...relationships among jobs and groups of jobs. The primary purpose of organization structure is to influence the behaviour of individuals and groups to achieve effective performance.” Gibson, Ivancevich, Donnelly and Konopaske (2009:418). Organisational structure and job design are key determinants of employee job performance and satisfaction. The degree to which the employee fits into the designed job and structure will determine the quality of performance and job satisfaction of that employee. The small life insurance company has a functional organisation structure that is associated with high human cost, boring, insignificant and monotonous jobs. This type of structure has resulted in job dissatisfaction, high turnover and absenteeism. The researchers start the analysis of the case by studying the critical relationship between job performance, job design and organisational design, and contrast the views of Gibson et al. (2009), Colquitt et al. (2008), van Dyk (2005) and Autry (1996) amongst other authors. The analysis reveals that congruency between job design and organisational design ensures desirable job performance by matching the right employees with the right jobs. Quality of work life and job enrichment play a major role in employees’ job satisfaction and this makes them perform at their optimum best. The researchers go on to identify problems that the insurance company and employees face and observe the following: high turnover, absenteeism, repetitive job functions, high...
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...ENVIRONMENT AND ITS IMPACT ON EMPLOYEE PERFORMANCE A study submitted to Project Management Department in Saudi Aramco BY Nowier Mohammed Al-Anzi Open University of Malaysia 2009 i Open University of Malaysia WORKPLACE ENVIRONMENT AND ITS IMPACT ON EMPLOYEE PERFORMANCE A study submitted to Project Management Department in Saudi Aramco Nowier Mohammed Al-Anzi 51060418 Project Paper Submitted in Partial Fulfillment of the Requirement for the Degree of Master of Business Administration Open University of Malaysia 2009 ii DECLARATION Name Student's Number : Nowier Mohammed Al-Anzi : 51060418 I hereby declare that this project paper is the result of my own work, except for quotations and summaries which have been duly acknowledged. I hereby verify this research has not been submitted in substance for any other degree. Signature:ــــــــــــــــــــــــــــــــــــــــــــــ Date: ـــــــــــــــــــــــــــــــــــــــــــ Supervisor Name: Mr. Iqbal Singh Kaundali Signature:ــــــــــــــــــــــــــــــــــــــــــــــ Date: ـــــــــــــــــــــــــــــــــــــــــــ iii APPLICATION TO CONDUCT RESEARCH PAPER PART A: STUDENT PARTICULAR 1. Name Student’s Number : Nowier Mohammed Al-Anzi : 51060418 PART B: PARTICULARS ABOUT THE PROJECT 1. Title of the project : Workplace Environment and Its Impact on Employee Performance : To determine the impact of work environment on employees’ productivity ...
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...have expedited delivery to meet a deadline and offer discounts which reduce his commission. Expedited deliveries delays the shipments of other clients and discounts are not smiled upon by Noram management except in cases of huge orders. Jim is currently worried about a number of things which includes the sale of the company to the competition, increasing his sales as his are supervisor hinted that he wasn’t doing well, his work life balance and the pressure from his wife to secure a management position. Although securing a management position would guarantee a stable salary for Jim, he isn’t excited at the prospect of siting behind his desk all day. Also with the impending sale of the company to the competition, his job is in jeopardy as if he isn’t fired, attaining management position will become harder. Other problems which seem to be evident are stress and bad time management as Jim is late for his appointment with a client. Jim is also showing low motivation and experiencing low task control. The pressure from the management has further made him uncertain of his job causing sleeplessness and headaches. Problem Analysis and Implication Root Problems Recession: Business dictionary defines recession as a “period of general economic decline, defined usually as a contraction in the GDP for six months (two consecutive quarters) or longer. Marked by high unemployment, stagnant wages, and fall...
