06 Oct Structure for Work-Life BalanceThis course has maj
Structure for Work-Life BalanceThis course has major project assignments that will be due in Weeks 3 and 5. It will take more than a week’s effort to adequately complete them. Plan time to start the research and other work for those assignments earlier than the week in which they are due.Most organizations face a major challenge with the performance of their workforce. With limited funds, organizations are constantly struggling to produce more with less. At the same time, employees are faced with increasing job responsibilities and challenges to work-life balance. As the pressure for performance continues, organizational design has to be smarter about the efficiency of employees and the opportunities provided to strengthen work-life balance.Using the organization, you selected in Week 1 JFK, analyze the organizational design from the perspective of increasing demands for working hours, work-life balance, and employee efficiency. Building off your learning in the discussion forum this week, address the following topics:Submission Details: Additional RessourcesSociotechnical SystemsSociotechnical systems theory describes the activities of an organization by analyzing the interactions between employees and the technologies used to complete tasks. These interactions are explored through behavioral science and systems thinking. The systems of technology and the social systems of human behavior are aligned to improve the performance of an organization. This alignment results in efficiency in an organization’s work processes through optimization. This organization-wide initiative seeks overall optimization through joint optimization of each organizational subsystem. Each subsystem focuses on improving autonomously through group and team-based organizational learning or design activities. Changes affecting one sociotechnical subsystem can have unanticipated effects on other subsystems. Organizations use change management methods, such as organization development (OD), to coordinate with key stakeholders in each subsystem for the planned change. OD professionals then coordinate with management consultants who improve specialized areas within each subsystem in the organization. The sociotechnical systems approach is also the foundation for organizational learning theory, innovation leadership theory, and many other modern perspectives on organizationsThe Impact of TechnologyFrom the advent of numbers to the creation of the printing press, the internal combustion engine, electricity, and modern personal computers, technology has assisted performance in all aspects of human lives.One good example, Information technology (IT), replaces paper record keeping, improves the human communication ability, automates business processes, and provides creative tools for employees. IT requires significant upkeep in the form of software upgrades, hardware upgrades, networking, security, and end-user technical support. Collaborative networks use technologies allowing real-time work to be completed on a document, presentation, or project with the input of multiple employees in multiple locations.Although technology represents efficiency in the workplace, it can also reduce the work, work hours, or jobs for employees. As human effort is replaced by technology, workers must learn new ways of completing tasks. Technology also provides new ways to educate employees and students. The course you are currently taking is an example of eLearning, which demonstrates the profound effects technology can have on society.Work-Life BalanceWhile technology has had a lot of positive influence on organizational effectiveness, it has also created some major challenges. One of these challenges is the work-life balance that many people struggle with in everyday life. With the advancement of technology, work related tasks can now appear in mobile devices eliminating the boundary between personal time and work time. How can an employee find a healthy balance between work and the rest of life?One of the root causes of this challenge is the need for more performance. As the global competition becomes fiercer, organizations are placing this pressure for performance onto their employees without adjusting their structures. Rather than pushing employees to work harder, leaders can also help employees work smarter. The conscious efforts of organizations to help employees work smarter have yielded positive results. Within the organizational design, time has to be spent on learning how to be more efficient with everyday activities (Sun, 2007).Reference:Sun, T. (2007, July). Survival tactics: Top 11 behaviors of successful entrepreneurs. Westport, CT: Greenwood Publishing Group. ISBN-10:0275994708Just like in athletics, where athletes spend the majority of their time improving their skills and then perform at game time, organizations can also design time for employees to learn to be more efficient. For example, organizations can set aside 20 minutes every other day for employees to reflect on their challenges in the job, create new ways to be more efficient, and develop ideas to overcome these challenges. This activity would be something in which one would engage at the start of the day when the mind is fresh and not occupied with daily pressures. Such a systemic practice can mitigate many major organizational challenges while providing the space for employees to work smarter. Technology would also play a role in sharing these new ideas across the team.
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