ORGANIZATION AND MANAGEMENT-2nd quarter

Name:_________________________________________________ Rating:__________________
Grade/Section:G12-WISDOM Date:___________________
LEARNING ACTIVITY SHEET
Week 1
MOST ESSENTIAL LEARNING COMPETENCY: Apply organization theories for effective
business management
PERFORMANCE STANDARD: Design an appropriate organization structure for a specific business

INTRODUCTION:

CENTRALIZED AND DECENTRALIZED ORGANIZATIONS

One of the most important questions that a company must answer as it grows is whether or not to
continue management that is centralized in one person, or to decentralize management by delegating
some of its authority to subordinates.

In a centralized management organization, major decisions are made by a few top executives,
subordinates exercise little (if any) initiate decision making. Even when there are multiple branches,
most decisions are made at the main office rather than at the local branch.

Chain department and grocery stores frequently adopt a centralized management scheme. Centralized
management in these organizations assume that the responsibility for buying, advertising, marketing,
accounting and other functions will be conducted at one location even though there are many
operating branches.

A decentralized management organization represents a systematic effort to delegate to lower levels all
authority, except that which can only be exercised at the highest level.

In a centralized organization, authority rests only in a few hands and most of the decisions are made
by these few. On the other hand, in a decentralized organization authority is dispersed throughout and
decision making is distributed throughout the organization. Let us look at some characteristics of
these two types of organizations.

CENTRALIZED DECENTRALIZED
Control by few because men at the top believe Control by men because men at the top believe
they are indispensable. Don’t trust subordinates, that participation will increase efficiency and
and like to build empires within. effectiveness
As a result of the above attitude. Decisions are As a result of the above attitude, decisions are
made by the top management made throughout the organizations
The drawback is potential paralysis of decision The drawback may be controlled by many.
making and poor moral.

EXAMPLE OF CENTRALIZED ORGANIZATIONAL STRUCTURE FOR BUSINESS

CEO/President
 ORGANIZATION AND MANAGEMENT-2nd quarter

Subordinates Subordinates Subordinates Subordinates

Figure1. Centralized Organizational Structure

EXAMPLE OF DECENTRALIZED ORGANIZATIONAL STRUCTURE FOR BUSINESS

President
 ORGANIZATION AND MANAGEMENT-2nd quarter

Figure2. Decentralized Organizational Structure

DEVELOPMENT

Identify the following statements whether it is CENTRALIZED or DECENTRALIZED. Write your

answer on the answer sheet given by your teacher.

______________________1. As a result of the above attitude, decisions are made throughout the
organizations
______________________2. Control by few because men at the top believe they are indispensable.
Don’t trust subordinates, and like to build empires within.
______________________3. Control by men because men at the top believe that participation will
increase efficiency and effectiveness.
______________________4. The drawback is potential paralysis of decision making and poor moral.
 ORGANIZATION AND MANAGEMENT-2nd quarter

______________________5. As a result of the above attitude. Decisions are made by the top
management.

ENGAGEMENT

Draw the organization chart of your proposed business structure. (Is it centralized of decentralized?).
Explain.

NAME OF BUSINESS PROPOSAL:

PROPOSED ORGANIZATION CHART

Is it Centralized or Decentralized? Explain

ASSIMILATION

1. If you will make an organizational structure to your company what type organizational
structure you want to create is it centralized or decentralized?
2.

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

OTHER TASKS: MAKE AN ORGANIZATIONAL CHART.

Instructions: In your 1/4 illustration board draw the typical charts showing the difference between
centralized and decentralized types of organization.

Name:_________________________________________________ Rating:__________________
Grade/Section:G12-WISDOM Date:___________________
LEARNING ACTIVITY SHEET
Week 2-3
MOST ESSENTIAL LEARNING COMPETENCY:
 Discuss the concept and nature of staffing
 Analyze the process of recruiting, selecting and training employees

PERFORMANCE STANDARD: Design an appropriate organization structure for a specific business

INTRODUCTION:

DEFINITION OF STAFFING
 ORGANIZATION AND MANAGEMENT-2nd quarter

STAFFING is the process of recruiting, selecting, and training of men. It means putting
the right men on the right jobs. The managerial function of staffing involves meaning the
organizational structure through proper and effective evaluation, selection, and development of people
to perform the roles.

