MAN201 - Organisational Behaviour: Social Organisation of Work Report

This report delves into the crucial concept of social organization of work within an organizational context. It emphasizes the importance of a well-structured social framework for employee well-being and competitive advantage. The report dissects key components including hierarchy and delegation of authority, the role of trade unions, the significance of equality, the balance between manual and automated labor, and the influence of strategic objectives. It highlights how these elements contribute to employee engagement, corporate social responsibility, and overall organizational sustainability. The report underscores the importance of social organization of work in ensuring stakeholder satisfaction and the long-term success of a company, concluding that its integration is vital for fostering a positive work culture and achieving strategic goals. The report also includes references to academic sources that support the arguments provided in the report.

Running head: SOCIAL ORGANISATION OF WORK
Social Organisation of Work
Name of the Student
Name of the University
Author Notes:

1SOCIAL ORGANISATION OF WORK
Table of Contents
Introduction......................................................................................................................................2
Components.....................................................................................................................................2
Significance.....................................................................................................................................3
Conclusion.......................................................................................................................................4
REFERENCES................................................................................................................................5

2SOCIAL ORGANISATION OF WORK
Introduction
In order to ensure the wellbeing of the employees of organisations, the social framework
within the same should be organised. Once, the societal aspects of the organisation are catered to,
it can be said the organisation is on the way of achievement of competitive advantage (Noe et al.
2017). In order to ensure proper functioning of an organisation, the management of the
organisation should cater to the employees (Uzonna 2013). There should also be organisation of
work in terms of achievement good interpersonal relationships. The efforts within every
organisation is to contribute to the long term sustainability, along with proper attention to the
social aspects such as welfare of women, of the labours and the prevalent issues such as
discrimination and harassment. The line of command within the organisation or the hierarchy of
the organisation also plays a vital role on determining the social organisation of work. The aim
of the paper is to analyse the social implications of work and the component of the same.
Components
Following are the components of social organisation of work;
1. Hierarchy and delegation of authority: The hierarchical structure of an organisation
determines the effectiveness of the social considerations of an organisation (Iannello
2013). The smooth nature of the latter determines the effectiveness of establishment of
responsibilities in an organisation. Delegation helps in entrusting a sense of responsibility
within the employees.
2. Trade unions: Every effective organisation should have a trade union. The establishment
of the latter helps in giving the employees of a company, the chance to communicate their

3SOCIAL ORGANISATION OF WORK
motives to the higher authorities (Anyango et al. 2013). Thus, it helps in establishment of
smooth communication.
3. Equality: One of the main factors that contribute to social organisation of work is
catering to the equality needs of the organisation. Issues such as equal opportunities to
the women and acceptance of individuals from different racial groups help in the
achievement of the same.
4. Manual and automated labour: It is a known fact that automation in the processes of the
organisation help in speeding up the processes within an organisation. However, the latter
poses threats to the sustainability of the skilled and manual labour. Hence, balance should
be maintained between both.
5. Strategic objectives: The strategic objectives of the company contribute social
organisation of work in an organisation. The objectives should be devised after
consideration of all the social aspects related to achievement of the ultimate strategic
goals.
The incorporation of the aforementioned factors effectively communicates the aim of the
company to the employees. This leads to the achievement of employee engagement and the
employees gain commitment to the company they are working in. It results in smooth operations
which in turn results in achievement of strategic goals of the company. Establishment of trade
unions and equality in the work place acts as corporate social responsibility that is being carried
out by the company. Thus, it bolsters the goodwill and image of the company which is necessary
for ensuring corporate governance and stakeholder satisfaction.

4SOCIAL ORGANISATION OF WORK
Significance
Social organisation of work is important as it ensures the well-being of the people who
are working in an organisation. Regardless of the nature of operations of the company, the social
organisation of work is an internal factor that helps in the ensuring the sustainability of the
organisation in the long-run. The aim of every company is to satisfy their stakeholders, thus,
achievement of social organisation of works helps in contribution to the satisfaction of the
stakeholders of the company. The later leads to the achievement of corporate governance and
achievement of the same is the ultimate strategic goal of every company (Claessens and Yurtoglu
2013). Thus, carrying out initiatives through which companies cater to the needs of the
employees help in achievement of the same. Organisation of work in an organisation also
resemble the knowledge, abilities and competency of the employees of the company. The social
issues that are catered by such initiative help in positioning the company in the mind of the
employees of the company, the customers and the community as a whole. The contributions of a
company in terms of social organisation of work is considered as a sustainable initiative that
determine how employable the company is and thus helps in mitigation of issues that are related
to hiring the prospective employees in the company (Oosthuizen, Coetzee and Mntonintshi
2014).
Conclusion
On a concluding note it can be said that social organisation of work should be present in
the frame work of every organisation. It is a concept that states the due importance of social
contributions and incorporates the same into the work culture of the company. Social
organisation of work is the assimilation of factors such as hierarchy and delegation of authority,
trade unionism, equality in terms of gender discrimination and racial tolerance, balance between

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automated and skilled labour and incorporation of social aspects of work in the work culture and
it determines the engagement of the employees and thus determines the sustainability of the
employees and the organisations in the long-run.

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REFERENCES
Anyango, C., Obange, N., Abeka, E., Ondiek, G.O., Odera, O. and Ayugi, M.E., 2013. Factors
affecting performance of trade unions in Kenya. American Journal of Business and
Management, 2(2), pp.181-185.
Claessens, S. and Yurtoglu, B.B., 2013. Corporate governance in emerging markets: A
survey. Emerging markets review, 15, pp.1-33.
Iannello, K., 2013. Decisions without hierarchy: Feminist interventions in organization theory
and practice. Routledge.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Oosthuizen, R.M., Coetzee, M. and Mntonintshi, F., 2014. Investigating the relationship between
employees' career anchors and their psychosocial employability attributes in a financial
company. SA Journal of Human Resource Management, 12(1), pp.1-10.
Uzonna, U.R., 2013. Impact of motivation on employees performance: A case study of
CreditWest Bank Cyprus. Journal of Economics and International Finance, 5(5), pp.199-211.