MHR 523 Chapter Notes -Industrial Engineering, Job Analysis, Step One

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Published on 23 May 2011
School
Ryerson University
Department
Human Resources
Course
MHR 523
Professor
MHR523 – Chapter 4
Organizing Work:
Organizational Structure – The formal relationships among jobs in an organization
Organization Chart – Asnapshot of the firm, depicting the organization's structure in chart
form at a particular point in time. Three basic types:
Bureaucratic – Top-down management approach, many levels, highly specialized jobs, focus
on independent performance
Flat – Decentralized management approach, few levels, broadly defined job descriptions,
emphasis on teams and on customer service
Boundaryless – Joint ventures with customers, suppliers, and/or competitors, emphasis on
teams whose members may cross organizational boundaries
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
Specialization and Industrial Engineering Considerations
Work Simplification – An approach to job design that involves assigning most of the
administrative aspects of work to supervisors and managers, while giving lower-level employees
narrowly defined tasks to perform according to methods established and specified by
management.
Not effective in a changing environment, or one where employees want challenges
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.
Focus on industrial engineering can lead to human considerations being neglected.
Behavioural Considerations
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
systematically moving employees from one job to another
Job Enrichment (Vertical Loading) – Any effor that makes an employee's job more rewarding or
satisfying by adding more meaningful tasks and duties
Job Characteristics Model – Proposes that employee motivation and satisfaction are directly
linked to five core characteristics:
1. Skill Variety – Degree to which the job requires a person to do different tasks
2. Task Identity – Degree to which the job requires completion of an identifiable piece of
work
3. Task Significance – Degree to which the job has a substantial impact on the lives and
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Document Summary

 organizational structure the formal relationships among jobs in an organization.  organization chart a snapshot of the firm, depicting the organization"s structure in chart form at a particular point in time.  bureaucratic top-down management approach, many levels, highly specialized jobs, focus on independent performance.  flat decentralized management approach, few levels, broadly defined job descriptions, emphasis on teams and on customer service.  boundaryless joint ventures with customers, suppliers, and/or competitors, emphasis on teams whose members may cross organizational boundaries. 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.  not effective in a changing environment, or one where employees want challenges.