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Experiments carried
around the world have only re affirmed the findings of the Hawthorne
Experiment. Results show that in a work place people value most (in order of
preference) ·
Working in small groups ·
Type of supervision ·
Individual’s Remuneration ·
Novelty of the situation ·
Interest in the kind of work ·
Attention received / Freedom of expression Evolutionary Psychology also supports these
findings. Success stories of effective organization state these as main focal
points of their organization. Key among these organizations is Southwest
Airlines and SEMCO. Ø This can be brought about by free
flow of information Ø Recognition of individual’s
competencies and work done. An individual in an Organization has
different levels of relationships. These can be classified as: ·
Employees
and management. ·
Employees
and their jobs/company. ·
Employees
and other employees HR has a key role to play to develop the
organization into an institution. It ensures that there is no conflict in the
values and aspirations of the organization and the individual. Every
organization in course of its existence develops a work culture. HR needs to
ensure that this is vibrant and gives equal opportunities to all its members.
This all depends on how the information flows in the organization structure.
The organization structure must be so designed that each individual gets
opportunity to express his view. There are many types of organization
structure developed in last century. The two significant ones are ·
Traditional
or Triangular structure ·
Networked
structures A
comparison of these two is given under |
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Dimension/ Characteristics |
Traditional Organization |
Network Organization |
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Structure |
Hierarchical |
Networked / Teams |
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Scope |
Internal / Closed |
External / Open |
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Resource focus |
Capital |
Human / Information |
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State |
Static ,Stable |
Dynamic, Changing |
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Personal focus |
Managers |
Professional |
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Key Drivers |
Reward and Punishment |
Commitments |
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Direction |
Management commands /Top to Bottom |
Self Managed Groups/ Bottom to Top |
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Basis of Action |
Control |
Empowerment |
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Individual Motivation |
Satisfy |
Achieve Team goals |
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Learning |
Specific Skills |
Broader Competencies |
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Basis of Compensation |
Position in Hierarchy |
Accomplishment / Competency level |
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Relationships |
Competitive ( by Turf) |
Cooperative (our challenge) |
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Employee Attitude |
Detachment (its just a job) |
Identification ( its my company) |
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Dominant Requirement |
Sophisticated Management |
Leadership |
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None of these organization structures exist in
the real world. The structures we come across in the real world is mix of the
two. The Manufacturing sector show more characteristics of Traditional
Organization whereas Service sector (especially IT and BPO) are usually
Networked Organization.
You might feel that Network Organizations are
far better as compared to Traditional ones. This is not the case. When ever the
Organization has to make strategic Decisions it is preferred that the decisions
are made from the Top. This would reduce the conflict and the decisions would
be taken by people having wider perspective. On other hand Top management must
not intervene in day to day functioning of the Department / Teams i.e. these
must be sufficiently empowered. This also reduces the work burden on the Top
management and reduces the time wasted in making decisions. Although any
decision made by one must be finalized after consultation with other.