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What are the 3 key elements of Open System Theory?
Inputs, Throughputs, Outputs/Feedback
Which organizational structure promotes skill specialization and reduces duplication of resources?
Chain of Command dictates who reports to whom in an organization.
True
______ is the subdivision of work into separate jobs assigned to different people.
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What type of organizational structure empowers employees, encourages autonomy, and self-direction, but can create a silo mentality?
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Which type of organizational structure is characterized by a narrow span of control, high formalization, and centralization?
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Transformational change seeks to create small but meaningful changes to an organization's operations.
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Incremental change introduces __________ improvements to an organization's systems.
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Match the following types of organizational change with their definitions:
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What is the primary goal of an organization?
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Taylorism, or Scientific Management, emphasizes that organizations are best structured to accomplish their objectives through job specialization and standardization.
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_____ refers to the number of subordinates a manager is responsible for supervising.
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Match the following parts of an organization with their descriptions:
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According to Lockwood (2010), which theory proposes that human needs are arranged in a hierarchy from physiological needs to self-actualization?
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In the Filipino context, 'kapwa' is translated as 'concern for the other'.
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What is the importance given to 'utang-na-loob' in Filipino culture?
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A study on Filipino worker motivation by Ilagan, Hechanova, Co, & Pleyto (2014) mentioned that Filipinos are primarily motivated by _ factors.
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Match the following motivation theories with their key concepts:
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Study Notes
Introduction to Organizational Theory
- An organization is a collective entity that relies on collaboration to function effectively, with the primary goal of offering insights into organizational functioning and identifying strategies to enhance productivity and financial success.
- Organizational Theory encompasses principles that elucidate individual and group behavior within different organizational frameworks, including classical, neoclassical, and system theories.
Classical Organization Theory
- Emphasizes the importance of efficiency and productivity, with a focus on the organization as a machine.
- Based on the concept of planning of work to achieve efficiency, standardization, and simplification.
- Associated with high levels of job specialization and standardization.
- Developed by Frederick Taylor, who believed that scientific principles could be applied to the study of work to increase efficiency and productivity.
Structural Theory by Harry Mintzberg
- Organizations evolve to reach a certain form and shape (structure) that permits them to function in their surroundings.
- Structure is an adaptive mechanism that allows the organization to function in its environment.
Bureaucracy by Max Weber
- Describes the structure, organization, and operation of many efficient organizations.
- Characterized by a formal way of designing the organization in terms of division of labor, delegation of authority, and span of control.
- Seeks to improve organizational productivity by focusing on methods that managers can use to synchronize internal processes.
Administrative Management by Henri Fayol
- Aims to improve organizational productivity by focusing on managerial practices that drive efficiency.
- Seeks to heighten managerial performance instead of individual worker efficiency.
- Proposed the creation of work groups and functional departments within organizations.
Neo-Classical Theory
- Recognizes the importance of individual or group behavior and emphasizes human relations.
- Adds a personal or human element to the study of organization, considering the interrelationship between an organization's members.
- Introduces informal organization and emphasizes the individual, work group, and participative management.
Systems Approach
- Considers the organization as a system that adapts to changes in its environment.
- Focuses on the internal dynamics of an organization's structure and behavior.
- Adopts a multi-level and multi-dimensional approach, considering both macro and micro aspects.
Organizational Structure
- Refers to the way an organization arranges its positions and the relationships of authority and responsibility among them.
- Includes the division of labor, patterns of coordination, communication, workflow, and formal power that direct organizational activities.
Coordinating Mechanisms
- Informal communication: sharing information casually to coordinate tasks and create a common understanding.
- Formal hierarchy: officially assigning authority to individuals to direct work and allocate resources.
- Standardization: establishing consistent procedures and outputs to create predictability.
Components of the Structure in an Organization
- Complexity: degree to which activities within an organization are differentiated.
- Formalization: extent to which rules and procedures are standardized.
