Week 4 Part A: Workplace Psychology: Organizational Structure and Work Analysis

Learning Objectives

• Summarize the purpose of work/job analysis and various methods of conducting it.
• Summarize basic organizational structure types as presented in lectures.
• Summarize the purpose and utility of ANZSCO codes and other similar systems.
• Summarize the purpose and intent of the Position Analysis Questionnaire (PAQ).
• Explain and contrast criterion deficiency, relevance, and contamination.

Organizational Structure

• Definition: A system outlining how employees are to act at work to achieve the organization's goals.
• Functions:
  • Divides, groups, and coordinates job roles.
  • Establishes rules, roles, and responsibilities.
  • Determines information flow between organizational levels.
• Successful structures clarify each employee's job and its fit within the organization.

Creation Factors of Organizational Structure

• Work Specialization: Division of tasks into separate jobs based on task analysis.
• Departmentalization: Grouping jobs, e.g., by function or activity (e.g., accounting, sales).
• Command Chain: Hierarchical structure for authority and reporting.
• Control Span: Determines the extent of managerial reach.
• Centralization/Decentralization: Where decision-making authority resides.
• Formalization: Directives governing work roles.

Types of Organizational Structures

1. Hierarchical Structure:

   • Centralized, clear command chain from top (CEO) to bottom.
   • Advantages:
     • Defined authority and responsibilities.
     • Clear reporting lines.
     • Career progression paths.
   • Disadvantages:
     • Bureaucratic hindrances to innovation.
     • Potential communication inefficiencies.
     • Lower employee input and ownership.

2. Functional Organizational Structure:

   • Independent management of departments.
   • Advantages:
     • Focus on specialization.
     • Scalable across company sizes.
   • Disadvantages:
     • Can create silos and poor inter-department communication.

3. Flat Organizational Structure:

   • Few management layers, less supervision.
   • Advantages:
     • Quick decision-making and enhanced communication.
   • Disadvantages:
     • Less clarity in reporting lines.
     • Growth challenges with larger teams.

4. Matrix Organization Structure:

   • Cross-functional teams for specific projects.
   • Advantages:
     • Promotes innovation and skill development.
   • Disadvantages:
     • Potential conflicts in reporting to multiple supervisors.

Work Team Characteristics

• Definition: A social unit in an organization sharing objectives and responsibilities.
• Types:
  • Problem-Solving Teams: Focus on specific challenges.
  • Creative Teams: Innovate new products/services.
  • Virtual Teams: Work remotely using technology.

Job Classification

• Purpose: Categorizes jobs into families and defines the requirements.
• Key systems:
  • Dictionary of Occupational Titles (DOT): Broad job descriptions.
  • ANZSCO: Australian and New Zealand job classification system.

Work Analysis/Job Analysis

• Definition: A systematic process for gathering and analyzing information about job content, worker attributes, and work context (physical, psychological conditions).
• Importance:
  • Critical for HR functions such as recruitment, performance appraisal, and job redesign.

Major Performance Criteria

• Production, sales volume, turnover, absenteeism, workplace accidents, citizenship behaviors, and adaptive behavior.

Criterion Deficiency, Relevance, & Contamination

• Conceptual Criteria: Ideal standards for evaluation (what makes a good worker).
• Actual Criteria: Standards applied in evaluation.
• Criterion Deficiency: Aspects of conceptual criteria not measured by actual criteria.
• Criterion Contamination: Extent of actual criteria measuring unrelated aspects.

Conclusion and Notes

• All methods of work analysis have strengths and weaknesses; often, a combination of approaches is most effective. Employees’ roles in organizations can be aligned more precisely through detailed job and work analysis, ensuring effective use of resources and talent. Understanding the definitions and structures helps in enhancing organizational function and performance evaluation.