Organizing (Management Functions)
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Transcript of Organizing (Management Functions)
C/D/DC/I/T (c) 2010
MANAGEMENTFUNCTIONSORGANIZING
MARIANOMARCOSSTATEUNIVERSITY
COLLEGEOFBUSINESSECONOMICSANDACCOUNTANCY
MAY2010
JONAHCALAUSTROVANESSADAMOCHRISTIANDELACRUZSALVEILDEFONSOROMMELTABILI
C/D/DC/I/T (c) 2010
C/D/DC/I/T (c) 2010
Acc. To Chester Barnard
function define the role positions, the jobs related and
the coordination between authority and responsibility
C/D/DC/I/T (c) 2010
Acc. To Clayton State University: School of Business
process creating an organization’s framework
› degree of complexity, formalization, and centralization
C/D/DC/I/T (c) 2010
Acc. To Medina
management function structuring of resources and activities accomplish objectives efficiently and
effectively
C/D/DC/I/T (c) 2010
Acc. To Attner & Morgan
management function establishes relationships between activity
and authority results to an organization
› a system acting in harmony to execute whole tasks to achieve goals effectively and efficiently
C/D/DC/I/T (c) 2010
Acc. To Champ Academy
C/D/DC/I/T (c) 2010
Importance of Organizing
Plan implementation Assignment of
authority, responsibility, and accountability
Division of work Coordinates diverse
organizational tasks
Establish relationship among individuals, groups and departments
Establish formal lines of authority
Allocation and deployment of organizational resources
C/D/DC/I/T (c) 2010
C/D/DC/I/T (c) 2010
Division of LaborP
rod
uct
ivit
y
Time
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Division of LaborP
rod
uct
ivit
y
Time
HUMANDISECONOMIESBoredomFatigueStressLow ProductivityPoor QualityIncreased AbsenteeismHigh Turnover
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Unity of Command
Superior
Subordinate
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Chain of Command
A
B
C
RECEIVE REPORTS
GIVE REPORTS
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Chain of Command: Authority
A
B
C
LINE AUTHORITY
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Chain of Command: Authority
A
B
C
STAFF AUTHORITY
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Chain of Command: Authority
A
B
C
FUNCTIONAL AUTHORITY
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Chain of Command: Responsibility
Responsibility
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Chain of Command:A-R Models
A R
AUTHORITY < RESPONSIBILITY
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Chain of Command:A-R Models
A R
AUTHORITY > RESPONSIBILITY
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Chain of Command:A-R Models
A R
AUTHORITY = RESPONSIBILITY
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Span of Control
Span of 8
(Classical)
Span of 4
(Contemporary)
C/D/DC/I/T (c) 2010
Classical Viewpoint
SPAN OF 8
Operatives = 4 096
Managers (levels 1-4)
= 585
1
8
64
512
4 096
C/D/DC/I/T (c) 2010
Contemporary Viewpoint1
4
16
64
256
1 024
4 096
SPAN OF 4
Operatives = 4 096
Managers (levels 1-6)
= 1 365
C/D/DC/I/T (c) 2010
Centralization & Decentralization
C/D/DC/I/T (c) 2010
Centralization & Decentralization
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CENTRALIZATION DECENTRALIZATION
Environment is stable Environment is complex, uncertain
Lower level managers (LLM) are not as capable or experienced at making
decisions as upper level mangers
LLM are capable and experienced a making decisions
LLM do not want to have a say in decisions
LLM want a voice in decisions
Decisions are significant Decisions are relatively minor
C/D/DC/I/T (c) 2010
CENTRALIZATION DECENTRALIZATION
Organization is facing a crisis or the risk of company failure
Corporate culture is open to allowing managers to have a say in what
happens
Company is large Company is geographically dispersed
Effective implementation of company strategies depends on managers retaining say over what happens
Effective implementation of company strategies depends on managers
having involvement and flexibility to make decisions
C/D/DC/I/T (c) 2010
Departmentalization
Putting specialists together Direction of a manager Departmentation
› Process› Setting up and establishing departments
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C/D/DC/I/T (c) 2010
Common Elements of Organization
HENRY MINTZBERGMcGill University
Organization
•Operating Core•Strategic Apex•Middle Line•Technostructure•Support Staff
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Operating Core
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Strategic Apex
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Middle Line
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Technostructure
