Participatory Workplace

The shaping to which I am affiliated employs about five employees. The owner of the piece of melt down is our boss. Typically, the organization is receptionist that is, it is produces service-oriented products. The organization produces all tomentum cerebri products since it has confine resources to diversify product sale. Comp atomic number 18d with other business establishments, the organization is small.In my 25 years of cream, the organization grew microscopic probably because its neat base was insufficient for expanding capital outlay. The organization though continues to provide the public t atomic number 53 hair products. Its supply chain of hair products is comparatively open and diverse. The organization can procure hair products from different manufacturers. This take aims transactions more(prenominal) competitive (because of the organism of many manufacturers).The organization is truely supremacyled by the principles of benevolent resource management. Indepen dent contractors argon used for the procurement of supplies. Hiring of employees involves several stages. First is the identification of positions vacant. Second is determination capableness recruits to fill these vacancies. Third is training the recruits to jibe that they go forth become high performing employees. The selected recruits testament be hired. They allow for be give concern packages and benefits (corollary to their type of work). Terms of employment and regulations of the firm will be discussed in scheduled sessions.This is done to straighten out the employees aw ar of the firms policies and current frugal standing. Regulations will serve as limits to employee behavior in the piece of work. Most of the time, regulations argon systematically arranged in manuals which are apt(p) to employees. In the case of my organization, filling of probable employees is easy and not as restrictive as that of large business establishments. Usually, selection of potential e mployees and the training period are limited to 2 or 3 weeks. Orientation of the organizations policies and regulations usually take a day (this is so since the organization is small).In sociology, centralization is delimit as the function by which activities of an organization, especially those about decision-making are concentrated within particular positions or areas. centralization can be vertical or horizontal. perpendicular centralization is the typical relationship between departments and the control panel of directors. The board of directors usually provides the general framework of a given policy.The motorcoachs of the departments implement the provisions of a policy. Hence, the managers attain the specifics of a given policy. Horizontal centralization is the typical relationship between departments. In organizational theory, most departments are generally important than other departments. For example, the gross sales department is usually more important than the judicial department of a firm precisely because the reason holds the future of the firm. The sales department bumps the financial shape of a firm. Hence, relatively, the actions of the sales department may determine the actions of the other departments.Under centralization, open confabulation is only mathematical between managers of several departments and the general manager of the firm, and between the board of directors and the general manager. Open communication between ordinary employees and the management is done with division supervisors (although the information becomes blur as it passes from one level to another). Open information is only possible for high level managers and of course, the board of directors.Standardization is the process of agreeing upon a given set of guidelines for interoperability. Standardization is equal to enacting rules to maintain the operability of an organization. Hence, an organization creates standardized procedures in entrap to provide the employees an efficient and effective means of variant work to the firm. For example, standardized guidelines for hiring employees allow a given partnership to select the best and efficient concourse to occupy vacant positions in the troupe. In addition, standardization generally prevents work discrimination in a company. This is so since the behavior of all workers in a company is limited by standardized work procedures.Role specialization in industrial sociology is defined as the diversification of job positions in the workplace. As one may note, jobs in most companies are highly diversified. Diversification ensures efficiency and effectiveness of a company. Diversifying job positions saves time and amount for a company. In addition, diversification provides the avenue for change magnitude cooperation and interdependence among workers. For example, or else than employing twain volume writers, it is efficient for a put down return group to employ one script writer and one film reviewer. This saves time for the firm. self-sufficiency is a condition in which employees are given many freehand over the nature and handling of their jobs. This is typical of research firms where employees are given deadlines. The employees are free to do anything so long as the prescribed work is finished on or before the given deadline. By giving some autonomy to the employees, alienation is prevented. The employees are able to role their work values (professionalism) and skills without institutional limits.The distribution of provide in a firm should be do more uniform to allow workers more voice. Resting power to one person or group of persons prevents workers from breathing their grievances. Thus, in making the distribution of power more uniform, the firm creates institutions or channels that can put on all the grievances and require of the workers. Once the grievances are advantageously documented, dialog is the only plausible option. In the negotiation process, the management and the workers should have equal powers in hurt of negotiation. The options that management will take should be balance by the actions that the workers will enforce.Technology should be make more human-resource oriented that is, engineering should put downstairs the discretion of both the management and the workers. If the management entirely controls the direction of a firms technology, the workers loses value. If the control and direction of a firms technology solely belongs to the workers (e.g. in communist countries), the firm loses potential earnings.Therefore, there is a need to strike a middle position between the management and the workers. A middle position will enable the two parties to cooperate effectively with regard to the use of technology in the company. In addition, this will make work more participatory (employees and the management).In terms of skill, no substantial changes are necessary except that cogitate skills should be realign ed. This will allow more cooperation between employees, and consequently, making work more participatory (since both job in the firm is viewed essential to the pertinacity of a firms operations).Here are then the necessary changes that the management should undertake to make work more participatory1) Realigning related jobs change magnitude cooperation among related jobs increases employee fight and motivation of employees2)Putting some technologies of the company under the control of the employees the employees will determine the production process (work in general), making their perception of the workplace more positive. This will generally increase participation among employees3)And, institutionalizing open channels of communication (grievances included) the needs and grievances of the employees will be taken into account by management. If these needs and grievances are addressed, the management will expect an increased worker propensity to participate in company activitie s.ReferenceHall, Richard and Pamela S. Tolbert. (2004). Organizations Structures, Processes, and O