EXAM Flashcards
Rational Work Design
Design of tasks to achieve maximum efficiency and reduce cost, all about maximum efficiency and reduced cost
Rational Work design essay
INTRO: definition, 2 main theorists: Ford 1913 and Taylor 1911, seen through capitalist working relationship between cost and control. Key principles: efficiency, division of labour and scientific selection. Adam Smith 1776, Charles Babbage 1830
PARA1- Taylor 1911 (4 principles of scientific management)
PARA2- FORDISM 1913
PARA 3- CRITIQUE
CONC- still used today but a lot of focus on employee happiness rather than efficiency
Adam Smith
1776- economic policy, first to realise potential of division of labour and specialization
Charles Babbage
1830- developed AS theory and said that increased efficiency reduced waste
Taylorism
1911- Frederick Taylor, Principles of scientific management
route out systematic soldiering
division of labour
scientific selection of workers (CV)
division of managers and workers (Hierarchy)
coordination and cooperation (management and discipline)
–> a lot about control through surveillance, standardisation, knowledge and skill
banned by US congress and brought back WW2 to organise women
Fordism
Henry Ford and moving assembly line heavily reliant on tech paid $5 wage to motivate workers still seen today in many places all about maximum efficiency
Weber and critique of rational work design
weber- disenchantment and iron cage of bureaucracy
dehumanising
marx- alienating
Formal R- v. efficient
Bureaucratic Org Essay
INTRO- definition, adopts methods of formal rationality, Key principles: fayol’s 5 principles, hierarchy, control and efficiency,
PARA1- Fayol’s 5 principles 1949
PARA2- hierarchical structures, way of maintaining control
PARA 3- weber and critique
CONC- adv nd disadv and more about worker satisfaction
Faye’s 5 principles
1949- used to be 14, but main 5 are: planning/ forecasting organising coordinating controlling commanding all to create efficiency
Bureaucracy adv and disadv
ADV- maintains control in large scale org
keeps order
clear understanding of role and responsibility
ensures impersonal fairness
DISADV- alienating and dehumanising
inflexibility of it –> stagnate and inefficiency
no creativity
Motivation ‘best way’ Essay
INTRO- Taylor and ford thought pay, realised it isn’t (volunteer and billionaire example) need combination of extrinsic and intrinsic rewards (self fulfilment and pay), look @ behaviourist, content and process theory
PARA1- Behaviourist theory- pavlov 1927 (why workers carry out tasks , Skinner 1969 and critique (target meeting, ignore human cognitive process)
PARA2- Content theory- Maslow HoN 1943, Herzberg’s motivation ad hygiene factors,
PARA3- Process theory- Adam’s equity theory
CONC- limitations with each theory
Hughes 1951- social expectations motivate us. adhere to societal values
Bureaucratic organisation
formal structure/ procedures that facilitate the management of an organisation (adopts formal rationality)
Behaviourist theories
focus on reward and punishment
PAVLOV 1927- classical conditioning (dogs, food, saliva and bell) through reward, repetition and continuous reinforcement
SKINNER 1969- operant conditioning (rats) every 4th press they got food. varied reward. suggests they need varied and fixed reward (weekly pay and bonus)
CRITIQUE target meeting and ignores human cognitive process
Makin + Sutherland 1994
“if a particular pattern of behaviour is rewarded’ it will occur more often”
Content theories
focus on work and how it motivates worker
Maslows Hon- 1943- not meant for work, physiological, safety, social, esteem, selfactualization.
motivated by most dominant unfulfilled need, motivation differs (dynamic and change) C- oversimplify
Herzberg’s motivation and hygiene factors.
M=rewards (increased satisfaction, pay etc)
H= dissatisfaction/ demotivating (work conditions, relationship job security)
need more m less h (was applied to engineers and accountants) C- int. and ext. accounted for, included work environment
process theory
how workers are motivated
Adam’s equity theory- based on perception or fairness,, if over rewarded- guilty and works harder, if under rewarded- they try to correct wrong, angry resist and may even leave job
Crt- subjective, difficult to measure, suggests judged by performance but usually rewarded by responsibility or effort in regard to performance.
rationality essay
INTRO- define, dehumanising marx ‘alienating’ human ethics are ignored, Adam smith 1776, charge babbage 1830
PARA1- Taylorism 1911
PARA2- Fordism 1913
PARA3- Bureaucratic orgs (paperwork, Proforma, red tape, trained incapacity) Fayol’s 5 principles of management
PARA 4- Disadv- weber dehumanising etc
CONC- still here, fast food amazon, more focus on employee satisfaction google
Personality Essay
INTRO- widely explored
nomothetic and ideographic approaches used
PARA1- Nomothetic approach- hippocrates, Jung 1923, Myers Briggs Type Indicator MBTI, Keirsey 1998
PARA2- Ideographic approach- Freud 1927
CONC- n+i offer different perspectives. assessment centres.
social radical view. Foucault 1977 says personality is influenced by organisation itself.
Formal Rationality
techniques used by org to achieve maximum efficiency
Nomothetic
personality split into traits an characteristics and can be measured by tests and questionnaires
Hippocrates- ancient greece, pioneer, 4 humours: Blood-sanguine, Phlegm-phlegmatic, yellow bile-chloric, black bile-melancholic. disproven
Carl Jung 1923- introverts and extroverts scale. not mutually exclusive
MBTI- development of Jung. questionnaire used to work out where person falls on 4 scales
-extravert/ introvert
-sensing/intuitive
-thinking/ feeling
-judgement/ perceiving
Keirsey 1998 sorted outcomes into professions EIJF- teacher
C- nature/ nurture argument, reductionist and over simplistic traits are interdependent and influence each other
Ideographic
staes personality is complex and rich dynamic. individual.
environment and past experiences influence
Freud 1927- main theorist. personality behaviour down to balance of 3 levels of mind- id, superego and ego. levels determined by environmental influences, family, friends, school and workplace.
C- Low validity in workplace, lack of evidence. most of his focus is on abnormal personalities.
interview process is way or assessing. subjective and superficial view. horn/halo effect. significant characteristic good/bad create immediate judgement. discrimination
