Principles of Business

 

 

 

 

 

 

 

 

 

 

Principles of Business

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1. Meaning of Job enrichment. And one instance from my own experience where job enrichment was applied.

In the field of business, job enrichment is defined as the process of appending motivators to available duties with the intention of not only increasing satisfaction but also productivity for the workers. Thus, job enrichment can be implemented by increasing task variety, autonomy, capabilities, and even giving feedback. In other words, in the motivational system, job enrichment is viewed to play an important part. Thus, in this system, jobs are made to satisfy a worker together with their needs; hence, it plays the role of motivating the workers. A motivational approach or system gives individuals with capability, responsibility, and even autonomy to do a job from the beginning to the end, and also to provide performance feedback. Therefore, from that approach, job enrichment was viewed as the process of adding motivators available job tasks to hike job satisfaction.

Besides, the outcome of job enrichment can be grouped in what is known as psychological states and also work results. Instances of psychological states are not only responsible for results but also meaningless and even knowhow of the exact outcome and influence of the task (work). Moreover, instances of work results are the following; better worker experience, higher work satisfaction, lower absence, and even high-quality task performance (Koch, 2011). Additionally, in my imagination, job enrichment can also cause a decrease in satisfaction due to the existence of increased intensity and even the scope of the task. However, in some perspective, both scope and increase intensity are experienced as a motivational fluctuation.

One example of job enrichment that I experienced was establishing client relationships. In this situation, tasks are divided up; thus, employees have little to no contact or knowhow of the final user. Thus, by creating customer relationships, work identity, and task importance are increased. The first step is to identify the client. The following step is the interrelationship between the employee, and the customer is required to be as direct as possible. Last step the method by which the customer judges both the services or products should be transparent.

2. Illustrating telecommuting and providing both advantages and disadvantages.

Ideally, telecommuting is also known as teleworking or WFH (working from home). In other words, it can also be called mobile work or remote work. Therefore, telecommuting is considered as a work arrangement in which workers don’t move or travel to a central location or station like office apartments (Koch, 2011). Additionally, telecommuting employees frequently use telecommunications technology like laptops equipped with Wi-Fi and smartphones to work at their homes.

Advantages and Disadvantages of Telecommuting

Advantages

Telecommunicating is advantageous in that flexible work, or task choices increase production output. Scientifically workers that are granted work flexibility tend to see an increase in productivity. For instance, statistical records conducted by Global Workplace Analytic showed that 20 to 25% of teleworkers were considered to be highly productive as compared to office colleagues.

Another advantage is that flexible work choices tend to reduce turnover. Notedly, offering training and recruiting new workers is considered to be expensive. Therefore, firms tend to look for means of improving their hiring process and retaining their employees. Thus, both telecommuting and also flexibility assists in retaining employees; hence, it helps them from hiring every time.

Disadvantage

Telecommuting is disadvantageous in that prices for particularly technical support can be high since workers working in an environment that is less controlled. Furthermore, there is also difficulty in keeping workers connected to the specific culture of the firm.

3. Illustrating what a bureaucratic organization and its structure and both advantages and disadvantages.

A bureaucratic organization is considered to be a type of management that is having a pyramid command structure. Therefore, a bureaucratic firm is viewed to be one that is organized and composed of a high degree of formality in the manner in which it operates or how it is managed (Koch, 2011). Moreover, it’s organizational charts normally subsist in all departments. Besides, a decision is created through a process that is organized. Thus, it is essential to note that a control structure is always present and even a strict command. Indeed, all the illustration bureaucracies are always considered to be fair and orderly and even highly efficient. In terms of structure, a bureaucratic organization is believed to have numerous sections of management that systematically cascade down from senior executives’ topmost position to the position of regional managers, departmental heads, and finally to supervisors who work beside workers. Therefore, management power is centralized at the top position; thus, the information moves from top to down.

Advantage

The advantage of bureaucracy organization is that creativity thrives specifically within the bureaucracy (Koch, 2011). Even though this structure is frequently considered to be a large mass of regulations and rules, it is also viewed as a system where responsibility is compulsory. Individuals that work within a bureaucracy firm do possess a higher level of education as compared to those of the general public. Moreover, they are empowered with self-direction.

Disadvantage

The disadvantage of such type of structure is that it promotes a system that does not develop true productivity since it evolves various laws and regulations that compulsorily have to be adhered to with the aim of benefit all. The main issue with such kind of structure is that new laws and even regulations can be brought into the system any moment; hence, bringing complication to the workload that workers have to follow.

4. Reasons why top-level management are concerned about organizational culture

Top-level managers have to be concerned about organizational culture because work culture tends to unite all workers who come from the various dissimilar background that is composed of families that possess diverse mentalities and attitudes. Therefore, these cultures provide workers with a sense of togetherness at the workstation (Koch, 2011). Moreover, some firms recommend a system where the entire staff of workers irrespective of their designation has to be punctual. Thus, such culture inspires workers to be time conscious, which benefits both the firm and employees.

Another reason is as to why topmost managers are concerned about firm culture is because work culture encourages healthy interrelationship amongst workers; hence, workers are molded accordingly as per the culture of the organization.  The third reason as to why senior managers are considered about organizational is because the work culture tends to develop the brand image of the firm. Thus, through this, the culture provides an identity to the firm. Along these lines, a firm is mainly known by its culture.

5. Explain what Job Crafting is.

Ideally, job crafting is considered to be an action that workers imply to not only mold but also shape and even redefine their jobs. In other words, job crafting is what employees do to reimage their job with an idea of making it to be more personal to the workers.

 

 

 

 

 

 

 

 

 

Reference

Koch, R. (2011). The 80/20 Principle of Business: The Secret of Achieving More with Less: Updated 20th anniversary edition of the productivity and business classic. Hachette UK.