Learning Diary: Solution for Question No.

-3

Question3: Choose any two positions in your organization and explain the differences in
implementation of four design challenges explained in chapter IV. You need to choose one position
that can be categorized as mechanistic, while the other should be organic. Also explain the variations
of people and reward dimension of star model across these two positions.

Answer: To explain the differentiation in four design challenges, I wish to choose two positions 1. Sr.
Manager- Drilling & Blasting and 2. Sr. Manager-Mine Planning from my unit- Sukinda Chromite Mine.

1. Sr. Manager - Drilling & Blasting works under vertical of Head mining operation and is responsible for
one of the key activity in mining operation i.e. drilling and blasting. Head Mining operation reports
directly to chief-mining who in turns report to General Manager. Sr. Manager-Drilling & Blasting works
as a part of mining operation vertical and responsible for one of the critical part of operation both from
production and safety point of view. Under him there is 3-4 layers of hierarchy with specialization of
task. Their functioning style seems to me more of mechanistic type.
2. While Sr. Manager - Mining Planning works under vertical function of Head-mine planning and legal.
Head Mining planning report directly to General Manager. Sr. Manager-Mining Planning used to chart
out for mining schemes (which is ultimately get followed by Mining team), oversees different regulatory
compliances related to central and state govt and take care of environment related compliances. His
team include 3-4 manager level officer and same no of employees who all works in close coordination
and more interdependent way. They get face different type of situation often and must have to come
with some innovative solution. Their working style seems to me more of organic type.

Let me discuss here in more illustrative way how different design challenges differentiate two position
or their respective section as Organic and mechanistic type-
(Sr. Manager-Mine Planning and his section) (Sr. Manager-Drilling & Blasting and his section)
How to ensure Individual specialization, role differentiation and Interdependencies?
A. Interdependencies- Even though each member has A. Interdependencies- In drilling blasting team skill
individual skill set in this team still by nature of task sets are more clearly defined by design or by statutory
faced they must work in a task force based form. For requirement. For example- a magazine in charge role
any challenges like making new plan, replying govt can’t be done by anyone other than authorized
queries or ensuring visit of regulatory officials they person. So, there seems to be lesser interdependency
must work in a more interdependent way. of job though whole task is interdependent any way.
B. Role based differentiation- Therefore, Joint B. Role based differentiation- Employees will work
Specialization is required, where people can work separately and specialize (Individual specialization) in
together and coordinate their actions. Here, Vertical one clearly defined task. Dealing with complex matters
Differentiation is less and Horizontal Differentiation is requires higher authority like for any change in
more for different activities like survey, environment blasting schedule only Sr. Manager- Drilling Blasting
monitoring, planning etc. will take decision. Therefore, Vertical Differentiation
will be more.
How to balance differentiation and integration?
C. Differentiation Vs Integration-In this section for C. Differentiation Vs Integration - In blasting
solving any new problem, requires high level of operation, Hierarchy of authority is clearly defined. Sr.
 Learning Diary: Solution for Question No. -3
coordination. Then for implementing those solutions,
other functional heads must be convinced to allocate
resources like stopping particular operation during
Govt official visit Therefore, a task force or team must
be constituted to achieve desired targets. (Complex
Integrating mechanism)
How to balance Centralization and decentralization?
D. Centralization Vs Decentralization- Such Regulatory
and more of statutory compliance related task require
more dynamic and competent people from wide range
of associated knowledge. People in this department
takes responsibility and generally become competent
thanx to their experience and training that they take
decision at their level specially at field level. Though
for external reporting this section is also centralized.
How to manage standardization and mutual adjustment?
E. Standardization- While making mine plan or while
designing plantation scheme there may be different
solutions with change in time. Hence, a standard
solution may not fit for all. Standard work processes,
tools etc. may not be much applicable. Therefore,
more of mutual adjustment is applicable in this
function rather than standards.
Application of Star Model In terms of People
Employees should have varied skills related to
computer knowledge, mining software knowledge,
updated with Govt rules and regulations etc. They
should have the ability to work in teams, co-ordinate
with each other. People with high task performance
and achievement orientation are rather preferred. HR
policies and training are accordingly designed in such a
way that people in this section becomes more flexible
to work in a team and face different situations.
Application of Star Model In terms of Rewards
Compensation and rewards are for group
achievements- like new task achievement etc. people
in this section are better motivated by non-monetary
rewards such as recognition and challenging task. It is
difficult to measure individual contributions in this
scetion. Recognizing the teams for their achievements
may be a better motivator than monetary benefits.
Manager may easily review and appraise the actions &
effectiveness of any employee. Therefore, simple
Integrating mechanism in terms of hierarchy is
sufficient. Sr. Manager-Blasting Foreman-Magazine in-
charge/Mining Mate is clearly defined integrating
steps and this is done through hierarchy of authority.
D. Centralization Vs Decentralization – Blasting is such
a critical operation from safety point of view that here
decision must be taken in more centralized way to
avoid any untoward situation. Although an employee
at different level are competent but in most cases,
decision making authority remains with Sr. Manager or
Blasting foreman. Most communications are vertical
only. Hence, authority is mostly centralized.
E. Standardization- Drilling and blasting is a regular
nature job, and is bound to be performed within as
per the SOP only. A slight deviation from SOP may
cause major disaster. Sometimes, out of box actions
may be allowed, but only after centralized permission
only. Therefore, Standardization is more important in
this function.
Employees in this section need to be highly skilled in
their task like drilling, blasting, hole charging. Their
task is more of monotonous type. While selecting
people for this section skill set is very important. Their
training and capability development is planned
accordingly. People have very limited learning
opportunities outside their function. People are more
trained for particular skill set and SOP of the task.
Appraisals are based on individual performances, since
each employee is mostly doing his own task. People in
such roles may tend to monetary benefits rather than
recognitions as other people in the organization may
not be able to appreciate their contributions due to
repetitive nature of task. People are identified for
rewards based on the discipline and implementation
of SOP knowledge of employee.