How skill based structure makes differences from competencies? What are the skills/abilities do you believe your organization considers to be essential for employees to accomplish their jobs well and form a person-based structure based on that
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How skill based structure makes differences from competencies? What are the skills/abilities do you
believe your organization considers to be essential for employees to accomplish their jobs well and form a
person-based structure based on that?
Step by step
Solved in 2 steps
- What are the potential benefits and drawbacks of implementing job specialization within an organization's management structure, and how can effective management strategies be employed to maximize its advantages and mitigate its limitations?In jobs you have had, what aspects of the workplace did you find particularly satisfying? What role did managers have in making the organization a satisfying place? How do your experiences, then, fit in with the ideas of Abraham Maslow and Douglas McGregor?1. Do you think only certain individuals are attracted to flexible work arrangements? Why or why not?2. How might flexible work place more pressure on managers to organize their employees?3. How might flexible work affect a company’s bottom line?
- What makes holacracy at Apps different from the basic ways to integrate teams described in Section 7.3? Would this rather different way to organize or group employees together at Zappos work at most any company, or do you think that the unique culture at Zappos also described in the video would be necessary for this kind of structure to be successful.what type of structure- functional, matrix, team, or virtual network-do you believe your personality would best fit?From an internal perspective, what are the potential consequences of having a pay structure that is out of line relative to those of your competitors? Consider the impact of pay and incentives on employees' motivation, engagement, and retention?
- What structural issues might arise in managing employees’ flexible work arrangements? Think about what you’ve learned about organizational design. How might that information help a manager address those issues?post a position statement regarding which hiring model, Assess job fit when you select your employees or hiring a new employee:person-organizational fit, should be given the highest priority in staffing.When encouraging and helping a subordinate organizational member progress professionally, how much effort should you invest in any one person? How much effort and mentoring is appropriate, and when are a manager's efforts too much?
- Consider absence from work as an example of organization behavior .what are some of the factors that might predict who is likely to be absent from work? How might you explain absence from work? What are some techniques that organization uses to manage absence? Now do the same for turnover as an example of organization behavior.Do you think that people are really as important to an organization as this chapter seems to indicate?What are some ways cultural fluency can benefit self-awareness? Different cultures have different concepts of time and time management. How could cultural fluency and self-awareness help navigate situations where a friend, colleague, or instructor view time or time management differently?
