墨尔本代写Assignment:制度中的团体工作

墨尔本代写Assignment:制度中的团体工作

墨尔本代写Assignment:制度中的团体工作

集团工作是公司制度体系中的重要和必要的工作。首先,小组工作可以提供一个头脑风暴来一起研究这个问题。各种各样的想法,想法和创意将被想象成组形式。例如,国际办公室可以为所有员工提供更适用和实用的工作资源。当员工接受进一步的培训时,他们可以接触到团队合作的成果,所有资源的整合,头脑风暴的本质和社会工作的价值。

可以提供一个广泛的访问互动。这是制度理论倡导者的整合。小组工作合理、公平地分配每个参与者的责任。为了获得成就,参与者应该进行沟通和合作。在这段时间内,公司的所有部门都受到高度重视。同时,建立了一个强有力的工人关系。这一点也可以解释建立客户关系的必要性。公司应积极主动地考虑客户的维护。该机构不应过分强调表面的利润而非忽视长远利益。

小组工作是一种创新的、新颖的方式来表达对制度化的现象的真理。小组工作可以巩固公司在一家公司的结构的可靠性和有效性。唯一的工作通常是缺乏关于这个问题的强有力的证据。在一家公司里,由于日常工作的刻板印象,一些工人被大大地制度化了。敢于挑战,勇于创新,勇于创新,勇于接受挑战,不适合公司未来的发展。小组工作可以克服传统工作模式的刻板印象。人们受到充分的刺激,并鼓励冒险尝试和面临更多的挑战。在表面上,集团在机构中的应用似乎不成本削减。然而,更多有经验的员工的利益,社会工作框架的增强和公司的工作基础的巩固是在长期的期望。

小组工作可以减少最小动机的不良影响。在一个机构中,参与者总是很积极地接受团队合作。他们能克服孤独和胆怯的限制。他们开放给别人展示他们的团队成就。在这个程度上,一个工人的潜力受到了很大的激励和刺激。公司将受益于小组工作的结果和员工的技能和互动的进步(舒尔曼1999)。

该机构应该把他们的视线从长远来看。他们不应该仅仅因为进度计划而实施这个项目。他们应该考虑长远发展的未来。小组工作是获取信息的必要工具,培训技术工人,为员工提供具体的比较。在制度上,集团工作可以提供整合资源和合法性的工作体系,以降低非营利组织的潜在风险。此外,不合理的结构和系统将得到改进,并使之适应系统的实际应用。]
墨尔本代写Assignment:制度中的团体工作

Institutionalization is quite common in a company. Employees get routine life everyday. This phenomenon is inevitable actually. However it is the company’s responsibility to make the change. The characteristics are very apparent such as the little room for new development, numbness for accepting new ideas and no spur to take any challenges. The reason for the appearance of stagnation in the institution can be divided into two aspects, internal factor, and external factor. Three approaches have been advocated in this article to consolidate the institutional function in the company.

 

Employees receive training to do their work, which they are quite familiar with. The expertise makes them perfect in their field. However the model of working has been created after a period of time. Room for advancement is slim. The institutionalized employees are paralyzed to take any risk for challenges or opportunities. No new ideas are posted or created under such routine working model or structural system. The company will fall into the dilemma of stability and fossilization.

 

The reason to explain such phenomenon can be classified into two categories. Internal factor is the inside need for employees. They get used to the model-the institutional system in the company. They are the institutional tool for the company. Employees like that do not have ambition to make the change for work. They are trained to accept the task allocated to them. External factors are the policy of the institution, the structure of the working system and the superficial sight of the company. The company should have its unique working system. The institutional system will be unsuitable despite the perfect advantage it has. Training should be in accordance with the acceptance of the employees. More suitable training program, further working experience in the international office and corresponding theory study should be provided by the company. Company should be committed to producing the outcome such as the profits, the choice of appropriate institutional system and the reasonable allocation of human resource.

 

First, the company should put the improvement and management of the institutional system in the first place. Managers should consider making some change about the structure of the institution if no obvious improvement of the working system is made. Secondly, company should fully make use of the institutional advantages, such as efficiency, convenience and viability. Finally, the company should take the need of employees into account. In other words, the company should rethink the need to make employees feel encouraged and stimulated all the time (Galaskiewicz, 1985). Human resource is the main participant in the overall institution.

 

For a company, innovation and originality are imperative elements in the institutional system. Managers should make their decision in the long run. Long-term preparation for company will definitely bring more profits for the company. Institutionalized employees should be offered more motivation, urge and courage to confront the potential risk. Meanwhile, employee should be given more chance to interact with experienced workers. Opportunities lie in the innovative reform and original ideas to make some change about the routine model which can not be profitable for a long run.

 

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