- Centralization and decentralization: degree to which decision-making is concentrated at the top levels or distributed among lower levels.### Organizational Structure and Types
- Organizational structure refers to the way an organization is organized and managed
- Types of organizational structures:
- Tall/Hierarchical: many management levels, narrow span of control, and a long chain of command
- Pros: clear lines of authority, opportunities for career advancement
- Cons: slow decision-making, bureaucratic
- Flat/Simple: few management levels, wide span of control, and a short chain of command
- Pros: quick decision-making, empowered employees
- Cons: poor decision-making, lack of supervision
- Multidimensional/Divisional: organized by product, client, or geographic region
- Pros: decentralization, growth opportunities, divided accountability
- Cons: duplication of areas of expertise, inefficient use of resources
- Mechanistic: narrow span of control, high formalization, and centralization
- Pros: flexibility, responsiveness to environmental changes
- Cons: rigid tasks, limited decision-making, and autonomy
- Organic: wide span of control, decentralized decision-making, and low formalization
- Pros: adaptation to change, empowerment, innovation
- Cons: ambiguous roles, unclear responsibilities
- Centralized: decision-making power resides at the top
- Pros: uniformity, efficiency, and control
- Cons: slow decision-making, limited individual autonomy
- Decentralized: decision-making power distributed among lower levels
- Pros: faster decision-making, empowerment, and adaptability
- Cons: conflicts, duplication of efforts
- Matrix: combines functional and product structures
- Pros: deals with complex, creative projects, and adaptability
- Cons: intragroup conflicts, costly maintenance
- Project Task Force/Network: temporary, nontraditional organization for a specific project
- Pros: specialized expertise, innovative, and flexible
- Cons: conflicts, motivation challenges, and confidentiality concerns
- Team Organization/Team Based: workers have defined jobs, collaborate, and share skills and resources
- Pros: collaboration, empowerment, and flexibility
- Cons: conflicts, inefficient use of resources
- Tall/Hierarchical: many management levels, narrow span of control, and a long chain of command
Organizational Change
- Types of organizational change:
- Transformational Change: fundamental shifts in how an organization operates
- Pros: radical, innovative, and growth-oriented
- Cons: painful, resisted by employees
- Incremental Change: small, targeted improvements to existing operations
- Pros: efficient, less painful, and builds on existing systems
- Cons: limited impact, may not address core issues
- Remedial Change: corrections or improvements to existing systems
- Pros: efficient, problem-solving, and simplicity
- Cons: limited scope, may not address underlying issues
- Developmental Change: building capabilities and introducing new systems and tools
- Pros: growth-oriented, introduces new technologies, and improves efficiency
- Cons: costly, time-consuming, and may disrupt existing operations
- Process and System Change: adjustments to existing processes and systems
- Pros: efficient, improves effectiveness, and introduces new technologies
- Cons: limited scope, may not address underlying issues
- Structural Change: reorganizing departments and teams to align with organizational goals
- Pros: efficient, streamlines operations, and creates a cohesive team structure
- Cons: painful, resisted by employees, and may lead to job losses
- People and Culture Change: transforming an organization's culture, values, and behaviors
- Pros: improves employee engagement, empowerment, and motivation
- Cons: challenging, resisted by employees, and may require significant changes to policies and procedures### Organizational Change
- Transformational Change: fundamental shifts in how an organization operates
- Types of organizational change:
- Structural change: alters the organization's structure to improve efficiency and effectiveness
- Merger and acquisition change: involves the merging or acquisition of two or more businesses
- Downsizing change: reduces the size of the organization to cut costs and improve efficiency
- De-merger change: splits an organization into two or more separate entities
- Relocation change: involves the moving of an organization or parts of it to a new location
- Rebranding change: modifies the organization's brand or public image to create a more compelling and attractive image
Motivation Theories from the West
- Maslow's Hierarchy of Needs: proposes that human needs are arranged in a hierarchy from physiological needs at the bottom to self-actualization at the top
- Herzberg's Motivation-Hygiene Theory: distinguishes between factors that cause job satisfaction (motivators) and those that prevent dissatisfaction (hygiene factors)
Motivation in the Filipino Context
- Filipino workers value job security, good pay, and opportunities for growth
- Intrinsic factors (challenge, learning, and growth, and enjoyment) remain more important than extrinsic factors (career advancement and money)
- Giving gifts to loved ones is a significant motivator for Filipino workers
- Filipino employees are motivated by the quality of relationship with co-workers and the sense of belonging to an organization
Employee Engagement
- Employee engagement is defined as the extent to which employees commit to their organization, work hard, and remain loyal
- Engaged employees show higher productivity, lower turnover, and reduced production costs
- Filipino workers value intangible rewards such as self-satisfaction, autonomy, and recognition
Implications for Filipino Worker Motivation
- Organizations should offer rewards that benefit employees and their families
- Design jobs that match employees' skills and capabilities to meet their job-related needs
- Implement HR initiatives that foster socialization and a sense of community to enhance organizational-related motivation
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Description
This quiz covers the different types of organizational structures and their impact on management and career advancement. Topics include span of control, management levels, and departmental objectives.
