The Importance Of Organizational Movement Towards High End...

Key issues: In the article, â€Å"Redesigning Knowledge Work† authors Dewhurst, Hancock, and Ellsworth mentions the importance of organizational movement towards high-end knowledge work. They highlight the importance by emphasizing on this strategic approach to management as the most important factor for organizations by following four major steps to achieve the goal of high-end knowledge work. The four major steps outlined in the article are following: 1. Identify the Skills Gap 2. Analyze How Skills are Used 3. Redefine Jobs 4. Rewire Processes for Talent and Knowledge Management Analysis: The article begins with mentioning a historical background to job design. The historical approach to job design is the Classic Job Design, with a focus on job specialization and division of labor. There are advantages and disadvantages of this focus on job specialization. Some of the advantages include, unique skill and knowledge set, focus and efficiency within an organization and some disadvantages are redundancy and job burnout. Another approach to job design heighted in the article is behavioral job design. The article states that usage of this approach has resulted in greater job satisfaction, as this approach focuses on individual characteristics. Main focus of â€Å"Redesigning Knowledge Work† is on a plan that an organization can implement in order to increase productivity and efficiency while maintaining high quality and job satisfaction. However, there are some steps that organizationsShow MoreRelatedHofstede s Five Dimensions Of Culture Essay1743 Words   |  7 Pa gesexpect that power is distributed unequally.(G. Hofstede 1980) Individualism vs. collectivism (IDV) – Behavior towards community. The degree to which individuals are integrated into groups or are expected to look after themselves and self-actualize.(G. 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The Conflict Between Islam And Secular State And Islam

For Kazakhstan where the majority of the population is Muslims, harmonious relations between the secular nature of the state and the religion of Islam are an important precondition for the conservation of the national consent, political and moral integrity and, thus, prevent conflicts in religious basis. Therefore, finding a successful formula for relations between Islam and secular authorities, and after twenty years of independence, has a serious intellectual, theoretical and practical challenge for all parties, including Europe. Furthermore, it should be emphasized that the problem of harmonic Organization of relations between the secular state and Islam cannot be a one-sided approach, in terms of the fight against terrorism. Rather, it is part of the harmonization process, transformation and formation of a national government of Kazakhstan. 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Management and Organizational Behavior Some Basic Aspects

Question: Discuss: What provision of the law was at issue? Briefly state the facts of the case. What legal tests were applied? Were there any unusual elements in the case? Answer: Identification of the article: The article named as Management and Organizational Behavior. Some Basic Aspects has been selected from the Journal of Defense Resources Management. Summary of the article: The report has found that experience has shown that it is highly important to focus more on the organizational behavior. Moreover, it has been observed that this demands the administrators to get readily recognizable with quite a few communal as well as psychosomatic methodical regulations that can help them to respond all the queries connected to the company and the managerial attitude on the behavior of the managers as well as workers. Apart from that, organizational behavior concentrates on the difference of the individuals in between the people of the organization and their substantial impact on fulfilling the objectives of the organization (Nekoranec, 2013). Critique: The article has significantly explained the relationship between the employees of an organization with relation to the organizational culture along with the functioning of the working teams, communication. The most important part of this article is that the analysis and interpretation of the organizational behavior must become one of the major areas of the training of the managers so that the managers can explain as well as predict the behavior of the people in their organization (Alvesson, 2012). Moreover, it has been found that to understand the entire article easily, some parts of organizational behavior have been given extra importance such as organizational behavior, management, effective communication and the corporate culture (Nekoranec, 2013). Article 2: P. Bandura, R., Johnson, R., R. Lyons, P. (2014). Voluntary helpful organizational behavior: Recognition of individual attributes.European Journal of Training and Development,38(7), 610-627. Identification of the Article: The article named as Voluntary helpful organizational behavior: Recognition of Individual attributes has been taken from European Journal of Training and Development. Summary of the Article: The aim of this section is to scrutinize the employee-helpful activities that are charitable as well as given liberally without the expectation of the recompense and acknowledgment. It has been seen that the author of this article has tagged this charitable behavior as important as an important aspect which is helpful organizational behavior. To carry on the entire study, the author has examined the present theory as well as offered a detailed empirical study to identify some means of assessing employee predisposition towards helpful as well as voluntary behavior on the job. However, this research work has used some of the important aspects of the organizational behavior and these are contextual performance, the predisposition of the employees and helpful employee behavior (Bandura, Johnson Lyons, 2014). Critique: After going through the entire study, it can be said that this study has successfully identified the regression equation that uses the variables that help to predict one's predisposition towards the valued behavior. This research work is different from others, as this research work has spoken directly to the practitioners (Pettigrew, 2014). However, it can be said that the definition and explanation have clearly explained and demonstrated the practical features of the contextual performance. Therefore, this particular article has been analyzed as this has discussed some of the important features of organizational behavior (Bandura, Johnson Lyons, 2014). References Alvesson, M. (2012).Understanding organizational culture. Sage. Nekoranec, J. (2013). MANAGEMENT AND ORGANIZATIONAL BEHAVIOUR. SOME BASIC ASPECTS.Journal of Defense Resources Management (JoDRM), (01), 93-98. P. Bandura, R., Johnson, R., R. Lyons, P. (2014). Voluntary helpful organizational behavior: Recognition of individual attributes.European Journal of Training and Development,38(7), 610-627. Pettigrew, A. M. (2014).The politics of organizational decision-making. Routledge.