NATURE OF STAFFING

All business organizations should focus their attention and be concerned about the
effectiveness and efficiency of their employees, especially their managers. The function of staffing
has to do with managing an organization structure so that it can completely operate in the present and
the future. This function must be considered as part and parcel of the whole system of management.
The staffing function includes the determination of manpower needs, the discovery of persons to fill
these needs, their recruitment and employment, their placement and orientation and the rearrangement
of team members through promotion and transfers. Every manager, including the chairman of the
board of the company, must handle some phase of staffing, even though the personnel department
may provide technical help. The degree of importance given to the staffing function depends upon the
size of the organization. In small organizations, the chairman of the board of the company performs
this function.

RECRUITMENT

Recruitment is the process of encouraging, inducing, or influencing applicants to apply for

a certain vacant position. Whenever there are vacancies, it is necessary to find a person to fill those
vacancies. Some organizations do not wait until the vacancy arises, but they anticipate such vacancies
and new openings in the short and long run and thus plan for the future needs. This approach give
more time to recruiting and also increases its effectiveness. The results obtained from recruiting,
selecting, placing, training, developing and motivating employees, depend directly upon the
effectiveness of the planning and forecasting phases of employment development.

STEPS IN RECRUITMENT

Step one- Studying the Different Jobs in the Company and Writing Job Descriptions and
Specifications (Job Analysis)

Job description defines the duties and responsibilities of a particular position. A

description of the duties and responsibilities attached to the job enables the employment officer to
determine the special qualification which an individual must possess in order to do the job
successfully. Job specification give the specific qualifications required for the position, such as the
following: amount and type of experience needed to perform the job, special training, skill and
physical demands, special abilities and aptitude, age, physical qualifications, and other requirements.

Example of Job Analysis

Name : Laiza Joy O. Asia

Position : Accounting Supervisor
Reports to : Chief Accountant
Supervises : Bookkeeper II
Bookkeeper I
Accounting Representatives
Department : Office of the controller
 ORGANIZATION AND MANAGEMENT-2nd quarter

Section : Accounting
Company : DFARIS Corporation
Job Description
Supervises and conducts activities relative to the maintenance of complete, accurate, and
up-to-date accounting records of transactions, control and handling of funds, preparation of required
reports and costing of products. Participates in the formulation of manpower and material resources
within her jurisdiction.

Duties and Responsibilities

1. Plans and prepares work programs and ensures effective implementation thereof.
2. Verifies daily cash position reports to ensure proper implementation of system of cash handling.
3. Verifies petty cash resources, effects proper charging of accounts, and ensures the reimbursement of expenses is in
accordance with finance policies and procedures.
4. Checks and counts petty cash fund handled by accounting representatives and takes note of unauthorized and
unliquidated advances.
5. Coordinates activities of business to ensure proper timely preparations and submission of required reports.
6. Conducts studies and recommends amendments or suggestions to systematize activities and procedures.
7. Ensures implementation of the adherence to company policies and procedures, conducts investigations of
violations thereof, and recommend disciplinary measures.
8. Conducts performance evaluation of subordinates and recommend appropriate personnel action; motivates trains,
guides and counsels subordinates and maintains harmonious relationships among them.
9. Prepares monthly schedule of account receivable
10. Performs other related functions.

Job Specifications
 CPA, preferably MBA and with experience in computer operation
 At least five year experience on a Department Manager’s level
 Female, at least 35 years old
 Reliable and trustworthy
 Good moral character

Step Two- Requisition of New Employee

To inform the personnel department, the line supervisor or the department head concerned
should accomplish a formal requisition form, indicating the position to be filled, the date when the
new employee will be needed, his pay rate, the required qualifications of the employee, the job
description, approval by the responsible official of the company, and other pertinent data.

Step Three- Actual Recruitment of Applicants

Recruitment is the process by which perspective applicants are induced to apply in the company in
order that their qualifications for present and anticipated vacancies can be evaluated through sound
screening and selection procedures. To make the selection truly discriminating there must be several
qualified applicants from whom the final choice can be made. In this manner the chance of drawing
out the most qualified applicants for the position may be more discerning.

Sources of Labor/Applicants:
a.) Internal - employees recruited within the company.
b.) External - applicants recruited through schools, references. advertisements, placement
agencies, etc.
 ORGANIZATION AND MANAGEMENT-2nd quarter

SELECTION
Selection is the process of getting the most qualified applicant from among different job
seekers.

