BUSM4590: People and Organization - Power, Politics, Performance

This report delves into the core aspects of people and organizations, analyzing power dynamics, political landscapes, and performance metrics within a workplace setting. It explores strategies such as job enrichment, enlargement, and rotation to enhance employee motivation and address monotony. The report examines the significance of personal power, and the barriers faced during projects, proposing solutions like effective communication, leveraging digital platforms, and utilizing employee referrals to overcome challenges. Furthermore, the report highlights the importance of reward and recognition programs, as well as transparent performance management systems, to foster employee engagement and align individual contributions with organizational goals. The analysis includes real-world examples and theoretical frameworks to provide a comprehensive understanding of organizational behavior and effective management practices.

Running head: PEOPLE AND ORGANIZATION
People and Organization
Name of the Student:
Name of the University:
Author’s Note:

Table of Contents
Introduction......................................................................................................................................4
Job enrichment, job enlargement and job rotation...........................................................................4
Need for personal power in Workplace...........................................................................................7
Description of project......................................................................................................................7
Project barriers.................................................................................................................................8
Way to overcome project barriers....................................................................................................8
Avoid hiring employees who do not live up to company’s values..................................................8
Using the digital platforms...........................................................................................................8
Asking for referrals......................................................................................................................9
Working with already existing employees......................................................................................9
Developing some reward and recognition programs...................................................................9
Developing some reward and recognition programs.................................................................10
Developing a transparent performance management system.....................................................10
Conclusion.....................................................................................................................................11
References......................................................................................................................................11

Introduction
A sound management system is the backbone of any organizational set up. Efforts have
to make to made by all the, managers so that they are able to understand the need and the
requirements of all the employees and help them to overcome their skill gaps. At the same time,
it must be made sure that there is a proper effective communication that is taking place between
the managers and the employed so that they can put forward a joint collaborative approach in
order to attain all the organizational goals and objectives. However Paiste and Mullins (2019)
have opined that employees suffer from several issues like monotony, job insecurity and lack of
motivation as well. Often they are tired of doing the same type of work again and again. In such
cases it is the duty or the responsibility of the managers to make sure that they are able to
understand this issue and use the management strategies like job enrichment, job re design and
also job enlargements. There are different situations during which the managers can actually use
the different kinds of strategies.
Job enrichment, job enlargement and job rotation
Job enlargements are the method by which the management can increase the number of
tasks that are associated with any particular kind of job position. Mossa et al (2016) is of the
opinion that in order to motivate the employees and increase their self confidence the managers
must make sure that they are being able to assign more tasks to them. In other words there must
be a increase in the amount and the kinds of job roles and responsibilities that are actually

associated with the post of any particular individual. Mni (2015) have stated that this
management strategy is quantitative in nature and qualitative because there is a sufficient
increase in the volume of tasks that are actually associated with the particular job position.
However on the other hand this management strategy is also similar to the horizontal
communication system or the horizontal restructuring of the channel of hierarchy in the
organization because it always tries to increase the productivity and also the flexibility of
employees. For an example if the team leader is tired of looking after the team performance day
after day then he might be assigned to take up the role of the branch head. This will enable him
or her to become much more attentive and flexible in a true as they will be able to learn many
new skills and will also be able to face the challenges of taking up more work. This will be much
helpful in reducing the monotony of the same type of work and at the same time they will be able
to develop the skills of accountability develop a better flexibility towards their work.
Method that can be used for job enlargements are
IJP or internal job posting interviews can be conducted whenever there is monotony
among employees. This will help in selecting some already existing employees and give them a
promotion so that they can be assigned with some extra duties.
Leaves being taken by the employees must also be used as an opportunity of creating job
enlargement. For an instance, if any female employee goes on maternity leave then the,
managers must assign their duties to some other employees. However Alias et al. (2018.) has
argued that efforts must be made to analyze the stress handling capacity of the employees who
are being assigned with some newer job roles and responsibilities.