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...1.0 INTRODUCTION Human resource management is the design of formal system in an organization to ensure effective and efficient use of human talent to accomplish organizational goal. There are several important of HRM practices; analyzing work and designing jobs, attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), evaluating their performance (performance management), rewarding employees (compensation), creating a positive work environment (employee relations), and supporting the organization’s strategy (HR planning and change management). 1. BACKGROUND OF COMPANY 1. JUSCO Store JUSCO is the acronym for Japan United Stores Company, a chain of "general merchandise stores" (or hypermarket) and the largest of its type in Japan. The various JUSCO companies are subsidiaries of ÆON Co., Ltd. The JUSCO name was adopted in 1970 by a company originally founded as a kimono silk trader in 1758. Renamed ÆON in 1989, it operates stores throughout Japan under JUSCO and other names and also has a presence in Malaysia, Hong Kong, mainland China, and Thailand. In 1985 the first JUSCO overseas store was opened, in Plaza Dayabumi, Kuala Lumpur, Malaysia, as a jointly-owned company with Cold Storage (Malaysia) and three local companies. It was the first time that a Japanese company had entered into a significant joint venture in the Malaysian...
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... | |Do traditional workplaces reward long hours instead of efficient hours? Wouldn’t it make more sense to have a workplace in which “people can | |do whatever they want, whenever they want, as long as the work gets done?” Well, that’s the approach that Best Buy is taking.1 And this | |radical workplace experiment, which obviously has many implications for employee motivation, has been an interesting and enlightening journey | |for the company. | |In 2002, then-CEO Brad Anderson (now the company’s vice chairman) introduced a carefully crafted program called ROWE (Results-Only Work | |Environment). ROWE was the inspiration of two HRM managers at Best Buy, Cali Ressler and Jody Thompson, who had been given the task of taking | |a flexible work program that was in effect at corporate headquarters in Minnesota and developing it for everyone in the company. Ressler and | |Thompson said, “We realized that the flexible work program was successful as employee engagement was up, productivity was higher, but the | |problem was the participants were being viewed as ‘not working.’ ” And that’s a common...
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... | |Do traditional workplaces reward long hours instead of efficient hours? Wouldn’t it make more sense to have a workplace in which “people can | |do whatever they want, whenever they want, as long as the work gets done?” Well, that’s the approach that Best Buy is taking.1 And this | |radical workplace experiment, which obviously has many implications for employee motivation, has been an interesting and enlightening journey | |for the company. | |In 2002, then-CEO Brad Anderson (now the company’s vice chairman) introduced a carefully crafted program called ROWE (Results-Only Work | |Environment). ROWE was the inspiration of two HRM managers at Best Buy, Cali Ressler and Jody Thompson, who had been given the task of taking | |a flexible work program that was in effect at corporate headquarters in Minnesota and developing it for everyone in the company. Ressler and | |Thompson said, “We realized that the flexible work program was successful as employee engagement was up, productivity was higher, but the | |problem was the participants were being viewed as ‘not working.’ ” And that’s a common...
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...Title: Culture And Job Design, Journal Of Organizational Behavior Author: Miriam Erez Theodora Papamihalakis Synopsis: “Imagine Americans, Israelis and Japanese participating in an international management training program. They all assemble in one lecture room, each with a personal computer with an Internet connection. The training session begins with an in-basket simulation. Each participant gets a set of problems to solve. The instructor lets them know that they can use any method they want to work out the problems. They can sit in class or go outside. They can use Google to get more information, exchange ideas with each other, or both. The instructor then observes their free styles of gathering information. What he sees is the following: The Americans open up Google in search of relevant information, and continue to work on the problem individually. The Israelis look around and signal to each other to go outside and talk in small groups. They exchange ideas about solving the problems, and then approach the instructor to ask whether they can work as a team and submit a team project rather than individual projects. The Japanese participants are most confused with the lack of a clear task structure. They are not sure whether they can go outside and talk to each other or not. They are also not sure about the seniority differences among the group members. Consequently, each Japanese participant stays in the room and does his job, feeling very hesitant and uncomfortable...