STEPS IN SELECTION

Step one – Reception of Applicants

Not all applicants are allowed to go through the entire process of selection. Some of them
are limited by means of “preliminary screening” or “sight screening”, whereby the undesirable
applicants are quickly eliminated on the basis of rapid appraisal of their apparent characteristics, such
as age, height, physical condition, etc.

Screening is the process by which the applicants are being interviewed and classified
under two categories-those to be given examinations and further interviews, and those who should not
be considered at all. The first interview is preliminary, and its purpose is to eliminate those applicants
who are clearly unqualified.

Step two – Preliminary Interview

The purpose of the interview are: (a) to find out how qualified the applicant is for the
vacancy; (b) to give the applicant the information he needs in order to decide to take the job if offered
to him; and (c) to create goodwill for the company.

Not company hires an applicant without conducting an employee interview of some kind.
Some companies give more emphasis to impressions created by the applicant in the interview; others
do not use any other tool in employee selection except the interview. This shows the importance of
the interviewer uses the applicant’s records of previous employment, employment tests, and other
background investigation. The written comments and evaluation of the interviewer are helpful in
comparing applicants and for future reference.

Step three – Application Form

The application form is used:

1. As a guide when interviewing the applicant.

2. As a basis for eliminating applicants with unfavourable personal data.
3. For matching the qualifications of the applicant with the job requirements as indicated in the
job description and job specification.
4. For checking on the applicants’ school records, references, and former employers.
5. As part of the employee’s permanent record and for communicating with the employee or
his/her family.

Step Four – Employment Test

The employment officer goes over the application forms. On the basis of the information it
contains and from the impression the officer gathers at the preliminary interview, he decides who
should be called in to take the employment tests. The purpose of testing is to measure the applicant’s
abilities which cannot be gauged through interviews. They also help make an objective comparison
among applicants.
 ORGANIZATION AND MANAGEMENT-2nd quarter

Step Five – Final Selection by Immediate Supervisor or Department Head

Employment involves three decisions:

1. Management’s decision as to whom among the applicants would best fit the job and should be
hired.
2. The applicant’s decision as to whether or not the job is the right one for him after the
supervisor has discussed the job duties. Is he really interested in the job and does he want to
work for the company?
3. The supervisor must decide if the applicant is the kind of man who can be at work with him in
his team. The supervisor must look into his personality and see if he is able to work well with
the members of his team. The supervisor or head of the unit making the request for the new
employee makes the final choice from among the applicants who have passed screening by
the employment office.

Some firms use the “Rule of Three” in the final choice of applicants of the job, the three best
qualified, as determined by the employment officer, are then referred to the supervisor who
needs the new employee. The supervisor then interviews the three and makes his final choice
among them. This method gives the line supervisor, who will have direct responsibility for
the prospective appointee, the final choice from among the applicants certified by the
personnel office.

Step Six – Physical and Medical Examination

The selected applicant is required to pass a physical and medical examination. In small
companies, the applicant may be referred to a company or to a medical consultant for the medical and
physical check-up. In some cases, the new employee is simply asked to present a certification from a
private physician as to his health condition. Large companies, however, usually have their own
medical department or retain the services of hospitals or clinics for the purpose.

The purposes of physical and medical examination are:

1. To prevent contamination of contagious disease.
2. To prevent the hiring of liability employees which may result in absenteeism, hospitalization
expenses, etc.

Step Seven – Hiring

When a candidate has passed all the selection requirements and is chosen, he is finally sent
to the personnel department for the completion of the hiring process.

Step Eight – Orientation/Induction/Indoctrination

New employees are oriented on company policies, rules and regulations, and inducted or
briefed about his job by the immediate supervisor or by the training officer. The orientation from co-
workers is usually unplanned and unofficial, and it can provide the new employee with misleading
and inaccurate information. This is one of the reasons that it is important to have an orientation
program has an immediate and lasting impact on the new employee and can make the difference
between a new employee’s success or failure. Job applicants get some orientation to the organization
even before they are hired, sometimes through the organization’s reputation: how it treats employees
and the type of products or service it provides. Also during the selection process, applicants often see
other general aspects of an organization and what their duties, working conditions, and pay will be.
 ORGANIZATION AND MANAGEMENT-2nd quarter

TRAINING
Training, according to the Labor Code of the Philippines, is the systematic development of
the attitude/knowledge/behavior patterns for the adequate performance of a given job or task. It is a
day to day, year-round task. All employees on a new job undergo a learning process whether or not
formal training exists. Learning to perform or be more efficient in performing a job is made easier for
employees where there is formal training. For the growth of the individual and the organization, these
activities are carried out continuously in many organizations. Usually a separate department or unit is
set up to look after this responsibility. Generally, the new employee’s manager has primary
responsibility for training on how to perform the job. Sometimes this is delegated to a senior
employee in the department. Regardless, the quality of this initial training can greatly influence the
employee’s job attitude and productivity. Economic, social, technological, and governmental changes
also influence the skills needed in an organization. Changes in these areas can make current skills
obsolete in a short time. Also, planned organizational changes and expansion can make it necessary
for employees to update their skills or apply new ones.

