Motivation Is One of the Types of Work Ethics

Brickely, Smith, & Zimmerman (2017) states organizational architecture is three legs of a company. The first is the assignments of decision rights. The second are the methods for rewarding employees. The third are the structure of evaluating systems for analyzing the function of individual level and the different units within a company (Brickley, Smith, & Zimmerman, 2017). It defines the roles of the position with the different units. Corporate culture blends with organizational architecture because it defines how the authority is organized within a company, how employees are being compensated, and the social environment and mission within the company.

My current company Scott and White hospital is an example of this. Scott and White mission is, “to serve all people by providing personalized health care, educating, and research as a Christian ministry of healing” (About Scott and White, n.d.). All the employees demonstrate with the company culture making sure they have a caring interaction with every patient. The employees are able to deliver medications and educate the patients about it with confidence.

The company shows they appreciate their employees by giving bonuses. According to Brickley, Smith, & Zimmerman (2017) states that in groups the free rider problem can be enormous in large groups. In this situation Billy Riggan is working with a group of free riders. Billy is doing all most all of the work with Always Round Tire. Even though he is in charge of all technical developments, everyone has to work as a team, so Billy needs the research scientists input as well.

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By them going to play tennis during work hours shows that they don’t care about the project. They will also receive all the benefits from the project with no input. Billy feeling like he is being overwork is causing frustrates towards the scientists, which shows bad management on his place.

He may not say anything because it could cause more problems or tension, but with this continuing Billy will develop resentment towards the employees. With team works comes with different mindsets and knowledge to be able to produce a great outcome. He is lacking the extra knowledge that all the employees could bring into the project. When teamwork is not affected, then the team will fail and the company would not succeed (Brickely, Smith, & Zimmerman, 2017). Always Round Tire is able to use seniority positioning for lower level positions because the position is most objective. This position doesn’t promote the favorite person because it is solely based on their experience and skills (Brickley, Smith, & Zimmerman, 2017). The higher-level position requires a different set of skills like reporting, decision making, and strategy. With the company not providing the necessary training for these positions will cause a transition problem. It will be hard for employees to transition from the operational work to the business/ reporting part of the company.

Shop floors supervisors and team managers are known as blue collar in the company (Brickley, Smith, & Zimmerman, 20017). This means a younger employee does not get to become a boss to an older more experienced employee. A younger employee could have more experience if they began working at a very early age and which will make them more experienced than an older employee. With this seniority system, it gives all the employees a chance to become a senior at one point. The system breaks down for the higher positions doesn’t mean that the employees is more skilled, qualified, or even right for the position. For any higher-level position, employees need management skills and experience. With experience has to also come education. Actually, working in a management position with education behind someone would make them more qualified than someone being at the lower position for 20 years.

With the experience the employees have, their education, and knowledge about management will have to be obtain before receiving this position. It is best for the company to have the seniority for the lower level positions. Economists should be concerned with free riders in their teams. Companies fail because of these problems. Companies have to develop a plan on how to prevent free riders in their company. The free riders are not learning anything within the company because they aren’t improving their work ethics. The major problem with rewards or bonuses is they are given to the whole team. So, the employees who didn’t provide any work towards the project or any effort will still receive the same rewards or bonuses as the members who put in a lot of work. This cause cost the company a lot of money and burdens. Brickley, Smith, & Zimmerman (2017) states there are different solutions to resolve free rider problems.

They state peer evaluations will allow the team members to evaluate performances and efforts. This will dictate which employees are actually participating. Another way is resolve the problems are creating assigned tasks. This way then it is time to put the whole project together, the team is able to see which task is not completed. The 360-degree performance evaluation are able to be implemented into a company so they can obtain a complete evaluation for the employees (Brickley, Smith, & Zimmerman, 2017). Problems that could occur are with the evolutions from the managers, co-workers, and the customers. A customer can have a different evaluation on a person then what the manager or the co-workers have. When it comes to self-evaluations it will always show in favor towards that person which might not always be true. It will become difficult for the company to determine the actual performance levels of the employees.

The informative principle includes conditions for information received of the employees at a low cost. What I learned from this course gave me a better understanding of what economic analysis and organizational architecture exactly is. I was able to learn that if one leg of an organizational architecture is changed then the others need to be adjusted as well. With my current job at Scott and White hospital, I was able to bring suggestions I learned to this company, like improving our evaluation systems which was a little problem in my department. I was able to share different methods that could work for my company. Which resulted to us coming to an agreement with what could work for us. Being the lead pharmacy technician, I am able to make great decisions based on the information I have received in this class. Now I am able to understand the relationship between economic analysis and organizational architecture for conducting businesses and functions. As stated in Saint Leo’s values of Responsible Stewardship, my company also hold these values for managing resources entrusted in a responsible manner.