Analysis of the Role of Employee Engagement †MyAssignmenthelp.com

Question: Discuss about the Analysis of the Role of Employee Engagement. Answer: Introduction For every business, irrespective of the industry in which it has its operations, labor is something, which holds major significance. This is due to the fact that work of any organization is performed by the labor, be it a small task of shifting a material, or the big tasks involving high skills. This is the reason why the study of any labor market becomes more important. The labor market is highlighted affected by the trends in the international markets. In this regard, there is also to understand the contemporary developments in the involvement and participation of the employees, along with gaining an understanding about the different forms of conflict behavior and the effective way of dispute resolution. In the following parts, a discussion has been carried, which covers these different aspects with an emphasis on the labor markets of Qatar and the business of Nandos restaurant in Qatar. Labor Market of Qatar The labor market of Qatar has been comparatively preserved from the economic crisis which took place recently, all thanks to the oil and gas resources which the nation has. The nation has a thriving economy and it is increasingly becoming the destination of choice for the expatriates. And due to this, a high number of new immigrants are making a shift towards Qatar and this number is rising steadily. There are different job opportunities for the expats in the nation, particularly in banking, trade, construction, and oil and gas industries (Expat, 2017). When an individual has to work in Qatar, there is a need for signing a customary work contract, in the proper form, which clearly provides the salary and the working hours. It is compulsorily written in Arabic and can be accompanied with a proper translation. Where there is a dispute between the two, the Arabic version prevails. There is applicability of a probationary period for all the jobs. The Rights of the workers are respected and properly regulated in the nation. The Women can work without any kind of restrictions in the nation. Though, the professional sectors are usually reserved for the women, for instance, education, secretarial and nursing. Further, a dress code is usually applicable on them, for instance legs covered, no skirts and long sleeves. There is no minimum wage in the nation and the exemptions from income tax are quite attractive. There is also alaw on the working time, which is set at 48 hours for every week. And during the summer time, the working hours are st rictly regulated. The workers are given two days of paid holidays for each year and this is a minimum requirement (Expat, 2017). Doha has the highest population in the nation and 47% of the inhabitants of the nation live there. The labor force of women for 2011 in the nation was 12.3% of the overall labor force, whilst the semi-skilled and unskilled workers contribute to 75% of the total foreign workforce in the nation. So the economic activity for women have improved majorly in the nation and for 2010, they formed 36.6% of the total labor force (Toumi, 2011). The expatriates form 94% of the labor market of the nation and the total workforce of the nation is at 1.3 million. The labor market is increasing in construction sector and is the biggest employer amongst all of the economic sectors in the nation (Soman, 2013). This is due to the fact that the nation has started making the required development projects for the FIFA World Cup 2022 and a need for a higher number of foreign workers has been identified (Bel-Air, 2014). The demarcation in the labor market of the nation has been represented through the image below. Recent Changes One of the major changes which took place in the labor market of Qatar in the past five years includes the abolition of the kafala for the foreign workers which came into force in December 2016 (Gulf Times, 2016). Thislaw which reforms the rules surrounding oversees exit visas and the work contracts in the nation was published in the official gazette of the nation (Kemp, 2016). These changes were reported in the Arabic language Al Sharq and came on application after 14 months of being approved. Through this reform, the foreign workers who wish to leave the nation can apply to the interior ministry for the permission for leaving up to 72 hours before. In case this permission is denied at first, the employees can apply to leave and later on filed a complaint to the grievance committee which has been formed under the new law (Gulf News, 2015). Before this law, an exit visa was required to be attained by the workers which had to be approved by their sponsors for leaving the nation. Through these changes the foreign workers would be able to switch jobs easily when the fixed term contract is brought to an end. Under the previous system, the workers who wanted to leave their job, at the contract end were required to wait for a period of 2 years for returning to the nation to take a new position, even when the old employer objected to their new job (Gulf News, 2015). The rationale behind announcing these reforms stems from the high-profile international campaign which was undertaken by the critics in thelabor laws of the nation which are set to