Job enrichment
Vertical expansion of a job is known as the job enrichment. It is a qualitative increase or
development in the job by adding more innovative aspects to the job position. This will make the
job much more interesting and challenging at the same time. This is a method by which
employees can aspire to get better recognition in the job. For an example the research analysis
working in any business firm might initially be assigned with the task of making research reports
by gathering data. However in order to enrich their job they can be given the access to call
clients or video chat with them to understand their needs and their queries.
Methods of job enrichment
 Employee counseling must be conducted so that employees are encouraged to take up the
new challenges
 Job integration must be followed so that this does not hamper the day to day routine of
the employee.
Job rotation is the measure by which the employees are made to work in many different
fields of expertise. This helps in understanding about the area of expertise of the employees. This
strategy can be implemented with a proper training and continuous development process as the
employees have to carry on with multi tasking. For example a product manager may be assigned
with the job of preparing the advertisement of the product and also look into the marketing
campaigns. This is a challenging job role. However at the same time, the employees will be able
to get good refreshment from the same and monotonous line of work.

Need for personal power in Workplace
Kim et al (2016) is of the opinion that all the employees must be given the proper space
and freedom in their workplaces. This is because getting proper freedom will empower the
employees and they will be able to work with a better self confidence and innovation. Employees
will be able to enjoy a positive and employee friendly work culture. This is turn will be helpful
in checking the rate of employee attrition. Employees will develop a sense of loyalty towards the
company as they will understand their worth and try to make some active contributions towards
the same.
Description of project
There are several barriers that are part forward by the stakeholders whenever they face
some new proposals or ideas in the course of any project. However Berdicchia, Nicolli and
Masino (2016) has stated that change or innovation is an unavoidable part of any project. I was
the project leader of a new product launch in the electronic and communication sector. The
project was based on the launch of a new baby food product. However it was seen that there are
several issues being forwarded by the customers. They were of the opinion that they cannot reach
put to the company care executives for getting their queries answered. Often they are kept
delayed for a long time without proper guidance solution. The change that was proposed was to
hire some digital experts who would be able to handle the online messages and the emails being
sent by the clients and also be available on the phone lines. This would help the other employees
in looking after the designing and operations section. The division of labor would be useful in
making the project successful.

Project barriers
Lack of Clarity
Employees were unable to understand the need for this change. They suffered from the fear of
losing their job and started showing their objections towards the proposal. There was a huge lack
of transparency and communication among the employees and the managers.
Way to overcome project barriers
Developing clarity via communication
Effective communication is one of the most useful means that can be used to overcome
the barriers. Horizontal communication system was developed so that employees are able to
overcome all their doubts and take part in the decision making procedure of the organization.
Avoid hiring employees who do not live up to company’s values
Using the digital platforms
Using the digital platforms like LinkedIIn, twitter and other such social media
applications can help in gathering a huge information about the past job records of the
employee. Adeyemo, Sehoole and Cueno (2015) has argued that the HRM department must not
invade into the personal space of any aspiring candidates by checking their personal social media
data. However the HR managers have to make sure that they are able to get at least some idea
about the kind of mind set that the employee bears. Employees who keep on posting negative

comments about their professional fields, managers or co workers are usually of a pessimistic
mind set. Therefore the HR managers might restrain themselves from hiring of such employees.
Asking for referrals
This is one of the most powerful ways through which the HR managers can actually
avoid hiring employees who might become inefficient in the near future. Employees who are
already working in an organization are well aware about the nature of work and the kind of job
environment that is available. As a result of this they will be able to suggest some good and also
efficient employees who can work in a very efficient manner in the near future.
Whittington et al. (2017) is of the opinion that word of mouth is one of the best HR
strategies that can be used for hiring the wrong employees. Employees who are hired on the
referrals of other employees usually tend to stay longer. Employees or candidates who are hired
on referrals have a 70% more tendency to stay in the organization and work in an efficient
manner than in comparison to those employees who are complete outsiders. The employees who
ate already working with any company tend to be loyal towards their organization. As a result of
this they would always like to maintain this loyalty towards their organization and try to help the
HR department in hiring only those employees that can actually help in attaining the overall
business goals and business objectives of an organization.