Affects certain forms of standardization Examples:
› Time and motion engineers› Job description designers› Systems and procedures analysts
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Support Staff
Fill staff units Provides indirect support
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Design Configurations
Operating Core
Strategic Apex
Middle Line
Technostructure
Support Staff
PROFESSIONAL BUREAUCRACY
SIMPLE STRUCTURE
DIVISIONAL STRUCTURE
MACHINE BUREAUCRACY
ADHOCRACY
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C/D/DC/I/T (c) 2010
The Organizing Process
1 •Consider plans and goals
2 •Determine work activities
3
• Classify and group activities (General Nature, Work Areas, Departmentalization)
4 •Assign work and delegate authority
5 •Design a hierarchy of relationships
6 •Staffing
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1. Consider Plans & GoalsPurposes
Activities
Plans & Goals
To establish a partnership business engaged in the production of children’s shoes
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2. Determine Work Activities
Selling
Accounting
Delivery
Quality Control
Advertising
Compensating
Training
Production
Purchasing
Budgeting
Recruitment
Maintaining Personnel
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3. Classify & Group Activities
>Selling>Advertising>Delivery
>Production>Purchasing>Quality control
>Accounting>Budgeting>Compensating
>Recruitment>Training>Maintaining personnel
MARKETING OPERATIONS FINANCEHUMAN
RESOURCES
Functional Departmentalization
C/D/DC/I/T (c) 2010
5. Design hierarchy
General Manager
Operations Manager
Production Head
Administrative Head
Finance Manager
Accounting Head
Budget Section Head
Marketing Manager
Product Division Head
Promotions Head
Human Resources Manager
Recruitment Office Head
Personnel Maintenance Office Head
C/D/DC/I/T (c) 2010
6. Staffing
1 •Recruitment
2 •Selection
3 • Hiring
4 •Orientation
5 •Training and Development
6 •Performance Appraisal
C/D/DC/I/T (c) 2010
C/D/DC/I/T (c) 2010
Organizational Structure
Formal system of tasks, reporting relationships
Controls, coordinates, motivates employees Achieve organization’s goals
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Purpose of the Structure
Defines relationships between tasks and authority
Defines formal reporting relationships, levels of hierarchy, span of control
Defines individual departments Defines systems that affects the organization
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Departmentalization:Simple Numbers
Datu
North50 warriors
South50 warriors
East30 warriors
West100 warriors
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Departmentalization:Time
Principal
A.M. Adviser P.M. Adviser
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Departmentalization: Function
President
VP Marketing
VP Human Resources
VP Manufacturing VP Finance
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Departmentalization: Geography
Chairman
Power Systems Group
Electric Company (Belgium)
Industry and Defense Group
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Departmentalization: Customer
Director of Sales
Manager Retail Manager Wholesale Manager Government
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Departmentalization:Process
Plant Superintendent
Pattern & Cutting Department
Sewing Department
Finishing Department
Inspection & Packing Department
Shipping Department
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Departmentalization: Product
President
VP Industrial Products
Marketing
VP Home Products
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C/D/DC/I/T (c) 2010
Formal System
Planned structure Lines of responsibility, authority, and position Establish patterned relationships among
components Can be described through:
› Organizational Chart› Policy Manual› Departments
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Informal System
Based on needs, sentiments, and interests of people
Vulnerable to expediency, manipulation and opportunism
More subtle and invisible in the organizational chart
Can be classified as:› Horizontal = same department or same level› Vertical = different levels› Mixed = combination of both
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Fo
rmal vs In
form
al O
rgan
ization
s
FO
RM
AL
INF
OR
MA
L
Have planned structure Deliberate attempts to create patterned
relationships Usually shown by a chart Advocated by traditional theory
Not formally planned Arise spontaneously as a result of interactions Not depicted in a chart Stressed by human relation theory
C/D/DC/I/T (c) 2010
C/D/DC/I/T (c) 2010
C/D/DC/I/T (c) 2010
C/D/DC/I/T (c) 2010