Question: Evaluate how this new system has effected the productivity, engagement and motivation of employees?

Read the case study of Pfizer and answer the below questions: A New Kind of Structure Admit it. Sometimes the projects you are working on (school, work, or both) can get pretty boring and monotonous. Wouldn't it be nice to have a magic button you could push to get someone else to do the boring, time-consuming stuff for you? At Pfizer, that button is a reality for a large number of employees. As a global pharmaceutical company, Pfizer is continually looking for ways to be more efficient and effective. The company's senior director of organizational effectiveness, Jordan Cohen, found that the "Harvard MBA staff we hired to develop strategies and innovate were instead Googling and making Power Points. Indeed, internal studies conducted to find out just how much time its valuable talent was spending on menial tasks was startling. The average Pfizer employee was spending 20 percent to 40 percent of his or her time on support work (creating documents, typing notes, doing research, manipulating data, scheduling meetings) and only 60 percent to 80 percent on knowledge work (strategy, innovation, networking, collaborating, critical thinking). And the problem was not just at lower levels. Even the highest-level employees were affected. That's when Cohen began looking for solutions. The solution he chose turned out to be the numerous knowledge-process outsourcing companies based in India. Initial tests of outsourcing the support tasks did not go well at all. However, Cohen continued to tweak the process until everything worked. Now Pfizer employees can click the OOF (Office of the Future) but-ton in Microsoft Outlook, and they are connected to an outsourcing company where a single worker in India receives the request and assigns it to a team. The team leader calls the employee to clarify the request. The team leader then emails back a cost specification for the requested work. At this point, the Pfizer employee can say yes or no. Cohen says that the benefits of OOF are unexpected. Time spent on analysis of data has been cut - sometimes in half. The financial benefits are also impressive. And Pfizer employees love it. Cohen says, "It's kind of amazing. I wonder what they used to do." Questions