Pluto Telecommunications

Topics: Organization, Management, Organizational studies and human resource management Pages: 7 (2344 words) Published: June 8, 2013
This text critically examines organizational behavior in Pluto Telecommunications through analysis of the relationship among the job design, motivation, structural form and the work culture. The Managing Director of Pluto Telecommunication came to understanding that the three departments within the organization: Sales, Marketing and Customer Service   do not communicate with each other which have a direct   negative impact on the company’s performance. Further investigations show that the three departments are different in term of what motivates the employees, the time span for achieving the goals, culture established within the departments and the structural forms within the departments. The organizational dilemma is how to balance out the individual or departmental aspirations with the organizational goals taking into consideration social, psychological and contextual aspects which affect the employee’s behavior. The organizational behavior, as terminology and concept, was introduced by Fritz Roethlisberger in the second half of 1950 (Roethlisberger, 1977), which continue to be a field of interest to many researchers and academics until today. The behavior employee’s exhibit in the organization is result of how the work is designed, how the organization is structured, what is the work culture and the way the work culture is changed and managed. The theoretical findings about work design can be grouped in two clusters. The first cluster captures the Frederick Taylor’s (Taylor, 1911) theory so called “scientific management” and Harry Ford’s view on work design.   Both, Ford and Taylor are mainly focused on increasing efficiency through job specialization, task standardization, financial rewarding systems and rigid hierarchical organizational structures. Although, their understanding of job design varied, yet, the same shred similarities. The main difference between the two concepts is that Taylor believed that there is one best way of performing, whereas Ford promoted continues improvement rather than one-best-way approach. Nevertheless, the both theories were criticized for neglecting the social and psychological perspective of the human being. This perspective was further captured by the second cluster of theoreticians and researchers such as Frederick Herzberg (1987), Frank and Lillian Gilberth (1916) and others, who brought the social and psychological aspects into the job design.   Herzberg (1987) argues that there is an unbreakable link between performance on one side and motivation and job satisfaction on the other. According to Herzberg, there are two different types of factors that affect organizational behavior. He categorizes these factors into:   “hygiene factors” such as : pay policy, job security, working conditions and management style. These factors can create job satisfaction or dissatisfaction; however they do not have any impact on motivation and performance (Herzberg, 1987). The other set of factors, so called “content factors” include achievement, recognition, responsibility, growth and advancement and these factors impact job satisfaction, level of motivation and performance. Herzberg’s model, known as “job enrichment” proposes that the content factors lead to intrinsic rearwards such as feelings for accomplishment, competence, self- esteem which are fully under control of respective individual. Moreover, the rewards under control of others are called extrinsic rewards and they include: recognitions, promotions, pay raise, status ect. Considering the above theories and reviewing the same through the prism of Pluto Telecommunications, it can be concluded that the level of task definition and specialization differ in different departments. While Sales department has clearly defined objectives and incentives related to the performance, other departments have vague incentive program or even ambiguous objectives.   The information available in the case study implies that the hygiene factors may be the...

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