The Case Study Of The Pfizer

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In summary of the Pfizer case study, the organization realized executives and key employees were spending 20-40% of their time on support work rather than knowledge work. In response, the company started a “magic button” process. When an employee would like to pass off the tasks that are monotonous or lack luster they can press the “magic button”. The tasks are assigned to individuals of an outside organization for completion. The result is an increase of employee productivity.
Within my small organization 50% or more of my day is spend on power points, support documentation, and sales calls. Our resource pool is shallow being a startup and some day we will implement the “magic button”. The only aspect that I am uncomfortable with regarding outsourcing is using overseas labor when someone in the USA could perform the same job for a slightly higher price. Although the organization saves money in the short term, the economic strain by outsourcing overseas has long a long-term impact on the local economy. The utilization of temp workers has become more prevalent with workforce globalization.
Analyzing the organization for which I work and considering the structural implications the PfizerWorks approach would have on productivity, I will begin with work specialization. Work specialization is a key element of organizational design and refers to dividing work activities into separate job tasks (Robbins, Decenzo, & Coulter, 2015). The organization I am working with

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