host the 2022 Football World Cup. Qatar was faced with stern criticism from these right groups for their slow progress in reform. This new reform would make things easy for the two million foreigners who contribute to 90% of the population of the nation. By 2020, the number of foreign workers in the nation is set to reach 2.5 million, owing to the major infrastructure projects taken in a direct or indirect manner for the Football World Cup 2022 (Gulf News, 2015). In the past five years, i.e., in the period of 2011-2016, Qatar lacked the information and research which are crucial for decision making and effective policy making for the labor market. There is an absence of a single data source which could consolidate the diversified information of the labor market and this makes it difficult for the stakeholders to assess the relevant data. Due to these reasons, a need was identified by the National Development Strategy to link the databases so that between information can be used for labor market policies and a coordination can be attained for improving the labor market policies of Qatar. Through such a comprehensive labor market information system would help in building and strengthening of the capacity of the key market stakeholders through which, the labor market efficiency can be enhanced (Gulf Times, 2011). Effective Employee Involvement and Participation The involvement and participation of the employees in any nation and for any organization is a major aspect as it provides the opportunities to the employees to take part in the decisions which affect their work in the job being done by them. This participation can be direct participation or indirect participation. The employee involvement relates to the employees capacity to influence the decisions as single individuals instead of the same being made through representatives. Through employee involvement, an environment is created in which the decision of the people is impact other and the actions of such individuals affect their jobs (Durn and Corral, 2016). So, through employee involvement, the employees are consulted and informed regarding the decision making aspects and through employee participation, the employees are involved in the decision making machinery of any company. Through effective involvement and participation of the employees, the traditional and psychological exchange between the organization and its employees can be enhanced. This is due to the fact that when the employees are engaged and made to participate in the decision making of the company, they are able to put forward their view for the best interest of the company and through which, the company can attain growth (Crawshaw, Budhwar and Davis, 2014). For instance, Nandos restaurant Qatar focuses highly on its employees and does indulge in employee involvement and employee participation. Through employment involvement, the employees are made to understand the key goals of the company, along with the significance of these. Further, a plan is presented to the employee, which is set by the management as an attempt towards making the employees committed towards their work. The company is also engaged in employee participation so as to focus the employees as groups in the organization and focusing on the different viewpoints. The employees are given the opportunity to participate in the decision making and the policies of employee participation are carried through representative methods (Foot and Hook, 2008). Through such representations, the traditional and psychological exchange is strengthened. This can be best demonstrated in the company, i.e., Nandos restaurant Qatar. Traditionally the company works at serving its specialty dish, the peri-peri chicken (Nandos, 2017). But owing to the craze around the 2022 football world cup, the company can gear up on the advice of its employees, to prepare for the 2022 football world cup by coming up with customized offers and taking the other advice of the employees. There is a key reason to state the traditional and psychological exchange between the employee and the organization is strengthened through employee participation and involvement. This is due to the fact that that the Medina Centrale at the Pearl Qatar is witnessing a huge increase in the footfall of visitors. Due to this reasons, a number of new restaurants and retail outlets are being opened up. One of these restaurants include Nandos, along with the other famous ones like Sammach, and American T.G.I. Fridays Fatburger (Welcome Qatar, 2015). This is a prime location for the families residing in the region and for the ones who travel to Qatar for business and leisure. This footfall is set to be raised with the coming 2022 football world cup which would see the rise in footfall of visitors being multiplied (Willock, 2016). This opens up both threat and opportunity for Nandos restaurant Qatar. The opportunity lies in gaining the most out of the upcoming rise in footfall; and the threat lies in the rising number of competitors who would want to tap on this increased footfall. And the employee participation and involvement can help the company manifolds. This is because when the employee participation and involvement is attained, the employees are motivated towards working for the company. This is because by being involved in the decision