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...A PUBLIC SECTOR BANK IN INDIA INTRODUCTION Human resources or the work force, is the key to any organization’s performance even in today’s highly automated environment. The output given by employees is dependent on many factors like training, motivation, technology and management behavior. This study aims to establish the impact of training and motivation on the employees productivity. Performance is normally measured in terms of the output given by the employees to a given amount of input; i.e., the performance can be defined as the ratio of the output to input. There are certain methods to measure the productivity of employees, the major one being the turnover per employee. However this may not be truly reflecting on the profitability of the firm. Performance is also said to be a process of continuous improvement in the production/output/services through efficient use of the inputs with emphasis on team work. Banks usually measure the productivity by the ratio Total Volume of business/ No of employees, which is also truly reflecting on the profitability of any bank if profitability is said to be a parameter for productivity. Training: Training is needed to improve the performance of the employees. Training is the learning process which provides knowledge required for the specified job, skills required for performing the job, and change in attitude and behavior to suit the job requirements. Motivation Motivation is defined as an internal or external...
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...Management or Business Administration in an organization. HRM is defined as : “HRM is the efficient and effective utilization of Human Resources (HR) to achieve goals of an organization”(Opatha, ) According to the above definition of HRM, a) An organization means an economic and social entity composed of a group of people who interact with each other for the purpose of achieving a common goal. b) Goal refers to desired targets to be achieved in the future. The basic goal of any organization should ideally be to serve the human society. Example; to upgrade the standard of living of Sri Lankan people through the production and distribution of high quality dairy products. c) Human Resources are employees who work for the organization being concerned. It is not an exaggeration that HR is the most significant resource compared with other resources such as financial resources, physical resources, etc. The overwhelming significance of HR is due to its unique characteristics. d) Efficient utilization of HR means optimum use of employee by eradicating or minimizing wastage. It denotes utilizing the right employees in the right number at the right cost. • It is animate, active and living • It has the ability to think, feel and react • Its value appreciate with the passage of time • It has the ability to influence on determining its cost • It has the ability to organize • Its behavior is complex and sometimes...
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...movie. An organisational structure is “the way in which a job tasks are formally divided, grouped, and coordinated.” (A.Judge, what is an organizational structure, 2013) The film Antz illustrates to us how this concept is used by dividing the ant colony into their specific groups. Six elements are addressed when looking at an organisational structure which include; Work specialisation Work specialisation is the division of labour, where an organisation’s tasks are subdivided into distinct jobs, each completed by a separate individual. In the first five minutes of the film we see images of the little lava ants being given their individual working status, worker ants taking their place in the lines of production, and soldier ants training for battle. (A.Judge, what is an organizational structure, 2013) Departmentalization Departmentalization comes into being when jobs in the organisation are grouped together. Jobs can be divided into groups in different ways, functions performed is one of the more popular ways of doing this. In the film there are two major functions to be performed; the function of the worker ants digging tunnels and the function of the soldier ants that fight rivalry pests or insects. Another way could be by the type of product or service the organisation produces or on the basis of geography. Each colony of ants is situated in different areas of the planet and all have their own individual queen and leader. (A.Judge, what is an organizational structure...
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...Working Conditions and Employee Performance in the Public Sector (A Case Study of Madina Polyclinic) By Mr. Kley Elikem Pius pius3000@yahoo.com Abstract Management’s new challenge is to create an environment that attracts, retain and motivates its workforce. This study seeks to examine the working conditions on the performance of employees. It is also aimed at identifying the perception of employees about their working conditions. The study employs descriptive and sample survey techniques. A sample of 50 employees was selected from the Madina Polyclinic in Ghana where the study is focused by the application of stratified and sample random sampling methods. Data was collected by the use of a well-designed questionnaire. It was found that casual workers were not satisfied with their working conditions while aside them other employees were somehow/ averagely satisfied with their working conditions. Working conditions such as quietness of workplace, office arrangement, availability of working materials, salaries, bonuses and allowances and job security have an influence on the performance of employees. It was thus recommended that to ensure improvement in employee performance and productivity, measures should be put in place to establish a conducive working condition for employees. 1.1 INTRODUCTION Management’s new challenge is to form an environment that attracts, retain and motivate its workforce. The responsibility lies with managers and supervisors at all...
