Finals Flashcards
process of arranging and structuring work to
accomplish organizational goals
process of identifying and grouping of activities
required to attain objectives, delegating authorities,
creating responsibilities, and establishing
relationships for people to work effectively.
Planning specifies the objectives, organizing
facilitates the accomplishment of objectives
Organizing
Is the most efficient use of the relative skills of
employees. Employee skills at performing a task improve through
repetition
Specialization
Describes the degree to which a task is divided
into separate jobs or departments in order to improve efficiency.
Division of Labor
A manager’s most important responsibility is to coordinate the effort of work
in a way that maximizes resources with the common purpose in mind.
Coordinated Effort
determines the formal, position-based reporting lines and
expresses who reports to whom.
Hierarchy
Graded series of arrangement in an organization, creates a series of
superior and subordinate relationships called
Chain of Command
refers to the degree to that decision
making is concentrated to the top of the organization. To be
clear, this refers to key decisions with potential impact on the
business. If all proposals and decisions are made exclusively by
the executive team, it is a highly centralized structure.
Ceentrilization
if managers are allowed to make significant decisions
affecting their areas of the business, it is a
decentralized structure.
This structure groups employees into functional areas based on their
expertise. The graphic that follows shows a functional structure, with the
lines indicating reporting and authority relationships. The department
head of each functional area reports to the CEO; the CEO then coordinates
and integrates the work of each function.
Functional Structure
Companies with diversified product lines frequently structure
based on the product or service.
Product divisions work well where products are more technical
and require more specialized knowledge.
These product divisions are supported by centralized services,
which include: public relations, business development, legal,
global research, human resources, and finance.
Product Structure
Companies that offer services, such as health care, tend to use
a customer-based structure
Since the customers differ significantly, it makes sense to
customize the service. Employees can specialize around the
type of customer and be more productive with that type of
customer.
The customer structure is appropriate when the
organization’s product or service needs to be tailored to
specific customers.
Customer Structure
If an organization spans multiple geographic regions, and the product or
service needs to be localized, it often requires organization by region
Geographic structuring involves grouping activities based on geography,
such as a Latin American division
Geographic structuring is especially important if tastes and brand
responses differ across regions, as it allows for flexibility in
product offerings and marketing strategies.
Also, geographic structuring may be necessary because of cost and
availability of resources, distribution strategies, and laws in
foreign countries.
Geographical Structure
Where two dimensions are critical, companies will use a
matrix structure.
Employees may be organized according to product and
geography, for example, and have two bosses.
The idea behind this type of matrix structure is to combine the
localization benefits of the geography structure with those
of the functional structure (responsiveness and
decentralized focus).
Matrix Organization
The process of acquiring, training,
appraising, and compensating employees,
and of attending to their labor relations,
health and safety, and fairness concerns.
Human Resource Management
People with formally assigned roles who
work together to achieve the organization’s
goals.
Organization
The person responsible for accomplishing
the organization’s goals, and who does so
by managing the efforts of the employees
Manager
PEOPLE ASPECTS OF A
MANAGEMENT JOB
- Conducting job analysis (determining
the nature of each employee’s job) - Planning labor needs and recruiting
job candidates - Selecting job candidates
- Orienting and training new
employees