making of the company, the goals of the employees and organization are unified and the employees take extra efforts towards attaining these (Russell and Russell, 2010). An important concept which plays a key role in the effectively catering with employees of a company is union and nonunion form of employee representation. Unions are not just work for the employees, but they also help the employers by minimizing the turnover ratio and helps in bringing down the costs of hiring and training which are associated with the new employees. The members are encouraged to be a part of the social welfare society and take the advantages of it. There is also a non-union form of representation. The key difference between the two is the joint consultation which takes place between the employees and the management. Both these type of types help the company in promoting and supporting the work towards the betterment of employees. And by indulging in such activities, steps are taken towards employee engagement and involvement (Kersley, Alpin and Forth, 2013). Employee participation and involvement motivates the employees internally as a sense of belongingness is created amongst the employees. The employees feel committed towards the goals of the organization and this also gives away with the need of constant monitoring of the employees (DesJardins and McCall, 2014). So, instead of making the responsibility of Nandos restaurant Qatar to tap on the opportunity which is presented with the football world cup, the employees, through participation and commitment would take the responsibility upon themselves to be the best. When the need of the organization to tell its employees to work towards the growth of the company is eliminated, the need to indulge in channels of traditional and psychological exchange is automatically strengthened. This is because the motives of both the employees and the organization are aligned. Also, with the recent changes in the labor laws, the issues which were earlier faced by the foreign workers, has been eliminate d, which has inculcated a sense of belongingness, even in them (O'Toole and Mayer, 2013). This is in particular reference to the abolition of the kafala for the foreign workers. Hence, it can be aptly stated that effective employee involvement and participation strengthens both the traditional and psychological exchange between an organization and its employees (BBC, 2016). Recent Trends in Industrial Action A workplace is a place where the people interact in regular manner and this often leads to conflicts and disputes due to the difference in views of the labor. This could be individual conflict, which takes place between the employees or an employee and the organization; or it could be a collective conflict, where groups of employees are in conflict with themselves or the groups of employees are in conflict with the organization. This necessitates the adoption of different kinds of conflict behavior and dispute resolution. The recent trends in industrial action also have a unique role in the approaches and skills which are required to effectively manage such conflicts and disputes. One of the recent industrial changes in Qatar was the abolition of the kafala system. Through the changes brought through this system, the improvement in the working environment has been anticipated due to efficiency as one aspect and the end of illegal practices of selling of visa and the prevention of bogus companies from making a misuse of the visa laws, as another aspect (Kemp, 2016). Amongst the major change is the abolishing of the two year ban which was earlier imposed on the expatriates, who have the intention of coming back to the nation by taking a new visa. The previous requirement was to attain a no-objection certificate from the previous employer in order for an ex resident to get a new job in the nation. Though, this sponsorship system has been abolished through the new legislation and allows the expats employment and stay based entirely on the contract where the contract is signed by the foreign worker before they land in the nation (Kemp, 2016). The need for abolishing this system stemmed from the conflicts which were caused due to this. Due to the employee needing a no objection certificate, often they faced friction from their previous employers in being given this document. This led to difficulty on part of the employees to shift from one company to another and thus, resulting in a conflict between the employee and the company. Also, conflicts took place between two companies when the issues revolved around transferring of sponsorship from one company to another (Scott, 2014). A conflict not only results in friction between the employees, but also reduces the efficiency of the company as a whole. This makes it crucial for the companies to take needful steps in managing the individual and collective conflicts and also to deal with the disputes taking place within the organization. By taking certain steps in this regard, the conflicts at workplace can be eradicated (Raines, 2012). Some of these have been stated below. The first and the foremost manner to resolve a dispute is to listen to the issues being failed by the employee to understand the key issue behind the entire conflict. There is no need to take stands or believe in what is being