Job description Essay Example | Topics and Well Written Essays - 1000 words

Job description - Essay Example responsible for the management of social media sites by tracking and monitoring the companys presence in the social media including Facebook, Twitter, Google plus and others. He or she ensures that only valuable and engaging information is shared to the social sites. He or she monitors the changing social media trends to ensure that the company stays on top of its competition. He or she bears the responsibility for designing and writing protocols, report forms for cases and consent forms used in clinical trials. He or she approves the Ethics committee, develops recruitment strategies for the increment of patient randomization into trials, and manages clinical trials. He or she ensures compliance of the Good clinical practice (GCP) by providing training during start-ups and initiation meetings for the clinical trials. He or she is responsible for the planning and implementation of activities necessary for conducting and monitoring clinical trials. He or she coordinates monitoring of trials by selecting and managing qualified personnel. He or she keeps CVs and training materials for each protocol, and also submits documents that are necessary for initiating the study including CVs and Food and drug administration forms. He or she identifies audit procedures and ensures that only clean data is entered into the clinical database in the appropriate time (Clinical research manager). Social media director can work with the head of human resource department in management of staff within the company. The social media director is responsible for the identification of the companys social media staff and thus may work in the Human resource department as recruitment manager or in the interviewing panel. The human resource department is responsible for personnel activities including the staffing, development, training, rewarding and performance evaluation in every department of the company. The social media director works with the human resource department to ensure that

By outlining in some detail a piece of structural contingency Essay

By outlining in some detail a piece of structural contingency research, evaluate the contributions of this general approach to s - Essay Example The report will discuss the theory in detail and how it affects the performance of an organisation. The report will also discuss the change on the organisation due to the various contingency variables. The contingency cycle, which changes an organisation from fit to misfit, and then again brings it back to fit though organisation structuring, is explained with examples. Discussion Till the late 1950s, school of classical management dominated the organisational structure. According to this school of thought, one single organisational strategy was effective for all kinds of organisational structure. It was categorised by high degree of planning and decision making. There was a strict hierarchy in this structure and the job responsibilities were well detailed to the lower level staff in advance, by the senior management. From 1930 onwards, this school of thought was challenged extensively by the new school of thought, known as school of human relations. According to this approach, indiv idual employees possessed social and psychological needs. Bottom-up approach was followed here and the lower level departments were increasingly motivated to participate in the decision making processes of the organisation. Many researchers and theorists such as J. W. Lorsch and P.R. Lawrence, (1978) suggested that firms which operated in less stable environments were found to be operating more effectively. Less formalization of the organisation leads to more reliance on mutual agreement between the various departments of the organisation. On the other hand, in case of companies operating in a certain and more stable environment, effective functioning was recognised only when the firm was more formalized, decision making was centralised and there was less reliance on the mutual agreement between different departments. There are many theories of contingency approached. But the most accepted and popular ones are those which are related to leadership, management or organisational struc ture (Tuai, 2011). According to the overall approach of this, whatever happens in a firm depends upon particular circumstances or factors. In general, when whole or parts of an organisation fits together, they are referred to as organisational structure. More specifically, structures include factors such as complexity, formalization and centralisation (Martinez-Leon and Martinez-Garcia, 2011). The dimensions of complexity can be categorised as, spatial, vertical and horizontal. In case of formalisation, the options for individuals are little. There is a higher vertical differentiation where a manager’s work is defined by other senior manager and the senior manager’s work is defined by other managers. This results in division of labour and decrease in discretion. It is different than spatial differentiation because in spatial differentiation, there are organisation wide procedures that limit the discretion. Examples of higher formalisation are bank call centres, superma rkets. Examples for lower formalisation include lawyers, doctors, academics and that formalisation which are associated with skill. Centralisation refers to the extent of decision making, authority and power. Centralisation is inversely correlated with complexity because increase in complexity reduces the central power by distributing these powers through hierarchies and functions. Centralization is weakly correlated to