ORGANIZING .Ola 3

ORGANIZING
Organizing
defined as arranging and structuring work to accomplish
organizational goals.
defined as the management functions that determines
how the firms resources are arranged and coordinated.
Robbins (2012
p.293)
Organization
Cooperative social system involves the coordinated
efforts of two or more people pursuing a shared
purpose.
Kreitner (2007
p.249)
Structure of the Organization

Organizational structure is the formal arrangement of
jobs within an organization. Robbins (2012)
Organizational structure is the arrangement of people
and tasks to accomplish organizational goals.
Dubrin (2012)
Types of Departmentalization
Functional departmentalization is the arrangement
that define departments by the function each one
performs, such as accounting and purchasing.
CEO and
President
Vice President
Marketing
Vice President
Operation
Vice President
Accounting
Figure 1- Functional Departmentalization
Geographic departmentalization
an arrangement of department according to the
geographic area and/or territory served.
Country Sales
Manager
Sales Supervisor
Makati Area
Sales Supervisor
Manila Area
Sales Supervisor
Quezon Area
Figure 2-Geographic departmentalization
Product-service
departmentalization
arrangement of departments according to the
products or services they provide.
Chairman and
CEO of ABS, Inc.
Real State
Development
Telecommunication
Figure 3- Product-service
departmentalization
Food and
Beverages
Organizational Design
Process that involves decisions about the following
six
key
elements,
work
specialization,
departmentalization, chain of command, span of
control, centralization and decentralization, and
formalization.
Job Design
the process of laying out the job responsibilities
and duties.
Includes the description how these are
performed.
(Dubrin,
2012p.230)
Job specification
refers to the list of the knowledge, skills, abilities,
and other characteristics that an individual must

have to perform a particular job.
(Noe, et. al 2007 p.111)
There are four dimensions with sub-dimensions of job

design.
Task Characteristics
Knowledge Characteristics
Social characteristics
Contextual Characteristics
Task Characteristics
refers to the focus on how the work itself is

accomplished, the range and nature of the tasks
associated with a particular job.
Four sub-dimensions
Autonomy
refers to how much freedom and independence the
incumbent has to carry out in his or her work
assignment.
Freedom Aspects
Work scheduling
Decision making
Work methods
Task Variety
refers to the degree to which the job requires
the worker to use a wide range of tasks.
Task Identity
reflects the extent to which a job involves a

whole piece of work that can readily be
identified.
Feedback
refers to the extent to which the job provides
direct and clear information about task and
performance.
Knowledge Characteristics
refers to an obvious job dimension.
demand for knowledge, skill, and ability placed on job
holder because of the activities built into the job.
Five sub-dimensions
Job complexity
degree of the job tasks are.
measure the complexity and difficulty the job is to
perform.
work that involves complex tasks requires high level
skills and is mentally demanding and challenging.
Information processing
the degree a job requires attending to and

processing of data and information.
Dubrin emphasizes that information is the result of
making data useful, such as making sense of a
survey about costumer satisfaction.
Problem Solving
the degree a job requires unique ideas or
solutions , it also involves diagnosing and
solving non-routine problems and either
preventing or fixing errors.
Skill Variety
extend a job requires the incumbent to use a
variety of skills to perform the work.
Specialization
extend a job involves performing specialize

tasks or processing specialized knowledge and
skill .
Social Characteristics
relate to the interpersonal aspects of a job
requires interaction with others.
Social support refers to the degree a job
involves the opportunity for advice and
assistance from others in the workplace.
Three sub-dimensions:
INTERDEPENDENCE
- reflects the degree the job depends on
others- and others depend on the jobto accomplish the task.
INTERACTION OUTSIDE THE

ORGANIZATION
-refers from the employee to interact and
communicate with people outside the
organization.
FEEDBACK FROM OTHERS

-refers to the extent other workers in the
organization provide information about
performance.
-Dubrin,2012 p. 233
CONTEXTUAL
CHARACTERISTICS
refer to the setting or environment of the
job,
such
as
working
in
extreme
temperatures.
Four sub-dimensions:
ERGONOMICS
-indicates the degree to which a job
allows correct posture or movement
PHYSICAL DEMANDS
-refer to the level of physical activity or
effort required for the job, particularly
with respect to physical strength,
endurance, effort, and activity.
WORK CONDITIONS
- relate to directly to the environment
the work is performed. It includes the
presence of health, hazards, noise,
temperature, and cleanliness of the
workplace.
EQUIPMENT
-use reflects the variety and complexity
of the technology and equipment
incorporated in the job. -Dubrin, 2012 p. 233234
JOB SPECIALIZATION and JOB

DESIGN
is the degree a job holder performs a
limited number of tasks.
ADVANTAGES
When employees perform the same task
repeatedly,
they
become
highly
knowledgeable and highly skilled.
Many employees derived status and selfesteem from being experts at some task.
Specialize jobs at lower occupational levels
require less training time and less learning
ability.
DISADVANTAGES
Coordinating the work force can be difficult
when several employees do small parts of one
job.
Somebody must take responsibility for pulling
together the small pieces of the total task.
They become bored by performing a narrow
range of tasks.
JOB DESCRIPTION
is a written statement of the key features of a
job along with the activities required to
perform effectively by the job holder. -Dubrin,
2012 p. 236
JOB ENRICHMENT
is an approach in including more
challenges and responsibilities in jobs to
make
them
more
appealing
to
employees.
CHARACTERISTICS of Job
Enrichment
DIRECT FEEDBACK
-Employees should receive immediate evaluation of
their work.
CLIENT RELATIONSHIP
-A job is automatically enriched when an employee
has a client or customer to serve.
NEW LEARNING
-An enriched job allows its holder to acquire new
knowledge.
CONTROL OVER METHOD

-When a worker has some control over which
method to choose to accomplish a task, his or her task
motivation generally increases.
CONTROL OVER SCHEDULING

-The ability to schedule ones work contributes to
job enrichment.
UNIQUE EXPERIENCE
-An enriched job exhibits unique qualities or
features.
CONTROL OVER RESOURCES

-Another contribution to enrichment comes from
having some control over resources such as money,

material, or people.
DIRECT COMMUNICATION AUTHORITY

-An enriched job provides workers the opportunity to
communicate directly with people who use their
output.
PERSONAL ACCOUNTABILITY
-In an enriched job, workers take responsinbility for
their results.
Prepared by:
Ola M. Surilla

ORGANIZING .Ola 3

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ORGANIZING .Ola 3

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ORGANIZING

Structure of the Organization

Figure 1- Functional Departmentalization

Figure 2-Geographic departmentalization

and other characteristics that an individual must

There are four dimensions with sub-dimensions of job

refers to the focus on how the work itself is

reflects the extent to which a job involves a

the degree a job requires attending to and

extend a job involves performing specialize

INTERACTION OUTSIDE THE

FEEDBACK FROM OTHERS

JOB SPECIALIZATION and JOB

CONTROL OVER METHOD

CONTROL OVER SCHEDULING

CONTROL OVER RESOURCES

having some control over resources such as money,

DIRECT COMMUNICATION AUTHORITY

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