Tuesday, June 4, 2019

Rules And Procedures Of Bosco Plastics Commerce Essay

Rules And Procedures Of Bosco Plastics Commerce EssayI surely believe that his spielivity of decentralization fag effect on corporation signifi dischargetly. His first step was amazing, to analyze what is wrong, what he has to do to solve the problems, why the gild research output and manufacturing productivity had steadily declined. After he had found the problems he started decentralization. I bet decentralization of rules is a first step for recovering Bosco Plastic. It is because the previous one was recognise wrong, unplanned and haphazardly. Moreover the rules and procedures of the go with was the same for every employees and time tabulate for them was too flexible. For example labor could come whenever they lossed amid 800 and 1000 and leave after 9 hours. It is uncommon for company which has 400 employees. Time table has to be strongly made soully or split into pigeonholings. thither argon must be the time when labor has to arrive and the time when they leave. T his touches also breaks. The time table of employees directly attached with productivity.By the mood the maculation on unwraping area was also even worse . There were not excellent conditions for engineers and chemist. The punching machine was broken and even if there was opportunity to lead something new it was too difficult to put on output signal.To sum up, to make decentralization better Jill can make a research and analyze the government agency more carefully. It is very important to make rules with the help of supervisors, managers and employees.1.1 Compare and contrast polar establishmental structures and socializations administrational structure is a common principles on which the organizations direction structure is built and the process controlled. That means organizational structure illustrates schematic interaction between different labors. There is always a need for a people in the railway line to go to sleep who is in charge, what is their role and who tu rn to if there is any problem. All of these questions could be answered by organizational structure. It is important to know that different firms throw structured differently. A structure of enterprise relies on the organizations strategy and objectives.Types of organizational structuresCUsersDesktopOBob.jpgLine organizational structure (figure 1) is the wide-eyedst hierarchical focus structure, also known as a bureaucratic. Line structure consists of chief and several subordinate employees, large companies can also have up to 3 to 4 or more levels of hierarchy.Fifure 1 acknowledgment (http//www.bscdesigner.com/setting-up-balanced-scorecard-concept-for-business-hierarchy.htm)Functional Structure is described in figure 2. As we see from the name the main thinking of the structure is to divide company into several specialized group, ie each controller is specialized in the implementation of specific activities or surgical incisions. Each group has own responsibilities, duty and t hey are not connected directly. For example financial controller is not able to influence to customer attend to. However customer service manager can influence to planning manager because planning manager is one of the department of customer service.. CUsersDesktopOB790550803004.pngThis structure is best suited for firms which father standardized goods or services at low cost and large volumes.Product Based Structure CUsersDesktopOBdesign5.gifIn this type of structure firms divided by products, projects or geography. This allows a company to have a particular focus on specific items in its business operations. Each group punishing on own product or serve. This method is now gaining ground in large enterprises, which are expanding the range of products, where the other method would only enlarge the structure of the organization.Source(http//www.re imaginationguru.co.uk/business/design.htm)The Divisional structure .This type of structure is more compound rather than product base d or functional. In the structure company is split up into several self contained business units which are called division, each of which operates as a profit center. Division may engage in production of specific types of products, work in a particular area or on a particular market.CUsersDesktopOBDivision.pngSource(http//www.bscdesigner.com/setting-up-balanced-scorecard-concept-for-business-hierarchy.htm)Matrix structure is a most complicated organizational structure. Matrix one is combination of two different structures usually line and functional structure. In matrix structure, knowledge and skills of the talented employees could be divided up between the functional departments and the project management teams, as needed. In this organization structure, usually employees have two managers to whom they may have to report. Which manager is more powerful-it depends on the type of matrix structure.CUsersDesktopOBOrganization Structure3.jpgSource(http//sameh.wordpress.com/2006/05/13/ a7/)Organizational kitchen-gardening is a coordinate system that helps employees build their behavior both inside the company and outside of it. This is what unites them value, business philosophy, which includes the mission, vision, general purpose, beliefs and habits. It is an atmosphere which is formed inside the group, the rules that a novice should learn to be accepted by the team, norms and traditions that occur over time in the team.Charles Handys organizational acculturation types. mogul a culture that is dominated by the head of the organization has a strong influence over the people. These organizations have a simple structure, few rules and procedures but with well -understood, implicit codes on how to behave and work. They are authoritarian, tightly controlled workers. This type of culture can quickly respond to changing situations, make decisions quickly and organize their implementation.The big disadvantage of power culture is the size of the organization. Therefor e, it can be effective only for relatively small firms. The victor of the organization with the power culture is entirely determined