Organization & Management Strengths:

Quarter 2 – Module 1 1. Flexible

2. Fast decision-making and results
Week 1 3. Clear accountability
4.

After going through this module, you are Weaknesses:

expected to: 1. Risk that overdependence with a single
person
1. Apply Organizational Theories for effective 2. No longer appropriate as the company grows
business management

Functional. This organizational design groups

Lesson 1: Organization Theories and together or similar or related specialties Generally,
Applications functional departmentalization is utilized and put
Organizational Design – is the manner in which a into practice in an entire organization. For
management achieves the right combination of example, a marketing firm that markets cars and
differentiation and integration of the organization’s related products like tires, car batteries and
operations, in response to the level of uncertainty in accessories.
its external environment
It has strengths and weaknesses:
Strengths:
There are two main classifications of theories
regarding organizational design according to 1. Cost saving advantages
Robbins and Coutler (2009) :traditional and 2. Management is facilitated because workers
modern. Traditional pertains to the usual or old with similar tasks are grouped together
fashioned ways, while modern refers to
contemporary or new design theories. Weakness:
1. Managers have little knowledge of other
Traditional Design Theories : unit’s function

Divisional. This organizational design is made up

Simple. This organization design has few of separate business divisions or units, where the
departments, wide spans of control, or a big parent corporation acts as an overseer to coordinate
number of subordinates directly reporting to a and control the different divisions and provide
manager; has a centralized authority figure and has financial and legal support services.
very little formalization of work; usually used by
companies that start out as entrepreneurial ventures.
Strengths:

When applied, its strengths and weaknesses are 1. Focused on results

revealed. 2. Managers are responsible for what happens
to their products and services
 Advantages:
Weaknesses: 1. flexible designs
2. fast decision-making
1. Possible duplication of activities and
resources Disadvantages
2. Increased cost and reduced efficiency
1. complexity of assigning people to projects
2. task and personality conflicts.

Modern Design Theories: Boundary-less Design. This is another modern

organizational design where it is not defined or
limited by vertical, horizontal and external
Team Design. In team design, the entire boundaries. In other words, there are no hierarchical
organization is made up of work groups or teams. levels that separate employees , no
Advantages: departmentalization, and no boundaries that the
organization from customers, suppliers and other
1. empowerment of team members stakeholders. Virtual organization is usually used in
2. reduced barriers among functional areas this design separate ; small group of full time
employees and outside specialist are temporarily
Disadvantages:
hired to work on projects.
1. a clear chain of command Advantages
2. great pressure on teams to perform.
1. highly flexible
2. highly responsive
Matrix-Project Design.
Matrix design This design refers to where
specialists from different departments work on Disadvantages:
projects that are supervised by a project manager.
This design results in a double chain of command 1. lack of control
2. problems in communication
wherein workers have two managers- their
functional area manager and their project manager-
who share authority over them. Activity 1.

Advantage: Research work.

Get a copy of a big business organization chart thru
1. specialists are involved in the project the internet and analyze what organizational design they
have.

Disadvantage:

1. task and personality conflicts. Activity 3.

Group Work.
Choose 1of the organization theories that you would
Project Design. This refers to a design where like to adapt in your SBP. Explain..
employees continuously work on a project.

*igl
 Organization & Management The Management and Non-managerial Human
Resources Inventory
Quarter 2 – Module 2
Week 2
Awareness of the management potential within an
organization can be accomplished with the use of an
After going through this module, you are inventory chart, also called management
expected to: succession/replacement chart. This chart is similar
1. Discuss the concept and nature of Staffing to the general organization chart used by the
(ABM_AOM11-IIa-b-20) company but limited to managerial positions and the
names of potential successors (promotable,
satisfactory but not promotable, dismissed , etc.)
Managers often consider human resources as their Recruitment by external means may follow if there
organization’s most important resource. Very few is no qualified successors.
administrators would argue with the fact that human
resources are very important for the efficient nd
effective operation of the company. To emphasize The need for non-managerial human resources may
their importance human resources are also called be ascertained by the use of a general organization
human capital, intellectual assets, or management or chart to identify vacant job positions that need to be
company talents. These terms imply that human filled or by direct reports from departments/unit n
resources are drivers of the organization’s heads or supervisors. Managers need not make
performance, hence, staffing is a crucial function of detailed succession planning as these jobs positions
manager. are less sensitive. Suggestions for internal
replacements or successors for vacant non-
managerial positions are usually done as the need
arises. External recruitment also follows if no one
within the organization is fitted for the job position
Definition and Nature of Staffing
that was declared vacant.
Staffing according to Dyek and Neubert (2012) is
the Human Resource function of identifying ,
attracting, hiring and retaining people with the Staffing has two main components: recruitment and
necessary qualifications to fill the responsibilities of selection The process of identifying and attracting
current and future jobs in the organization. the people with the necessary qualifications is called
recruitment while selection is choosing who to hire

The number of Managerial personnel or non-

managerial human resources needed by an Staffing steps include:
organization depends upon the size and complexity
of its operations, its plan for branching out or 1. the identifying of job position vacancies , job
increasing products, and turnover rates of both types requirements, as well as workforce requirements.
2. checking internal environment of the
of human resources, among others. Besides
organization for human resources
considering their number, the qualifications for the
3. external recruiting
individual positions must be identified, so that the 4. selecting those with essential qualifications for
best-suited individuals for the job positions may be the job opening
selected for hiring. 5. placing the selected applicant
6. promoting
7. evaluating performance
8. planning of employee’s career
9. training of human resources
10. compensating human resources

External and Internal Forces Affecting Present Activity 2

and Future Needs for Human Resources:
Present and future needs for managers and other
human resources are affected by both external and 1. Give your own example of an external
technology change that may affect
internal forces. External forces include:
staffing.
1. economic
2. technological
3. social
4. political Activity 3. Group Work.
5. legal factors Create the necessary but simple
positions (staffing) in your business plan.

For example, economic progress in a particular

country may bring about increased needs and wants
among people, resulting in turn, in increased
demand for certain products, followed by the
expansion of the company and its workforce as well
as increased demand for managers. Information
explosion coming form the internet, from business
publications, or form the labor department of
countries may give either encouraging or
discouraging long-term trends in the world labor
market, thus causing an increase or a decrease in
demand for managers and other human resource
The firm’s goal and objectives, technology, the
types of work that have to be done, salary scales and
the kinds of people employed by the company are
among the internal factors or forces that affect
staffing. For example: salary scales offered by a
company may not be high enough to attract
personnel who are really qualified for the job. Also,
this may encourage fast managerial and labour
turnover.

Activity 1. Essay
1. Define Staffing.
2. Give at least 4 activities or processes ***IGDL
involved in Staffing and explain
.