Research Paper 1: Management and Organisations in a Global Environment

This report, prepared for the HI6005 Management and Organisations in a Global Environment course, examines the application of Ford and Taylorism in different work processes, focusing on worker attitudes in Australia, America, and Europe. It contrasts traditional scientific management with Zappos' unconventional approach to employee retention, including their unique strategy of paying new hires to quit after training. The report analyzes the benefits of these innovative human resource management practices, highlighting the impact of corporate culture on customer satisfaction and overall organizational success. The report also discusses the benefits of using scientific management models in various processes of work and the effectiveness of using unconventional employee retention methods. The report concludes that the innovative approach of retaining and awarding the newly hired employees only after few days of appointment could also result in an enhanced dedication of the employees for the company on a longer term.

Higher Education Faculty
Assignment Cover Sheet
Subject Title Management and Organisations in a Global Environment
Subject Code HI6005
Lecturer Lecturer Name
Assignment Title Research Paper 1
Due Date Friday Week 6
Contact Details Student ID YourStudentID
Student Name YourName
Student e-mail address [e-mail]
I acknowledge that:
1. This assignment is my work. I acknowledged and disclosed fully any assistance received in
its preparation and cited any sources form which I used data, ideas, words, either quoted
directly or paraphrased.
2. This assignment was prepared by us specifically and only for this subject.
3. This assignment is identical with the work submitted via Self-Check on Blackboard.

Table of Contents
Executive Summary...................................................................................................................3
E-learning Activities..................................................................................................................3
Week ?? – Activity ?? – Activity Title...................................................................................3
Week ?? – Activity ?? – Activity Title...................................................................................3
Concluison..................................................................................................................................3
References..................................................................................................................................3

Executive Summary
In the assignment, the focus on activities associated with the concept and application of Ford
and Taylorism in different kinds of work process is been discussed. The attitude of the
workers in Australia, America and Europe in regards to the incorporation of Taylorism form
of work is elaborate din the assignment. Further, in the second part of the assignment, the
integration of the unconventional approach in regards to the employee retention by Zappos is
illustrated. The benefits and outcomes that are obtained due to the implementation of
unconventional and innovative approach in the management of human resources in the
business organization is elaborated.
E-learning Activities
Week 1 – Activity-1– Ford and Taylorism
Workers attitude in Australia, America and Europe towards the Taylorism form of
work in present scenario
The process of Taylorism denotes to the application of the scientific model of management in
various types of the process of work that would assist in fragmenting a specific task or action
into a various number of categorized tasks so as to increase the output of the production. In
the current business scenario, the section of the worker in Australia, America, and Europe
would not desire to adapt the methodology of Taylorism as there have been evolving changes
in the behavioral and technical aspects of the processes of industrial work. The model by
Taylor doe s not happen to add value for the regular workers as it does not enhance the level
of skills and there is no outcome regarding wisdom included in accepting this old theory of
work (Axelrod & VanDeveer, 2014). As knowledge and skills associated with work do not
happen to be enhanced by the Taylorism model, the regular workers would not be pleased to
be involved in the mechanical process that does not include any type of transfer of knowledge
and skills.
Application of Taylorism model can be fruitful to a specific extent in the structuring aspect of
various scripts for the application in Webhelp which is a UK based call centre. The functions
and operations that are involved in the scenario of Webhelp are mostly categorized in
different categories that are based on different sectors which specialize in specific
departments (Fabricius et al., 2013). There is a possibility for dividing the model of work in
Webhelp based on the particular area of knowledge, expertise and role or job of authorities
and respectively the job can be allotted to the employees in Webhelp by incorporating the

Taylor scientific management model. However, a variety of cases that involve a completely
new or varying situation, this specific method of work will not be productive as it needs a
very different type of resolution (Hill, Jones & Schilling, 2014).
“Clip” is presenting the history from past 100 ago- Some would say that “the world has
moved on” and these ideas are out of date. However, need of Taylorism process in some
parts of the world today.
The Taylorism process is very old; however, there will be some industries and processes of
the business around the world which can apply these methods of work in a very productive
and effective manner (Laudon & Laudon, 2016). The underlying rules and principles which
are adopted can relate to the effective application of Taylorism methods to obtain profitable
outcomes.
Week 3– Activity 3 – Corporate culture instilled in HRM practices and
customer satisfaction
Zappos has integrated a very unconventional strategy in its process of recruitment which is
paying the newly hired employees right after the first training week post joining in the
company to quit. The newly recruited employees who would opt to quit the company the very
moment would be awarded an extra $ 1000. This kind of unconventional and unique
employee retention strategy has been fruitful for the online shoe retail company in gaining
deep commitment level from its current employees, mostly for checking and keeping the
newly recruited employees who are willing to actually work for the company. The work
culture of human adapted by Zappos has been productive for the company in keeping the
human resources, irrespective of the fact that they are old or new, to be enthusiastic and
proactive for working in the company which helps the company in providing best customer
service (Mangan & Lalwani, 2016). The employees working in this company have the liberty
of making a decision regarding the work culture each year. The objective of the company is
to have retention of the new employees by the approach of paying them for layering out the
most interested and best employees so that the company can provide best services to the
customers. This is also materialized by paying the employees that have the possibility of
engaging very less in engaging to provide service to Zappos.
The CEO of Zappos, Toney Hsieh, very strongly believes in inculcating a great culture of
work in the company. A flexible culture of work facilitates a way for inviting increased sales
generation and better service to the customers. Structuring an excellent image of the brand

becomes very convenient when the company has a great culture of organizations. An
enhanced culture of organization would result in generating better revenue and increasing
optimizing profits for a longer term. An innovative and flexible culture in the company would
result in giving the employees satisfied and more interested in working for the company even
during the market crisis (Pawlowski & Bick, 2015). A very flexible and open culture of work
also assists in enhancing the creativity and innovation pool of the company that results in the
generation of many qualitative and quantitative ideas. The online shoe retail company, having
a variable number of creative ideas would lead to the innovation in both the products and
services along with the entire company that would be very much productive for the online
retail company for a very long term (Stark, 2015).
Conclusion
From the first activity in the assignment, the benefits of using scientific management model
in various processes of work could be obtained. It could be obtained that using the approach
of categorizing the major task into various sub-task would help in increasing the output in
regards to productivity in any business organization. In the second activity, the effectiveness
of using unconventional employee retention methods could be learned. It was also
comprehended that the innovative approach of retaining and awarding the newly hired
employees only after few days of appointment could also result in an enhanced dedication of
the employees for the company on a longer term.
References
Axelrod, R.S. and VanDeveer, S.D. eds., 2014. The global environment: institutions, law,
and policy. CQ Press.
Fabricius, C., Koch, E., Turner, S. and Magome, H. eds., 2013. Rights resources and rural
development: Community-based natural resource management in Southern Africa.
Routledge.
Hill, C.W., Jones, G.R. and Schilling, M.A., 2014. Strategic management: theory: an
integrated approach. Cengage Learning.
Laudon, K.C. and Laudon, J.P., 2016. Management information system. Pearson Education
India.

Mangan, J. and Lalwani, C., 2016. Global logistics and supply chain management. John
Wiley & Sons.
Pawlowski, J.M. and Bick, M., 2015. The global knowledge management framework:
Towards a theory for knowledge management in globally distributed settings. Lead. Issues
Knowl. Manag. Vol. Two, 2, p.134.
Stark, J., 2015. Product lifecycle management. In Product Lifecycle Management (Volume 1)
(pp. 1-29). Springer International Publishing.