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Operations Management > People, Jobs And Organisations > Flashcards

People, Jobs And Organisations Flashcards

1
Q

What is human resources strategy?

A

The overall long term approach to ensuring that an organizations human resources provide a strategic advantage.

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2
Q

What are the two interrelated activities in human resources strategy?

A
  1. Identifying the number and type of people that are needed to manage, run and develop the organization so that it meets its strategic business objectives.
  2. Putting in place the programs and initiatives that attract, develop and retain appropriate staff
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3
Q

What do managers tasks involve in terms of people, jobs and organizations?

A
  1. Making sure people Contribute to human resource strategy
  2. Understand organization design
  3. Design the work environment
  4. Design individuals and group jobs
  5. Allocate work times
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4
Q

What are the steps in developing a HR strategy?

A
  1. Understanding the organizations overall strategy
  2. Recruit
  3. Develop (within the operation)
    - assist in resolving operating issues
    - managing transformation and change
  4. Deploy
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5
Q

What is the u-form organization structure?

A
  • clusters resources primarily by their functional purpose
  • pyramid management structure, with each level reporting to the managerial level above
  • problem with this model is the flexibility of deployment
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6
Q

What is e m-form organization structure?

A
  • was formed when the u-form structure functionality did not work when companies became to large
  • groups together the resources needed for each product or service group or those needed to serve geographical market in separate divisions
  • operations may be distributed throughout the different divisions
  • reduce economies of scale, and operating efficiency of structure
  • however allows each division to focus on the specific needs of their markets
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7
Q

What is the matrix form of organizational structure?

A
  • hybrid, combining the m-form with the u-form
  • each resource cluster has at least two lines of authority (responsibility of particular division and reporting responsibility)
  • can be complex and sometimes confusing
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8
Q

What is the N-form organization structure?

A
  • stands for network
  • resources are clustered into groups as in other org forms, but with more delegation of responsibility for the strategic Management of those resources
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9
Q

What is job design?

A

It is about how we structure each individual job, the team to which they belong, their workplace and their interface with the technology they use.

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10
Q

What three elements is job design concerned wit the specification of?

A
  1. Job content
  2. Methods
  3. Relationship of jobs
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11
Q

What are the aims of job design?

A

To satisfy:

  1. Organizational objectives (cost, quality, flexibility)
  2. Technological restraints
  3. Social and personal needs that can improve motivation and commitment
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12
Q

What are the elements of job design?

A
  1. What tasks are to be allocated to each person in the operation?
  2. What is the best method of performing each job?
  3. How long will it take and how many people will we need?
  4. How do we maintain commitment?
  5. What technology is available and how will it be used?
  6. What are the environmental conditions of the work place?
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13
Q

What is division of labour? And what is its advantages? And disadvantages?

A
  • dividing the total take down to smaller parts ( Adam smith 1746)
  • it promoted faster learning (short and simple tasks)
  • automation becomes easier
  • reduces non productive work
  • monotony (repeat)
  • physical injury
  • low flexibility
  • poor robustness
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14
Q

What is scientific management?

A
  • Fredrick Taylor 1911: finding the most efficient, time, cost saving way of carrying out work in a (methodical way and work measurement)
    1. Method study: the systematic recording and critical examination of existing and proposed methods of doing work, as a means of applying more efficient methods and reducing costs
  1. Work measurement: application of techniques designed to establish time for qualified worker to carry out a specific Job at a defined level of performance
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15
Q

What is designing for job commitment?

A

Job design should take into account the desire of individuals to fulfill their needs for self esteem and personal development

Two conceptual steps:

  1. Exploring how the various characteristics of the job affect people’s motivation
  2. Exploring how individuals motivation towards the job affects their performance at that job
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16
Q

What is ergonomic job design?

A

Concerned primarily with the physiological aspects of the job design.

  • how a person imp terrace with his or her working area
  • how a person reacts to the environmental conditions
  • must be a fit between people and the job they do
  • considerers comfort, light, temperature, angles (anthropometric aspects)
17
Q

Define a qualified worker?

A

Is one who has the necessary physical attributes, intelligence, skill, education and knowledge to perform the task to satisfactory standards of safety, quality and quantity

18
Q

Define standard performance

A

Is the expected rate of output which qualified workers will achieve with out over exertion provided they are motivated

19
Q

What is work measurement?

A
  • determines the observed time for the work element
  • a rating of the effort observed against standard performance
    Basic time for standard performance is calculated as:
    Observed time X rating/standard rating
    Standard time= allowances + basic time
20
Q

What are the core job characteristics/ job design variables?

A
  1. Variety: using a range of skills
  2. Autonomy: control of how and when
  3. Task identity: do whole product of program
  4. Performance feedback: timely information of goals
  5. Participation: In design of job
  6. Group membership: sharing common responsibilities
21
Q

What is the Hackman and old man job design model?

A
  1. Techniques of job design
  2. Core job characteristics
  3. Mental states
  4. Performance and personal outcomes
22
Q

What is job rotation?

A
  • if increasing the number of related tasks is constrained in some way, Individuals might be moved between different sets of tasks to provide some variety in the their responsibility, periodically. Can reduce monotony
23
Q

What is job enlargement?

A
  • allocating a larger number of tasks to the individual, the extra tasks are broadly of the same type as those in the original job
  • decreases repeatability
24
Q

What is job enrichment?

A
  • not only increasing number of tasks but also allocating extra tasks which involve more decision making, greater autonomy and greater control over the job.
25
Q

What is empowerment?

A
  • an extension of the autonomy job characteristic prominent in the behavioral approach to job design. Gives staff authority to ms,e changes to the job itself as well as how it is performed
26
Q

What are the three aspects of flexible working?

A
  1. Skills flexibility
  2. Time flexibility
  3. Location flexibility

Operations Management (10 decks)

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