by abilities and qualifications of head of organizationRole in this case members activities are formalized and standardized in details. It is the culture of the bureaucratic type, based on official capacity, a clear system of rules and regulations, the distribution of rights, duties and responsibilities of the members of the organization, which ensures its effective existence for a long time. However, the lastingness of the role culture firstly depends on the rational division of work and responsibility, and not on individual personalities.Task culture culture, which focuses on successful execution of tasks or projects. The effectiveness of the organization mostrly connected with a high professionalism of employees and cooperative group. Task culture tries to connect the appropriate resources and appropriate staff at the right level and to modify them to do the job well. This culture is characterized by a high degree of autonomy, evaluation the job by results, informal working relationships within the group, mutual maintain based on personal skills.CUsersDesktopOBelle-smart-fig-2 (1).jpgPerson a culture in which the central point is the individual. The culture exist primarily to serve and help their members. Power in such(prenominal) an organization is based on proximity to resources, professionalism and ability to negotiate. It is only a coordinating nature. Examples of person culture can be virtue firms, small consulting firms, unions, journalists and architects, etc.Source (http//www.ivoryresearch.com/elle-smart.php)1.2What kinds of rules and procedures do you think the department managers go forth come up with? Which departments will be more formalised? Why?for the first time I want to notice that Jill Thomson made an excellent decision to ask department managers to create new rules and procedures to their area. The first great changing I think will touch the entire procedures. Also the rules will be not the same in whole each department will have different rules. Except this time table for employees will be not flexible as it was. For example employees will not able to come wherever they want between 800 and 10 am. Managers have to create time table for each member or divide them for several groups as it shown in the table and breaks as well.GroupDayInBreakout1AMon,thue,sat09001330-143018002BThur.Sun.Wen11001430-153020003Developing departmentMon-friday10001400 150019004 nearly changes need in developing department as the company is an innovation company which is produces toys. The sale depends on new product the more new products the more the sale. So the profit directly connected with this department. Jill has to mansion it and pays forethought to this department more. eldest of all the punching machine has to be changed. Also the going down to the local dime store must be returned. Moreov er the implementation new toys should be simpler.Supervisors and Managers should give monthly statement about their stuff and work.1.2Explain how the relationship between an organisations structure and culture can impact on the performance of the business.Organizational structure can be compared to a foundation of management system, which is built to ensure that all the processes taking role in company implemented in a time and accurately. Thats why there is the enormous attention from leaders of organizations, focusing on the principles and methods of building structures of the organization, the choice of types and species, the study of trends and assessment of relevant tasks of the organization it shows the urgency and importance of the topic in the current conditions.The structure of the organization includes all of the tools that is carried out-Distribution of activities between the components of the Organization-Coordination of the activities of these components.Indeed, with out the structures employees would simply be unmanageable crowd, or, at best, a set of independent groups, not an organization. Structure one of the main characteristics of the organization regardless of whether it is a lawn tennis club or charity, workers cooperative or a multinational corporation.The main characteristics of the organizational structure is divided into sections (departments, sectors, etc.), as well as accountability and subordination. plainly there are other features (for example, in governance systems and numerous procedures for coordination) , which cannot be shown in this scheme.Organizational culture is something for which people have become members of the organization, how are relations between them, what rules and principles of life they share, what they think is good and what is bad, and a lot more of what relates to the values of and norms. This not only differentiates one organization from another, but also significantly determines the success of the op eration and survival of the organization in the long term.As the culture plays a very important role in the life of the organization, it should be the outlet of attention from management. Management is not only consistent organizational culture and is highly dependent on it, but may in turn have an impact on the formation and development of organizational culture. To do this, managers must be able to analyze the organizational culture and influence on its formation and the change in the desired direction.Organizational culture creates internal, spiritual core of the company, promotes team building, creates a sense of awareness among the staff and responsibility for their work.The organizational culture of the team improves and solves problems as personal development of staff and the development of the organization. It is a prerequisite for the formation of stable and efficient working team, a clear vision of the mission of the organization.1.3What risks will the company face if it establishes different procedures for different areas? Explain your reasons by analysing the merits and demerits of organic and mechanistic structures with regard to changes proposed by Jill Thompson.I think that the company will not face serious problems with it , because in my opinion Thompson does not want hugely