Organizational structure as by Bolman and DealBy Support
Organizational structure as by Bolman and Deal
In your own words define organizational structure as presented by Bolman and Deal and give an example of an organizational structure issue you found in the Wall Street Journal, cite your example.
Bolman &Deal (2017) present organizational structure as a theater comprising of various activities such as planning, evaluating, and decision-making. According to Bolman and Deal, a well-developed organizational structure should have top-down coordination, clear roles, focus on the mission, and have a well-defined strategy. As a theater, organizational structure should be a formalized system of symbiotic roles and departments coordinated by a variety of vertical and horizontal connections. From Bolman and Deal’s view, organizational structure can be defined as a formal network within an organization that outlines the way activities (such as…Read more
In your own words, what are the major components of a Human Resource Management System and cite one article in the Wall Street Journal that gives us a good example of this – describe the article and cite your source.
Human resource management (HRM) manages an organization’s employees in a systematic and organized manner. The primary goal of human resource management is to maximize productivity by enhancing the efficiency of employees. Though there are numerous components of a human resource management system (HRMS), acquisition, development, motivation, and maintenance are the main ones.
- Acquisition: Primarily, acquisition involves recruitment and selection, planning, and socialization of employees. As an element of HRMS, the acquisition is concerned with choosing employees with requisite skills that can propel the organization to further success.
- Development: Development commences after the socialization of newly recruited employees. It can be done through professional programs, training, coaching, teaching, assignments, and so forth. The main objective of development is to enhance the performance of an organization by empowering employees with the necessary skills and knowledge.
- Motivation: Development does not inspire employees to perform as expected. Motivation is, therefore, necessary to induce and inspire them to do better work. Motivation can be intrinsic or extrinsic. Extrinsic comes from outside while intrinsic motivation is done for internal reasons. Some of the ways managers can motivate their employees include; praising, encouraging autonomy, treating them with decorum, ensuring a healthy work-life balance, being fair, and compensating them properly.
- Maintenance: This component of HRMS is concerned with retaining the workforce in the organization. Some of the maintenance approaches include providing a friendly work environment, safe working conditions, additional facilities, and ensuring optimal job satisfaction.
Article in the Wall Street Journal
In the article, “Are…Read more
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