Organizational Management and Structure

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Questions and Answers

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?

Functional (correct)

Non-traditional

Traditional

Tall/Hierarchical

Chain of Command dictates who reports to whom in an organization.

True

______ is the subdivision of work into separate jobs assigned to different people.

Division of Labor Signup and view all the answers

What type of organizational structure empowers employees, encourages autonomy, and self-direction, but can create a silo mentality?

Flat/Simple structure Signup and view all the answers

Which type of organizational structure is characterized by a narrow span of control, high formalization, and centralization?

Mechanistic Signup and view all the answers

Transformational change seeks to create small but meaningful changes to an organization's operations.

False Signup and view all the answers

Incremental change introduces __________ improvements to an organization's systems.

small Signup and view all the answers

Match the following types of organizational change with their definitions:

Transformational Change = Major changes that completely alter how an organization operates. Incremental Change = Improvements that build on what the organization already does well. Remedial Change = Making corrections or improvements to existing systems, processes, and structures. Signup and view all the answers

What is the primary goal of an organization?

To enhance productivity and financial success Signup and view all the answers

Taylorism, or Scientific Management, emphasizes that organizations are best structured to accomplish their objectives through job specialization and standardization.

True Signup and view all the answers

_____ refers to the number of subordinates a manager is responsible for supervising.

Span of Control Signup and view all the answers

Match the following parts of an organization with their descriptions:

Operating Core = Responsible for conducting basic work duties that give the organization its defining purpose Strategic Apex = Responsible for the overall success of the entire organization; associated with executive leadership Technostructure = Possess specific technical expertise that facilitates the overall operation of the organization Support Staff = Aids the basic mission of the organization and typically includes services like mailroom and security Signup and view all the answers

According to Lockwood (2010), which theory proposes that human needs are arranged in a hierarchy from physiological needs to self-actualization?

Maslow's hierarchy of needs Signup and view all the answers

In the Filipino context, 'kapwa' is translated as 'concern for the other'.

True Signup and view all the answers

What is the importance given to 'utang-na-loob' in Filipino culture?

mutual reciprocity Signup and view all the answers

A study on Filipino worker motivation by Ilagan, Hechanova, Co, & Pleyto (2014) mentioned that Filipinos are primarily motivated by _ factors.

21 Signup and view all the answers

Match the following motivation theories with their key concepts:

Herzberg's motivation-hygiene theory = Distinguishes between factors that cause job satisfaction and those that prevent dissatisfaction. Maslow's hierarchy of needs = Proposes a hierarchy of human needs from basic physiological needs to self-actualization. McClelland's three-needs theory = Focuses on the needs for power, affiliation, and achievement. Signup and view all the answers

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

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
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.