changes , he tries to put the company on right way. First of all if we consider this situation by changing organization structure from organic to mechanistic one we have to know what are they.Mechanistic perfectIndividual specializationEmployees work separatelyand specialize in one taskJoint SpecializationEmployees work together andcoordinate tasksSimple integrate mechanismsHierarchy of authority well-definedComplex integrating mechanismstask forces and teams are primaryintegrating mechanismsCentralizationDecision-making kept as high as possible.Most communication is vertical.DecentralizationAuthority to control tasks is delegated.Most communication lateralStandardizatio nExtensive use made of rules StandardOperating ProceduresMutual try-onFace-to-face contact for coordination.Work process tends to be unpredictableMuch written communicationMuch verbal communicationInformal status in org based on size ofempireInformal status based on perceivedbrillianceOrganization is a network of positions,corresponding to tasks. typically eachperson corresponds to one taskOrganization is network of persons orteams. People work in different capacitiessimultaneously and over timeSource (http//www.analytictech.com/mb021/organic_vs_mechanistic_structure.htm)The previous structure was mechanic structure. This structure characterized by using formal rules and procedures. In this case all employees of the company must act strictly harmonize to the instructions and do not deviate from them. So in Bosco Plastic all employees had the same rules and procedures.However organic one is not formal, rules can be changed, better adapted to rapid changes in external conditions and the emergence of new technologies. Also employees are treated as certain patterns of behavior, so the emphasis is on motivation, various very complex systems of remuneration and bonuses, benefits package and so on. If youre a good worker and executes corporate or production levels, will give you a bonus to the salary, health insurance, pensions, canteen, cellular pool with a gym.Mostly Bosco looked like a mechanic one in my opinion. The company did not pay attention to employees. The big problem will touch I think supervisors and managers because they will have more duties and responsibilities. For example they have to find different approaches to each employee. Employees will face problems as well. They have to change their habits which they used. Sometimes there are will be misunderstanding but the changings need to this company.1.3Discuss the factors which influence individual behaviour at work.According to Michael Mattson and John Ivancevich, the most factors that impact on ind ividual differences in behavioralpatternsare abilities and skills, perception, demographic factors, attitudes andpersonality.Personality usually refers to uniqueness of each person and personal features that make him or her differ from other people. In fact, personality is based on predictability how a person will act or react under different circumstances .Thus, personality affects other people in an organization through interaction. Sometimes mix of different characters can lead to conflict between two or more people which afterwards may decrease effectiveness of team. That is why, leaders of groups should provide teammates with quizzes that can disclose their personality. After that people with the same personal features will be work in one group in order to avoid misunderstanding.Perception is the cognitive process by which a person interprets the environment. It is a process of awareness of what is happening around us, through selection of interpretation of information from t he external environment. It is a way of forming ideas about themselves and the world. Perception is a filter which helps to analyze information before it will have an impact on people. Everyone is an artist that paints a portraying in their minds of the world, which reflected his personal vision of reality. Because of individual differences in preferences, personal qualities, values and interests people often see the same things differently. Managers should take into account the differences in perception.Attitudes and values are main factors that influence individual behavior. Actually, personal attitudes are an integral part within the organization that can influence on positive and negative behavior. Brooks (2003) states that, attitudes based on direct experiences can be very strong and very hard to break. First of all, an attitude includes some emotional elements such as mood, beliefs, opinions and other aspects. In addition there are four types of attitudes such as organizatio nal citizenship behavior (OCB), job satisfaction, job involvement and organizational commitment (Brooks, 2003). Many people prove that attitudes are not entrenched in our character as deeply as values. For instance, values give us a sense to understand what is good and bad or right and wrong (Brooks, 2003). Besides this, values in organization can create and develop specific corporate culture. Consequently, certain established values will differentiate organizations from their competitors. According to Rockeach and Ball-Rockeach (1989) values can be endpoint and instrumental. Basically, terminal values are based on peace, security, partnership and other elements. Whereas, instrumental values expressed in a form of behaviour in order to achieve these terminal values. On the other hand, attitudes and values can lead to conflict between individuals and groups. Thus, it will be difficult to establish a certain culture within the organization.Abilities and Skills Ability is a physical c apacity of an individual to do something. Skill can be termed as the ability to act in a way that accepts a person to perform well. Ability and Skills have great impact on theindividual behaviorand performance. An employee can perform well in the company if his skills and abilities are matched with thejobrequirement. The managers are of great relevance in matching the skills and abilities of the employees with the specificjobrequirement.

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