told, but to simply listen so that the required steps for dealing with the issue, in an effective manner, can be undertaken (Roche, Teague and Colvin, 2014). There is also a need to gather the group and arrange of meeting between the parties who are in conflict so that the issue can be discussed. In such meetings, chance can be given to the employees to speak about their issues and for the other side to present counter claims. However, care has to be taken that the parties do not indulged in heated arguments at such meetings and try to take steps towards resolution of the conflict. So, there is a need to tell the parties that the problem has to be attacked and not the individual with whom the problem is. Mediating a conflict is a very challenging task and so, the task of the mediator becomes all the more significant (Doherty and Guyler, 2008). A key point is to never be partial towards any of the parties in the conflict. So, opinions of a particular side cannot be favored over the other. Only by considering the issues and points of both the sides, can the solution be attained (Bisk, 2017). Conflict resolution has to be taken at the earliest as any delay in solving the issue can escalate it. However, this does not mean that conflict resolution is to be hurried whereby the situation is not properly considered (Bisk, 2017). There is a need to understand that ignorance of conflict would only spiral it and not resolve it. And it can further propagate disagreements and conflicts (Heathfield, 2016). There is a need to promote teamwork, team engagement and work towards promoting the sense of unity in the team. In this regard, there is a need to motivate the employees and to inculcate in them, a view that through effective teamwork, the projects can be successfully completed (Bisk, 2017). The power of motivation and encouragement has to be used to deal with conflicting situation by modeling cooperation and teamwork (Bisk, 2017). A standard form of resolving the disputes can be found in the different forms of alternate dispute resolution. This is the most successful manner of resolving the dispute, without having to go for a litigation, i.e., in court trial to solve the issue. The three key forms of alternate dispute resolution include arbitration, conciliation and mediation. The crux is the same in all these forms, where a third party is elected by the disputing parties, who listen to both the sides and makes a decision, which is suitable for both the parties. The entire proceeding under these form remain private and confidential, and results in timely solution to the dispute (Nolan-Haley, 2013). Even though the theme of conciliation, mediation and arbitration is the same, there are quite a few differences in the three dispute resolution methods. The main difference between these three can be found in the fact that the arbitration award is binding on the parties, whereas the decision given in mediation and conciliation, is not binding, till the same is enforced by a court order. Further, for using arbitration, it is important that the same is provided under the contract. Also, the proceedings under arbitration are almost court like, whereas the same is not the case in the other two methods (Surbhi, 2016). Even though mediation and conciliation are two words used interchangeably, but under dispute resolution, these differ. Conciliation is a comparatively formal method in comparison to mediation. A conciliator is an expert in the field where an attempt is made to adjudicate the matter, whereas the mediator is just an expert in communication and negotiation (Difference Between, 2012). Conclusion The discussion carried in the preceding parts highlighted the significance of labor for every company. The contribution of labor to the organization is something which makes or breaks the company. Hence, the companies indulge in motivational activities and also adopt the techniques where employee engagement and involvement is promoted. This helps in unifying the goals of the employee and the companies, as the employees are involved in the decision making of the company and take steps towards the betterment of the company. The discussion also highlighted the present condition of the labor market in Qatar and the prominent changes made in the recent times in the industries of the nation. The most significant in this was the abolition of kafala system, the reason of which is given to the offered critics for the labor laws of the nation, which are set to host the 2022 Football World Cup. This has helped the foreign workers as the issues which they faced under the earlier regime have now been abolished. Also, the discussion highlighted how Qatar is gearing up for this event and this presents a unique opportunity for Nandos restaurant Qatar to increase its profits and grow by tapping on the increased footfall with this event. References BBC. (2016) Qatar abolishes controversial 'kafala' labour system. [Online] BBC. Available from: https://www.bbc.com/news/world-middle-east-38298393 [Accessed on: 22/08/17] Bel-Air, F.D. (2014) Demography, Migration, and Labour Market in Qatar. [Online] Gulf Research Centre. Available from: https://cadmus.eui.eu/bitstream/handle/1814/32431/GLMM_ExpNote_08-2014.pdf?sequence=1 [Accessed on: 22/08/17] Bisk. 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