factory work
The task has low task autonomy. From the video, there is no substantial freedom given to the worker, independence, and discretion given to them while doing their work. The workers do their work under stiff instruction, and they do not have a greater responsibility for the outcome of their job. From the video, it can be observed that the workers strictly adhere to the job procedures manual. Workers have a strong personal responsibility to make sure that the metals need to be screwed and that no one lazy around. In case they miss one, they are forced to look for the missed plates and screw them. Besides, when the worker took a break to the loo, it can be seen he is harassed to go back to work.
The factory work has high task feedback. The work activity of an individual requires a direct performance for the effectiveness of the general workforce. The performance of the workers shows whether the work has been incorrectly or is correctly done. For example, when a worker misses a plate, they make sure that they do it for accuracy. This affects the general work performed. Workers are needed to commit themselves and to avoid omission to do more effective work.
The factory work has a high task structure. Each worker has their own roles to play. The work is well defined, and it can be observed from the video that the job has detailed job descriptions and procedures. Besides, it can be seen that a manager instructs the worker to adjust the speed for section five in the factory. Every worker knows his role in the factory. The workflow is maintained in the factory as it can be observed. For example, the workers are placed in a series manner such that one has to perform his work to enable another person to work.
The task shown in the video has high task interdependence. The degree at which coordination and synchronization for group work in the factory are high. The workers need to be coordinated and synchronized to accomplish the desired goals and achievement of the work. The efforts of each worker must be coordinated with other workers for the team or the group to succeed. It can be noted when a worker took a short break, and there came another person who substituted him for a continuous flow of work.
Q2. According to the Competing Values Framework, the company showed in the video has a clan or family cultural dimension. Zappos family organization has a more significant concern for flexibility about their workers. There are no strict rules, procedures in the company, but people are driven through vision, shared goals, outputs, and outcomes of the organization.
I would definitely like to work in this organization because it seems to offer a flat organizational structure, no hierarchy, and workers work more autonomously. It has a sense of family as people work together, and workers are driven with loyalty to one another. In this kind of cultural dimension, employees are likely to be appreciated for their good work and are criticized constructively if they do wrong without hurting their sentiments. Can you work in a company where you are not being appreciated? Precisely, I would love to work in such a company.