Reply discussion post 70-100 words

As an individual within my current field, the division of labor is dependent on our skill and experience with our services. For example, I have been with this company for a little over a year and from then I have obtained managerial titles along with the knowledge of our service in great detail. One of my previous positions with the company was regarding the retention of clients. Essentially, if our clients wanted to cancel our services and pursue their own litigation, it was my responsibility to retain them alongside resolving the reason for their cancellation. Within a retention call, we are expected to deal with escalated situations including clients that threatened to sue us and requested refunds for their pay in amount towards our service to them.

This benefits my workplace because, given the skills I have, I was able to retain the majority of my clients and decline a multitude of refunds. By doing this, I saved the company money and prevented further claims filed with the Attorney General/BBB. This is a perfect example of how specialization delegated to the division of labors as my position was selective meaning not everyone was permitted to join the department, an individual would need to prove their ability to retain/handle escalated situations. The relationship between production and division of labor reflects the clientele we receive relating to the number of clients we retain. In addition to the number of clients we enroll a day, we also retained an abundance of clients. The opportunity cost of our position would be the way our company relied on a small department of specialized agents to save the company a great deal of money and a portion of the time, it was inevitable that a client would cancel and receive a refund should they know the contents of their LSA. The specialization and division of labor in my workplace help ensure our company flows correctly.