Working with already existing employees
Developing some reward and recognition programs
Developing some reward and recognition programs is very useful for motivating the
employees who might go out of alignment with the company values. The reward and recognition
programs will help the employees in understanding that they are the assets of the company and
their organization really vales their views and their opinions (Yokoyama 2016). This will be very
useful in boosting the emotional and the moral set up of the employees and they will be able to
make sure that all the employees are taking part in attaining the company goals and objectives.
Developing a transparent performance management system
Developing a transparent performance management system will naturally help the HR
managers to gain the trust of their employees and they will be able to keep the employees
motivated. IKEA is one of the best examples in this field. This is because they have been
developing a very good and transparent method of performance appraisal in the organization. It
is for this reason that they have the system of dual management or the dual performance
appraisal system. One part is concerned with the evaluation of the employee achievements in
terms of quantity and the other is mainly concerned with the overall development of an
employee. The overall development is on terms of floor support, helping the other members or
the new joiners in the team and many other such extra or additional functions.

Workshops must be conducted on employee behavior and the ways on such they can
understand and also abide by the actual company objectives and business motifs. This will be
very helpful in order to understand about the different methods in which the employees can reach
out to their managers or their respective departmental heads in order to get their queries solved.
This will be helpful in understanding about the ways in which the employees can actually
contributor in a very proactive manner.
Conclusion
Therefore it can be concluded that management has to look after all the needs and
demands of their employees. All the organizations have to work hard in order to keep their
employees motivated and encouraged. Employees might often suffer from the state of monotony
due to repetitive nature of work. In such cases the manages have to use strategies like job
rotation, job enrichment s and others in order to keep them motivated and help them contribute
proactively towards their work.

References
Adeyemo, K.S., Sehoole, M.T.C. and Cueno, C., 2015. The use of the job enrichment technique
for decision-making in higher education: The case of the Philippines.
Alias, N.E., Othman, R., Hamid, L.A., Salwey, N.S., Romaiha, N.R., Samad, K.A. and Masdek,
N.R.N., 2018. Managing Job Design: The Roles of Job Rotation, Job Enlargement and Job
Enrichment on Job Satisfaction. Journal of Economic & Management Perspectives, 12(1),
pp.397-401.
Andries, J., Lambey, L. and Tumiwa, J.R., 2017. A COMPARATIVE STUDY OF JOB
ENRICHMENT BETWEEN MALE AND FEMALE IN DINAS PEKERJAAN UMUM
PROVINSI SULUT. Jurnal EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis dan
Akuntansi, 5(3).
Berdicchia, D., Nicolli, F. and Masino, G., 2016. Job enlargement, job crafting and the
moderating role of self-competence. Journal of Managerial Psychology, 31(2), pp.318-330.
Bonaccio, S., O’Reilly, J., O’Sullivan, S.L. and Chiocchio, F., 2016. Nonverbal behavior and
communication in the workplace: A review and an agenda for research. Journal of
Management, 42(5), pp.1044-1074.
Braithwaite, V. and Ahmed, E., 2015. The personal management of shame and pride in
workplace bullying. RegNet Research Paper, (2015/96).
Chapman, G. and White, P., 2019. The 5 languages of appreciation in the workplace:
Empowering organizations by encouraging people. Moody Publishers.

Cristina, D., 2015. Emerging Labor Force and Specific HR Retention Approach in the
Organization's Competitive Advantage Outline. Ovidius University Annals, Series Economic
Sciences, 15(1).
Doxtater, D., 2017. Meaning of the workplace: Using ideas of ritual space in design. In Symbols
and artifacts (pp. 107-127). Routledge.
Kim, J., Candido, C., Thomas, L. and de Dear, R., 2016. Desk ownership in the workplace: The
effect of non-territorial working on employee workplace satisfaction, perceived productivity and
health. Building and Environment, 103, pp.203-214.
Mni, S.O., 2015. Work design and job satisfaction. International Journal of Humanities and
Social Science, 5(10), pp.202-207.
Mossa, G., Boenzi, F., Digiesi, S., Mummolo, G. and Romano, V.A., 2016. Productivity and
ergonomic risk in human based production systems: A job-rotation scheduling
model. International Journal of Production Economics, 171, pp.471-477.
Paiste, M.S. and Mullins, J., 2019. Job enrichment for catalogers. College & research libraries
news, 51(1), pp.4-10.
Parker, S.K., 2015. Job design. Wiley Encyclopedia of Management, pp.1-5.
Whittington, J.L., Meskelis, S., Asare, E. and Beldona, S., 2017. Creating Meaning in Work
through Job Enrichment. In Enhancing Employee Engagement (pp. 43-51). Palgrave Macmillan,
Cham.