Compare and Contrast Semco to a ‘Classical Organisation’, I.E. One Which Has a Traditional Approach to Industrial Relations.

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Introduction Semco and the Classical Theory- Similarities and Differences Similarities Differences Conclusion

References

1.0 Introduction "Organisation structure is more than boxes on a chart; it is a pattern of interactions and coordination that links the technology, tasks, and human components and accomplishes its purposes’

(Alajloni et al. 2010) “The purpose of work is not to make money. The purpose of work is to make the worker, whether working stiffs or top executives, feel good about life’

(Semler 2004) The present trend in human resource management and labour relations is to place more emphasis on employee involvement, productive employer -employee relations and mechanisms, and on practices that
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He advocated for 14 principles that organisations can apply to increase its efficiency and effectiveness. SEMCO incorporates some of the fourteen principles like job security. In Semco, any employee who has worked there for a period exceeding three years or has reached the age of 50 has special protection and can only be dismissed after long series of approval (Peter A Maresco et al 2005). Semco advocates for division of work. It operates a four hierarchy system consisting of executives, managers, supervisors and workers. Semco also incorporates principles like original ideas and creativity, equity; stability of tenure of personnel-job security and Espirt de corps- promotion of team spirit. In some degree, Fayol’s principle of management regarding remuneration is in line with Semco’s policy regarding employees’ salaries. In Semco, salaries are decided by the employees. Max Weber (1947)’s bureaucratic theory was an expansion on Taylorism. The theory is of the view that organisational behaviour is a network of human interaction brought on by cause and effect. The key features of Weber’s theory was              Division of labour  A hierarchical structure to establish stability and uniformity  A continuous system of authorised jobs that is duly regulated  Impersonal relationship to improve fair treatment amongst the staff  Selection of staff based squarely on competency , education and professional qualification  A formal

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