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

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.

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

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

In Shortcomings, Adrian Tomine writes about Ben Tanaka’s relations with women, indirectly commenting on relationship between different races. An overarching theme through the novel is the gendered double standard that Ben holds when it comes to an Asian person's relations with white women versus white men. A double standard is defined by Merriam Webster as: “a set of principles that applies differently and usually more rigorously to one group of people or circumstances than to another; especially: a code of morals that applies more severe standards of sexual behavior to women than to men” (“Double Standard”). The second half of this definition is the most relevant part of our analysis of Ben. When Ben visits Miko in New York after she moves, he’s upset when he sees her on the arm of someone he assumes to be a white man despite having been with a white woman himself. This double standard that Tomine portrays reflects both Ben’s own perspectives and his inability to see past gender and race. Another important aspect to keep in mind is the use and danger of fetishization as talked about in Shortcomings. A fetish, according to Merriam-Webster, is: “An object or bodily part whose real or fantasized presence is psychologically necessary for sexual gratification and that is an object of fixation to the extent that it may interfere with complete sexual expression” (“Fetish”). The most important part of this definition is the second half, as Ben’s fixation on white women interferes with his sexual expression. Shortcomings emphasizes double standards and fetishizations through the repeated illustrations of women and through a comparison to Alice’s lesbian relationship to prove why Ben treats women in the book the way he does.

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.

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).

Under certain circumstance, the arbitration process is more sophisticated and knowledgeable than those in the judicial proceedings. I was intrigued to find out that the arbitrator was more knowledgeable than the judge. In my opinion, it should be the other way around whereas the judge should be more understanding and practical on the subject in question rather than the arbitrator. Moreover, the purpose of the arbitration is to have a quick, simple, and efficient method to solve disputes.

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

Think sports and all the choices you made in sports. I am sure there is a lot of them. I mean everybody has or will make the choice to do sports. To me sports benefit me in more ways than you can imagine. In the end though, there is always a con to sports and that is the problems it causes.

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

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.

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.

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.

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