Essays on Work-Based Incentives and Dispersed Decision-Making Assignment

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The paper "Work-Based Incentives and Dispersed Decision-Making" is a perfect example of a business assignment. The new social perspective emerging mainly because of globalization as well as the new information and technologies calls for new types of organizational management within each and every company type. As a result, my workplace has adapted to this new reality and reformed the organizational managerial model to an organization with dispersed decision-making. The organization is characterized by its varied missions, plural organizational structure, whereby its powers are distributed across the whole organizational hierarchy and its activities are operated in an extremely specific management system.

Considering that personnel in the organization enjoy working independence in addition to taking decisions allied to their activities, management of the organization is challenging to the organizational managers (Gerhart, & Milkovich, 2000). Since the organization is bid and diversified, it is not logical for only a few people to possess all the resources for achieving all organizational goals and objectives. Consequently, it is not practical to concentrate decision-making power at the top. In addition, the organization is geographically dispersed and hence dispersing decision making facilitates direct supervision of the organizational operations on daily basis.

The purpose of dispersed decision making in the organization is that to facilitate faster decision making as well as improved adaptability to local conditions and context (Porter, 2006). Dispersed decision making operates through implementing various types of teams. As a result, the organization has established self-directed work teams as the fundamental production group. At other organizational levels, the organization has established cross-functional teams on a permanent basis as the common way of carrying out the organization’ s work. In order to ensure dispersed decision making, the organization has taken various steps, for instance, expansion of the scope of jobs, engaging employees in problem-solving along with planning, in addition to fostering open communications and this has resulted in increased job satisfaction and improved performance among organizational employees.  

References

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Gerhart, B. & Milkovich, G. (2000). Organizational differences in managerial compensation and financial performance. Academy of Management Journal. Vol. 33:662-69

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Porter, L. (2006). Employee responses to formal performance appraisal feedback. Journal of Applied Psychology. Vol. 71: 211-218

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