IDENTIFYING TRAINING NEEDS

Training must be aimed at the accomplishment of some organizational goals, such as more
efficient production methods, improved quality product/services, or reduced operating costs. An
organization should only commit its resources to training that can help in achieving its objectives.
Deciding on specific training activities in an organization requires a systematic and accurate analysis
of training needs. There are many methods that can be used to determine an organization’s training
needs. Company reports and records provides clues to internal trouble spots. Records on absenteeism,
turnover, tardiness, and accident rates provide objective evidence of problems. Because this type of
information already exists, it can be collected and examined with minimal effort and interruption of
the work flow. Interviews with employees, questionnaires, and group discussions can be used to
locate training needs. Personal observations of work being performed can also give insight into
performance problems that may be corrected through training.

COMMON TYPES OF TRAINING

1. On-the-Job Training and Job Rotation
On-the-Job Training (OJT) is normally given by a senior employee or supervisor. The
trainee is shown how to perform the job and allowed to do it under the trainer’s supervision.
One method of on-the-job training is job rotation, sometimes called cross training. Under
OJT, an employee learns several different jobs within a work unit or department and performs
each for a specified time period. One positive point of job rotation is that it allows flexibility
in the department. For example, when one member of the department is absent, another can
perform the job.

2. Vestibule Training
In vestibule training, procedure and equipment similar to those used in the actual job are
set up in a special working area called a vestibule. The trainee is then taught how to perform
the job by a skilled person and is able to learn a job at a comfortable pace without the pressure
of production schedules. The main advantage of this method is that the trainer can stress
theory and use of proper technique rather than output, and the student can learn by actually
doing the job. However, this method is expensive, and the employees still must adjust to the
actual environment. Vestibule training has been used for training typists, word processor
operators, bank tellers, clerks, and other similar jobs.
 ORGANIZATION AND MANAGEMENT-2nd quarter

3. Apprenticeship Training
Apprenticeship training dates back to biblical times. It is frequently used to train personnel
in skilled trades. Such as carpenters, bricklayers, electricians, mechanics, and tailors. During
this time, trainee works under the guidance of a skilled worker.

4. Classroom Training
Is conducted off the job and is probably the most familiar method of training. This training
is an effective means of quickly getting information to large groups with limited or no knowledge
of the subject being presented. It is used more frequently for technical, professional, and
managerial employees.

5. Programming Instruction
The increased availability and lower cost of computers have made the use of programmed
instruction more attractive. It is requires the trainee to read material on a particular subject and
then to answer questions about the subject. If the answers are incorrect, the trainee is required to
read the material and answer additional questions. The material in programmed instructions is
presented either in text form or on computer video displays.

6. Management Development Program

Is a systematic process of training and growth by which individuals gain and apply
knowledge, skills, insights and attitudes to manage work organizations effectively.
Some of the most popular methods of management development program are the
following:
 Understudy assignments
 Coaching
 Experience
 Job rotation
 Special Projects and Committee Assignments
 Lectures
 Case Studies
 Role Playing
 In-Basket Technique
 Business Management Games
 University and Professional Association Seminars.

DEVELOPMENT

WORD POOL
Activity 1: Directions: Complete the paragraph of nature of staffing below by choosing the correct
word from the WORD POOL. Write your answer on a separate sheet of paper.

managing determination Business organizations

staffing recruitment Effectiveness

Efficiency organization structure employment

placement Attention promotion

Orientation management transfers

 ORGANIZATION AND MANAGEMENT-2nd quarter

All 1.) _____________should focus their 2.) ________________ and be concerned about the
3.)_______________ and 4.)__________________of their employees, especially their managers. The
function of 5.)__________________ has to do with 6.)__________________an 7.)
__________________ so that it can completely operate in the present and the future. This function
must be considered as part and parcel of the whole system of 8.)_________________. The staffing
function includes the 9.)_________________of manpower needs, the discovery of persons to fill
these needs, their 10.)_____________and 11.)________________, their 12.)__________________
and 13.)_________________ and the rearrangement of team members through
14)._________________ and 15.)_________________.

