HR AND THE RESPONSIVE ORGANISATION         

Particular techniques that have helped in redefining jobs in this manner can be worth mentioning here:

1. Flatter organisations: Mostly progressive organisations have opted in favour of trimming the 'flab' at the top level, dropping the traditional pyramidical structures to hardly three or four levels. Since the remaining managers are left by more people reporting to them, they may supervise them less, so the jobs of subordinates end up greater in terms of breadth and depth both of responsibilities (Dessler, p. 83).
2. Work teams: Yesterday's jobs were conquered by the rigidity associated with them. Workers do the same tasks daily. Now the situation is different. Work itself is progressively organised around teams and processes instead of around specialised functions. Cross-functional, self-directed teams handle different kind of jobs at different points of time. Particular will work with other employees for a specified period of time and then take up another project. The project may be in the organisation plus outside it. Workers will carry out their duties as members of project teams, not essentially as members of a specific department within the organisation.
3. The boundary less organisation: In a boundary less organisation, the boundaries that separate organisational functions (marketing, production finance, etc.) and hierarchical levels typically are reduced and made more permeable. Cross-functional teams are building up and used widely. Workers are encouraged to get rid of "It is not my job" kind of attitudes. Instead of this focus is put on defining the job in a flexible way, keeping the excellent interests of the organisation in the background.
4. Reengineering: Reengineering brings approximate a radical, quantum change in an organisation. It needs organisational members to rethink how it is to be done, what work should be done and how to best implement these decisions. Reengineering is attain in several following ways:

1. Specialised jobs are joint and enlarged.

2. Each person's job is made more challenging and interesting. Supervisory verify are dropped. Employees are permit to oversee their own work.

3. Employees are made collectively responsible for total results instead of individually responsible for their own tasks only.

4. The main focus is on the customer and building up an organisation structure that is production friendly. Workers are empowered to utilize more decision- making authority when carrying out work in small teams.