The Effect of Work Design on Other Organisational Functions and Activities Including Production, Finance, Human Resources, and Marketing Etc.

Herzberg’s two factor theory of motivation at the workplace shows the difference between two factors of motivation. The two factors being satisfiers, which are the main causes for job satisfaction (motivation), from hygiene factors which are the main causes for job dissatisfaction (demotivation to stay in the job). Examples of motivating factors are achievement, recognition, responsibility and the work itself. Hygiene factors include: working conditions, salary, relationship with colleagues, supervision, etc. An organisation needs to influence satisfiers through performance management using range of tools such as: job descriptions, supervision, performance appraisals, continuous development/training, rewards and career development.

By utilizing work cells in my manufacturing facility I would have been able to reduce travel distance in production due to the fact that all equipment in work cells is modular. This allows the work cells to be easily arranged or moved as needed. The implementation of work cells versus straight line manufacturing would have been beneficial also because it provides an organized workplace and reduced space for inventory or production materials. Also by using the work cell method of production defects would be easily detected early, this is because with work cells products are tested at the end of each production cycle making it easier to detect and fix any defects that may arise.

What things need to be taken into consideration when allocating work and drawing up work plans? Consider: goals and objectives, competence, operational need, efficiency, cost effectiveness, consultation

Cost and Value management is becoming a large part of companies competing in today’s market. According to the text, “projects and their effective management can provide organizations with a significant competitive edge through cost reduction, enhanced responsiveness, and overall value to customers.” (Venkataraman & Pinto, 2008, p. 1). In this paper we are going to focus on some of the techniques and how they can either help or hinder a project. Through information and examples we will explore the importance of work packages and the work breakdown structure (WBS), establishing a cost and schedule performance

Productivity refers to what can be produced at a given time with the least resources and effort. Productivity can also be defined as the ratio that estimates ho properly an organization converts its resources into goods/services or financial results such as profit. Workplace settings can be perceived as the pressures, situations, stresses, aggressive, demographic, social, regulations and technological elements that affect the operations, survival, and growth of organizations.

In the present study, a literature review will address the three areas for an insight on the benefits and best practices of worksite

After collecting and acquiring the data for the service request for Riordan Manufacturing, I have concluded that the integration of the present system will be valuable to the corporation’s human resource department. The idea for this development will be constructed in regards to the Work Breakdown Structure (WBS). A work breakdown structure (WBS), in project managing and systems engineering, is a deliverable accommodated breakdown of a development into diminutive modules. A work breakdown structure component may be a creation, information, advantage, or any mixture thereof. A WBS furthermore delivers the essential outline for thorough cost approximating and influence along with offering direction for agenda expansion and control.

The productivity tests purpose is used to “measure the company’s expectations or productivity deadlines” (Del Gatto, 2011).When measuring the productivity or deadlines of the company, the employee will be evaluated on how he or she is performing. Most companies have a quality assurance program or quality procedure's program that produce the desired level of quality in a service or product. However, in this case, productivity tests are usually given to employees employed within a factory or production facility such as GMC or Ford.

1) Compare Frederick Taylor’s mass production and Eric Trist’s socio-technical team-based production approaches to the design of work systems.

Work Breakdown Structure (WBS) is a tool that is used to define the work elements of a project and identify its entire scope. It is the map of the project which identifies all elements of the project and allows managers to keep track and control of it. It is made of a hierarchy which facilitates the evaluation of cost, time and performance at all levels of the project life-cycle and organization. The structure illustrates the smaller units and allows for adaptation and quick communication if there a problems which need to be addressed. Definitions of each task should be clear and avoid overlapping in

The fourth chapter is titled “Standardize Work.” The theme is “to identify how the work is well defined and how the effective team effort is exerted on the maintenance of the same repetitive work in sequence”. Thus, the standardization and the effort towards lean production is important (Ballé and Ballé).

From contemporary organizational design perspective, the key elements for a company are work efficiency, the rationality of the organizational structure and the final profit margin of output. According to Lowi (1964), from a purely technical point of view, bureaucratic organizations can achieve maximum efficiency. Otherwise, from instrumental point of view, this organization is the most reasonable means of social

A work breakdown structure (WBS) will develop for this project and the WBS is based on the project charter, scope statement, and other relevant information. Gantt chart and network diagram also will be well prepared for this project. While preceding the planning stage, the resource usage cash flow report will showing the hours each person is assigned to work on each task each week. Furthermore, the probability/ impact matrix and list of prioritized risks for the project will be included in the project

While Motivation factors are related to the ability to achieve and experience psychological growth such as achievement, recognition, participation, involvement, delegation, autonomy and other intrinsic aspects when fulfilled generate motivation in the employees.

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.