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...Human resource management Human resource management- Importance Recruitment and Training This is one of the major responsibilities of the human resource team. The HR managers come up with plans and strategies for hiring the right kind of people. They design the criteria which is best suited for a specific job description. Their other tasks related to recruitment include formulating the obligations of an employee and the scope of tasks assigned to him or her. Performance Appraisals HRM encourages the people working in an organisation, to work according to their potential and gives them suggestions that can help them to bring about improvement in it. The team communicates with the staff individually from time to time and provides all the necessary information regarding their performances and also defines their respective roles. Maintaining Work Atmosphere This is a vital aspect of HRM because the performance of an individual in an organisation is largely driven by the work atmosphere or work culture that prevails at the workplace. A good working condition is one of the benefits that the employees can expect from an efficient human resource team. Managing Disputes In an organisation, there are several issues on which disputes may arise between the employees and the employers. You can say conflicts are almost inevitable. In such a scenario, it is the human resource department which acts as a consultant and mediator to sort out those issues in an effective manner...
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...supporting the employees in an organization. These interventions operate on the premise that employee development and well-being can lead to increased organizational performance. There are three main HRM interventions: Performance Management, Developing Talent and Managing Workforce Diversity and Well-Being. 1. PERFORMANCE MANAGEMENT “Performance management involves goal setting, performance appraisal, and reward systems that align member work behavior with business strategy, employee involvement , and workplace technology” (Cummings &Worley, 2009). Research has shown that organizations with a fully functional performance management system outlive those...
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...Introduction 4. Research design 5. Analysis 6. Synopsis & conclusions 7. Key findings 8. Recommendations/suggestions 9. Bibliography and Questionnaire CHAPTER 1 INTRODUCTION Employee satisfaction has been defined as a function of perceived performance and expectations. It is a persons’ feeling of pleasure or disappointment resulting from comparing a products’ outcome to his/her expectations. If the performance falls short of expectations, the employee is dissatisfied and if it matches the expectations, the employee is satisfied. A high satisfaction implies improvement in efficiency and performance doing work or service. The process is however, more complicated then it appears. It is more important for any organization to offer high satisfaction, as it reflects high loyalty and it will not lead to switching over once a better offer comes in. 1.1 AIM OF STUDY: To carry out the study of the employee satisfaction at company and assess the employee satisfaction level in present competitive environment of Industry to help knowing and reading of the minds of the current generation professionals regarding their Company Culture, Compensation, Work atmosphere, Management support, Job satisfaction, performance appraisal and Career growth opportunities. 1.2 RATIONALE BEHIND THE STUDY: Employees are the basis of every organization. Recruiting and retaining knowledgeable people for the job is essential for an employer. But it works only if employee...
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...Structure 3 Organic Structure 3 Moderate Mechanistic and Organic Structure 3 Phases of innovation, Mechanic versus Organics 3 Case study, Sunshine Real Estate 3 Sunshine Real Estate organizational design 3 Sunshine Real Estate organizational culture 3 Implications of Sunshine Real Estate’s three structural properties on employee role perception and attitudes 3 Work Specialization 3 Centralization 3 Formalization 3 Conclusion 3 References 3 APPENDIX 3 A: Organizational Structure Elements and Types of Structures 3 B:Elements Associated with Roles and Attitudes 3 C: Survey Analysis 3 Title The project attempts to explore the relationship between organizational structure, roles and attitudes under distinct corporate structural conditions. Executive Summary Organizational design in a sense is similar to the structure of bones in human body. It is a skeleton or framework upon which organizations are built and maintained. Organizations in creating organizational designs tend to use principle we call ‘hierarchy of command” which illustrate the distinct levels in the authority, duties and the workflow. This invariably means that the higher an employee is placed in the organizational hierarchy, the more authority he or she possesses. When individuals view organizational chart, they can easily identify the positions and responsibilities of managers, know whom...
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