Activity 2: Loop a word from the table which you think is the most significant one. Be able to relate it
to the main concept of this lesson. Then, define the significant word in your own words.

S E L E C T I N G A
T C E S F A D D D D
A C R D D S G H G B
F F A E D G H D H D
F G C F E H B K D N
I S H K S N D F B R
N H L L F F I K H V
G K V B G G G N V N
A C S Q U J A G G H
B D H W F F F F J F
T R A I N I N G K D
R E C R U I T I N G

1. __________ - ________________________________________________
2. __________ - ________________________________________________
3. __________ - ________________________________________________
4. __________ - ________________________________________________
5. __________ - ________________________________________________

ENGAGEMENT
Activity 3: Consults the classified ads. Evaluate the requirements that are available for the following
positions. Formulate a general pattern of job descriptions and specifications
JOB TITLE: 1. Human Resource Manager
JOB DESCRIPTIONS:
 ORGANIZATION AND MANAGEMENT-2nd quarter

JOB SPECIFICATIONS:

JOB TITLE: 2. Sales Clerk

JOB DESCRIPTIONS:

JOB SPECIFICATIONS:

Activity 4: In relation to your business proposal, enumerate the steps to be used in your recruitment
and selection of employees.

BUSINESS PROPOSAL

RECRUITMENT PROCEDURE

SELECTION PROCEDURE

ASSIMILATION
Activity 5: WRITE YOUR INSIGHTS!
Answer the following questions. Write your answer on the Answer Sheet given by your teacher.

1. Distinguish recruitment from selection

2. How does staffing relate to the organizing function?
3. What is the importance of conducting physical and medical examination for the selection
process of applicants?
4. When a candidate has passed all the selection requirements, what will be the next step? How
company conducting this step?
5. Why is necessary to conduct a training for newly hired employee?

Activity 6: REFLECTIONS
Explain how you can use this lesson in your future life. Make a reflection using the following
paragraph starters.
 ORGANIZATION AND MANAGEMENT-2nd quarter

Today, I learned…..
_____________________________________________________________________________

I realized…..
_____________________________________________________________________________

Therefore, I will
_____________________________________________________________________________

ASSESSMENT
Activity 7: TRUE or FALSE
A. Directions: Write T if the statement is TRUE and write F if it is FALSE. Use a separate sheet
of paper.
___________1. Not all applicants are allowed to go through the entire process of selection.
___________2. One of the purpose of interview is to find out how qualified the applicant is for the
vacancy.
___________3. Company hires an applicant without conducting an employment interview.
___________4. The applicant is required to pass a physical and medical examination.
___________5. The supervisor must decide if the applicant is the kind of man who can be at work
with him in his team.
Activity 8: Multiple Choices
B. Directions: Read each item carefully then choose the letter that corresponds to your answer.
Write your answers on a separate sheet of paper.
1. Which of the following should be designed, conducted, and evaluated on the basis of the
goals of the organization?
A. Programming Instruction C. On-the-job Training
B. Classroom Training D. Management Development Program
2. The trainee works under the guidance of a skilled worker.
A. Vestibule Training C. On-the-job Training
B. Apprenticeship Training D. Job Rotation
3. This method is expensive, and the employee still must adjust to the actual production
environment.
A. Vestibule Training C. Programming Instruction
B. Apprenticeship Training D. Job Rotation
4. Which of the following type of training is an employee learns several different jobs within a
work unit or department and perform each for a specified time period.
A. Programming Instruction C. On-the-job Training
B. Classroom Training D. Vestibule Training,
5. It is useful for teaching actual material, concepts, principles, and theories.
A. On-the-job training C. Programming Instruction
B. Apprenticeship Training D. Classroom Training
OTHER TASK. COLLABORATIVE VIDEO PRESENTATION (ROLE PLAY)
Directions: Choose a member (classmate) nearby in your community compose of minimum of 5 and
maximum of 10 members. Make a video presentation showing the Steps in Recruitment and
Selection. Submission of this activity is to be announced by your teacher.
RUBRIC
Organization 25
Content 15
ORGANIZATION AND MANAGEMENT-2nd quarter

Creativity 10
Total 50