week four - organisational design and HRM strategy

Question 1

define organisational structure

Answer 1

formal and informal relationships between people in an orgnisation

Question 2

define organisational design

Answer 2

the process through which managers build, assess, and modify the formal organisational structure in order to develop the tasks necessary to effectively and efficiently achieve organisational goals

Question 3

define a bureaucratic organisational structure

Answer 3

• traditional, pyramid-shaped structure
• strong hierarchy/high centralisation
• many management levels
• high work specialisation
• rigid boundaries
• key focus on efficiency of operations
• works best in predictable and stable environments

Question 4

what is an organic organisational structure

Answer 4

• few management levels
• decentralised approach
• cross-functional teams
• permeable boundaries across units
• cross-functional and horizontal career paths
• key focus on effectiveness and customer responsiveness
• works best in rapidly changing environments

Question 5

what is a boundaryless organisational structure

Answer 5

• based on relationships with customers, suppliers and/or competitors to achieve mutual benefits
• alliances of different types (e.g. outsourcing, subcontracting)
• has many characteristics of a flat organisation
• key focus on flexibility and change

Question 6

define job design

Answer 6

the process of organising work into specific tasks required to perform a broader task

Question 7

what are the job design variables

Answer 7

• amount and type of task division and specialisation (low/high, unskilled/skilled)
• types of job supervision (strict, consultative, participative)
• job formalisation
• amount and type of training
• amount and type of socialisation
• coordination and control mechanisms

Question 8

what is the job characteristics theory

Answer 8

employees will be more motivated to work and be more satisfied if their jobs contain core activities as these will activate some psychological states

Question 9

what are the strength of relationships between core job characteristics and personal/work outcomes determined by

Answer 9

employee growth need

Question 10

what are some core job characteristics

Answer 10

• skill variety
• task identity
• task significance
• autonomy
• feedback

Question 11

what are the critical psychological states

Answer 11

• experienced meaningfulness (extent to which the employee feels the work is important)
• experienced responsibility (degree to which the employee feels accountable for the result of the work)
• knowledge of the results (degree to which the employee understands on a regular basis how effectively they are performing the job)

Question 12

job design diagram

Answer 12

topic 4, slide 16

Question 13

what are some job (re)design interventions

Answer 13

• work simplification
• job enlargement (horizontal loading)
• job rotation
• job enrichment (vertical loading), one person is responsible for producing a whole product or service, making the job more challenging and interesting
• team-based work

Question 14

what is job analysis

Answer 14

• collecting information in order to make decisions about jobs
• performed by a job analyst

Question 15

what is a task, duty and responsibility

Answer 15

• task: basic element of work
• duty: one or more tasks that constitute a significant activity performed in a job
• responsibility: describes the major purpose or reason for the jobs existence

Question 16

what are the methods of gathering job analysis information

Answer 16

• interviews
• observation
• diaries (logging job activities)
• questionnaire

Question 17

uses of job analysis

Answer 17

• compliance with government regulations
• support for HR activities
• support for HR activities such as;
• recruitment
• selection
• performance appraisal
• training
• compensation

Question 18

what are the steps for conducting a job analysis

Answer 18

1) determine the desired uses of the job analysis
2) select the jobs to be analysed
3) gather job information
4) verify the accuracy of the job information
5) document the job analysis

Question 19

what is a job description

Answer 19

a summary statement of the information collected in the job analysis process

Question 20

what is a specific vs general job description

Answer 20

• specific: a detailed summary of jobs tasks, duties and responsibilities, emphasis on efficiency, control and detailed work planning, fits best with bureaucratic structures and stable environments
• general: inclusion of only the most generic duties, responsibilities and skills, emphasis on innovation, flexibility and loose work planning, fits best with boundaryless structures and dynamic environments

Question 21

what are the basic elements of a job description

Answer 21

• identification information
• job summary
• job duties and responsibilities
• job specifications
• minimum qualifications

Question 22

define staff planning

Answer 22

set of plans and processes aimed at:
- defined the appropriate number of employees (and their qualifications) needed
- developing actions aimed at properly balancing labour demand and supply

Question 23

what are the steps of a staff planning process

Answer 23

1) build a detailed database of employees
2) conduct a forecast
3) assess the impact of organisational strategy
4) assess the possible changed in staff needs and job requirements
5) develop different options
6) dialogue and negotiation with the affected employees
7) choice and implementation of specific action plans