HUMAN RESOURCES &

ORGANIZATION
Session 2 Design of Work

NEOMA Business School

Rouen Campus
PGE Program
Fall, 2023-2024

Instructor: Hubert Grimonprez

Department: People & Organisations
1
© Copyright NEOMA Business School. All right reserved
IN THE SECOND SESSION
Introduction

1. Structuring Work

2.Supervising Work

3. Managing Flexibility

4. Managing Work-life quality

2
What will you learn?

3
 After getting the first promotion in your company,
you become a frontline manager, what would be
your major mission?

Frontline manager are the

one to whom non-managerial
employees report

PERFORMANCE ORIENTED
SUPERVISION

4
Dual tasks as employer's representative

STRUCTURING
WORK

SUPERVISING
WORK

5
 Structuring work:
Who does what?

VERTICAL HORIZONTAL
Two dimensions of
task specialization

strong vs strong vs
weak weak

6
Scientists in R&D labs Strategic planning by
senior management
Horizontal
strong or
weak?

Vertical
strong or
weak?

Assembly line workers Restaurant food servers

(repeated tasks) Horizontal
strong or
weak?
Vertical
strong or
7
weak?
 Supervising work:
Coordination Mechanisms

Direct Mutual Process

Supervision Adjustment Standardisation

Qualifications Results Norms 8

Standardisation Standardisation Standardisation

 How to Get Things Done?
Mutual
adjustment

Direct
supervision 9
How to Get Things Done? (cont’d)
Qualifications
standardisation

Process 10

Standardisation
How to Get Things Done? (cont’d)
Results
standardisation
Norms
standardisation

11
Beware of
hybrids

12
Reading and discussion:

Going back to Ms. Raku’s case, what types of

coordination mechanisms has she used over
the time of evolvement of her pottery
company?

13
14
 Increasing
complexity of
managerial
work

More flexibility？
More stress？

15
Managing flexibility…
Developing
the ability to
produce goods
and provide
service in variety
and abundance
at relatively low
cost and maintain
high quality 16
Forms of flexibility

NUMERICAL

FUNCTIONAL

TEMPORAL

FINANCIAL

TECHNICAL

17
A plural concept

18
 Core & Periphery workforce

Internal
employment
market

External
employment
market
High commitment vs
low commitment HRM
19
 Short term vs long term
flexibility
SHORT TERM PREDICTABILITY

The ability to make rapid changes through the

use of job designs and employment policies
that allow staff to be easily recruited and
trained or easily laid off as circumstances
require.
LOW COMMITMENT HRM

20
 Short term vs long term
flexibility
LONG TERM ADAPTABILITY
The ability to make rapid and effective
innovation through the use of job designs and
employment policies that encourage people to use
their discretion, innovate and work in new
ways for the sake of the organization as
circumstances require.
HIGH COMMITMENT HRM

21
22
 Managing work-life quality
A feeling of well-being at work, perceived
collectively and individually, which includes the
atmosphere, the culture of the company, the
interest of work, working conditions, the
feeling of involvement, the degree of autonomy
and empowerment, equality, a right to
make mistakes, recognition and valorization
of achieved work.

Article 1. ANI (2013)

23
Work-life quality for mandatory
annual negotiations

24
25
PSR

26
 European Agency for Safety & Health at Work

Psychosocial risks (PSR) arise from poor

work design, organization and
management, as well as a poor social
context of work, and they may result in
negative psychological, physical and social
outcomes such as work-related stress,
burnout or depression.
27
Work related (WMSDs/TMS)
Musculo-Skeletal Disorders

>20% French population

suffer from WMDSs

28
 Presentation - Group 1

What are the Causes &

Consequences + Costs
of PSRs?

29
 Presentation - Group 2

A) What are the Causes &

Consequences + Costs
of WMSDs?

B) How can managers

prevent them?

30
Presentation - Group 3

How can managers

promote
work-life quality?

31
Factors may reduce PSR
1.Psychological 2. Organizational
Support Culture
3. Clear Leadership & 4. Civility &
Expectations Respect
5. Psychological 6. Growth &
Job Fit Development
7. Recognition & 8. Involvement &
Reward Influence
9. Workload 10. Engagement
Management
11. Balance 12. Pyschological
Protection
13. Physical Protection 32
Debrief: Preventing WMSD
Mechanization

Job Rotation

Job Enrichment

Team Work

Workplace Design

Work practices

33
How Cora solved WMSD of cashier?

34
Get prepared
for the next
session and
see you next
week!

35