics can be difficult, that is why I'm so glad that OneClass is out there where I can find the top notes for all of my classes. Now I can be the all-star student I want to be.

Saarim — University of Michigan
Jenna — University of Wisconsin

As a college student living on a college budget, I love how easy it is to earn gift cards just by submitting my notes.

Jenna — University of Wisconsin
Anne — University of California

OneClass has allowed me to catch up with my most difficult course! #lifesaver

Anne — University of California
Description
Chapter 4 notes ORGANIZING WORK FOR STRATEGIC SUCCESS -organizational structure: the formal relationships among jobs in an organization Æ3 types Bureaucratic Flat Matrix -top-down management -decentralized management -each job has two components: approach approach functional and product -many levels, and hierarchical -few levels and multi-directional -finance personnel for product B communication channels and communication are responsible to both the career paths -broadly defined jobs, with finance executive and the -highly specialized jobs with general job descriptions product B executive narrowly defined job -emphasis on teams and on descriptions product development -focus on independent performance -}Œ2L]Ìš]}L ZŒš9^ZL‰ZZ}š_}šZ]ŒK7‰] š]L2šZ}Œ2L]Ìš]}L[ZZšŒµ šµŒ]LšZ ZŒš}ŒKš a particular point in time JOB DESIGN -job design: the process of systematically organizing work into tasks that are required to perform a specific job -job: a group of related activities and duties, held by a single employee or a number of incumbents -position: the collection of tasks and responsibilities performed by one person JOB SPECIALIZATION (INDUSTRIAL ENGINEERING) -job specialization and productivity -work simplification: an approach to job design that involves assigning most of the administrative aspects of work (such as planning and organizing) to supervisors and managers, while giving lower-level employees narrowly defined tasks to perform according to methods established and specified by management; increase operating efficiency in stable environment but not in changing environment -industrial engineering: a field of study concerned with analyzing work methods; making work cycles more efficient by modifying, combining, rearranging, or eliminating tasks; and establishing time standards BEHAVIOURAL ASPECTS OF JOB DESIGN -job enlargement (horizontal loading): a technique to relieve monotony and boredom that involves assigning workers additional tasks at the same level of responsibility to increase the number of tasks they have to perform -job rotation: another technique to relieve monotony and employee boredom that involves www.notesolution.com systematically moving employees from one job to another -job enrichment (vertical loading): any effort that makes an employee[ZE}K}ŒŒÁŒ]L2}ŒZš]ZÇ]L2 by adding more meaningful tasks and duties (not always the best approach) -team-based job designs: job designs that focus on giving a team, rather than an individual, a whole and meaning piece of work to do and empowering team members to decide among themselves how to accomplish the work -team: a small group of people, with complementary skills, who work toward common goals for which they hold joint responsibility and accountability ERGONOMIC ASPECTS OF JOB DESIGN -ergonomics: an interdisciplinary approach that seeks to integrate and accommodate the physical needs of workers into the design of jobs. It aims to adapts the entire job system-the work, environment, machines, equipment, and processes-to match human characteristics INCREASING JOB FLEXIBILITY -led some organizations to focus on personal competencies and skills THE NATURE OF JOB ANALYSIS -job analysis: the procedure for determining tasks, duties, and responsibilities of each job, and the human attributes (in terms on knowledge, skills, and abilities) required to perform it USES OF JOB ANALYSIS INFORMATION -human resources planning -recruitment and selection -compensation -performance appraisal -labour relations -training, development, and career management -job design STEPS IN JOB ANALYSIS 1) Identify the use to which the information will be put
More Less
Unlock Document


Only page 1 are available for preview. Some parts have been intentionally blurred.

Unlock Document
You're Reading a Preview

Unlock to view full version

Unlock Document

Log In


OR

Don't have an account?

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


OR

By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.


Submit