Case D Buckman Report

The Law Offices of Spar & Bernstein, P.C. have named Meghan Buckwalter the new managing attorney in their matrimonial and family law department.

The tradeoffs between specialized and broad tasks assignments include comparative advantages, costs, and incentive issues. Specialized tasking allows matching employees with jobs based on their skills, reducing the need for training and producing a higher output. (Brickley, Smith, & Zimmerman, 2009). Broad task assignment employees are completing more than one job function, costing more money to train and hire, but allowing coverage if employees call in sick. Bagby would benefit in bringing in specialized employees for hiring requirements, as well. Bagby could hire different levels of education based on job requirement; if the tasks are bundled Bagby

Every organization works for its ultimate goal of attaining profit and to enjoying a good name in the society. Organizational success depends upon how the organization manages the information and process for attaining the target. For that the organization should have its own strategies and technologies for adequate knowledge management. Due to the drastic changes which has happened in our organizational working climate, career management intervention has to be given due importance for the performance of the workers. Human resource is considered as the most important asset of an organization but it is a true fact that no human being is complete. Solving of problems happens through sharing of experiences and knowledge among the individuals. However, individual career

Centralization refers to the degree in which the decision-making is centralized. Departmentalization can be classified as functional structures where groups are classed together based on their functional similarity. They also define functional structures to be very efficient with minimal redundancy, and appropriate in stable and predictable environments.

Functional Specialization – As the divison of jobs is done into simpler parts keeping the level of professionalism in mind. This scientific or functional specialization provides higher degree of job specialization. The workers perform simple, specific and repetitive tasks. From the farmers, bee keepers, employees to the management all are aware of the nature of their job.

Every organization strives to become a high performing organization. The essential elements of effective organizations include a practical business structure, an excellent communication strategy, competent managers, and influential leaders. The elements of success are the same for all organizations; however, the process of incorporating the elements are different because every organization is unique.

Then managers have decided to fill the skill gap between each employee by implementing a training session so all the employee can involve in the project through analysis of the data. This practise would approach to get the full benefits in both short and long term because after getting some experience by playing around the new system, would refine and acquire precise employee’s skills.

Work design can be described in terms of five core job dimensions including autonomy, skill variety, task identity and task

Job Specialization: Job Specialization was an early feature of job design and was introduced by Frederic Taylor who was the chief proponent of scientific management in 1920s. This method included breaking up of a task into smaller units of work. The workers undertake specific aspect of the work. Through this method the workers determine that most effective way of performing each task. The advantages included expertise stemming from acute specialization, less costly and shorter period of job training, less wage because the job is unskilled and greater managerial control. However there were a number of disadvantages including insignificant contribution of the individual which lacks meaning, there is no opportunity for the individual to develop skills and further his/her career and the work is repetitive and boring with negative side effects such as tardiness, absenteeism, turnover, dissatisfaction, frustration, apathy and carelessness. Nevertheless, scientific management based on Taylor’s principles still appear to be alive, like in the work of Walter and Guest in 1952 who studied the people who worked in a car assembly plant in order to establish how satisfied they were with the various aspects of the job. They noticed that the workers were happy with their pay, the way they were supervised, working conditions, but they were extremely dissatisfied with the real work they were doing. Therefore it was noticed that the application of scientific management had implications in terms of efficiency but, if carried too far, acute specialization would generate a number of adverse impact. As a result it was observed that there should be less monotonous jobs and in this respect two alternative approaches to job redesign- job rotation and job enlargement were

In every industry experts are needed to teach others certain skills, give advice, and use strategies to solve problems. Individuals can attain expertise by focusing on a particular skill to improve. It is said that “experts are made and not born,” so expertise is not attained in one day, but takes practice and time and individuals also attain expertise at different rates performance levels. Experts develop cognitive processes that result in their high levels of performance, “Extensive practice can develop expertise in high level skill (Anderson, 2010). Acquired knowledge and skills are needed to attain expertise. This material will discuss

To develop the knowledge infrastructure, McKinsey made a major commitment to build a common database of knowledge accumulated from client work and hired a full time practice coordinator who acted as an "intelligent switch". They also expanded its hiring practices and promotion policies to create a career path for deep functional specialist whose narrow expertise would make them more I-shaped than the normal profile of a T-shaped consultant. They also created computerized data bases such as Firm Practice Information System, Practice Development Network and a manual Knowledge Resource Directory.

Companies often divide up work as a way to improve efficiency, but specialization can lead to negative consequences. DrainFlow is a company that has effectively used specialization to reduce costs relative to its competitors’ costs for years, but rising customer complaints suggest the firm’s strong position may be slipping. After reading the case, you will suggest some ways it can create more interesting work for employees. You’ll also tackle the problem of finding people qualified and ready to perform the multiple responsibilities required in these jobs.

There are numerous diverse courses for people to be well versed and trained with respect to particular data and capabilities they need for do the task which are responsible. These approaches include classroom statements with course readings, Pcs, handheld mechanisms, and other electronic approach. In recent years developer try to developed a new training method which is able to create basic work environment for employee.

The knowledge network is “who knows what” in organization. Knowledge is defined as different categories that are relevant to particular organization. For example, if we are collecting the data about organizational simulation group we may have the information like software development, organizational theory and statistics. The knowledge network is simply who possess what level of expertise in that particular field.

According to the management text book Williams & McWilliams, 2010, job specialisation reflects the degree to which tasks get broken down and divided into smaller tasks. Benefits include worker proficiency, decreased time between task transfer and the ability to develop specialized equipment for a specific function. So why do organisations employ such a technique? It’s