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Sociolgy for Work - Essay Example

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Running head: SOCIOLOGY FOR WORK Sociology for Work Insert Name Insert Insert 7 June 2011 Outline Introduction Terms Bureaucracy and Organization Class, Race, and Gender Class, Race, and Gender continued Labor Unions and Collective Bargaining Sociology for Work Introduction 1.0 Organizational design and its impact on the workforce An organizational design is a process that involves the selection of a structure and culture by the managers so that the organization can achieve its set goals…
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Download file to see previous pages The result of this is increasing efficiency, thus benefiting the firm. According to Tims (2010, pp 12), when a job is well designed, it may contribute to the thriving of an employee in his work. In an organization design, the structure of jobs should be designed appropriately, such that, they suit the employee’s skills and abilities. However, the redesigning of a job can occur when employees change their job to suit their preferences, but the outcome of a job is what matter. A job design should align to the organizational culture, which include it goals and objectives. In an organizational design, the culture that is adopted by the organization is expected to be followed by employees; hence the stagnating employees who are not performing may result to being fired. To elaborate more on organization design and how it affects employees, here are two examples that explain. The first is the motivation mode, whereby managers are only hired to motivate the workforce, which involves managers instilling a culture of hard work that results to rewards. This system however requires performance measurement through evaluation of employees. The bonus given depends on the effort of employees, and if an employee does not receive his bonus, he has a right of choosing not to work. Nevertheless, if a manager continues to reward an employee for his hard work, then he is motivated and committed to his job. The second mode is the supervisory, which entails that employees receive wages for the extra effort put to work. This mode mainly involves inspection and monitoring, as a way of making sure that employees work. Therefore, it is evident in the first motivation design that, an employer saves on monitoring costs while the supervisory mode guarantees that work is done. In addition, in organizational design, some systems may be effective and efficient while others may not. Effective systems may be as a result of the skills implemented in designing the system and the presence of quality management in an organization. Ideally, simplicity, flexibility, reliability, economy and acceptability, should be the key element of effective system. However, the organizational design solely depends on management of an organization inclusive of employees interests. A successful design caters for the employee’s interests an eventually yields to the achievements of the organizational goals. 2.0 definitions of Terms 2.1 Job satisfaction According to Tella, et al (2007 pp4), “pleasurable state results from the appraisal of ones job.” Job satisfaction entails how well job provides the important thing for employees. Hence, the author describes job satisfaction as an emotional response to a job situation. Salaries, bonuses, and staff trainings can be used as a motivator for employees, and workers can be rewarded according to their performance, thus leading to motivation and satisfaction at the place of work. Nevertheless, when employees feel that they are treated fairly and their salaries match the kind of job they do, they feel satisfied and have a positive attitude towards their job. 2.2 Extrinsic rewards and intrinsic rewards: Sometimes, employees find their satisfaction from rewards in relation to a task well performed. ...Download file to see next pagesRead More
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