I.

TIME CONTEXT
Johnny Ramos, President and Founder of the Power Company,
manufacturers of Men’s ready-to-wear (RTW) suits and jackets said that “I do not
believe in organization charts or Position descriptions of any kind in this
company” and he also added “We are successful and fast rising company where I
want all managers and labour to work as a team. Organization charts and job
descriptions make people believe they own a position on a chart and want to keep
it we grew from a small company with P100, 000 annual sales to P5 million
enterprises because we pooled our resources coming up with competitive products
at low costs. We are not San Miguel Corporation with its complex organization
charts”. The opposing Linda Ignacio, Head of Manufacturing said “Absurd and
unprogressive” and also added “I could not run my department without
organization charts and position descriptions.”
II. VIEWPOINT
Johnny Ramos does not believe in Organization Charts but believes in
teamwork. Different leaders have different approach to different kinds of problem
because it is always on the leader’s viewpoint. Different companies have different
solutions to same problems.
III. STATEMENT OF THE PROBLEM
The two parties argues about their belief whether it’s more applicable to
make organization charts and job descriptions but the other party believes that
teamwork and not making people believe that they own a position and want to
keep it. Johnny Ramos strongly disagreed that Organization Chart is needed when
it comes to managing people. Linda Ignacio believes that he department cannot
run without Organization charts and Job Descriptions.
IV. OBJECTIVES
1. Determine whether it is a necessity to impose organization charts.
2. Importance of organization charts and job descriptions
3. To see a company that survived and rose without organization charts
V. AREAS OF CONSIDERATION/ANALYSIS
While seeing the problem, I came up with reasons as to why parties are
saying such things;
1. Both parties have different perspectives and therefore have different
viewpoints.
2. Their viewpoints are different because they are sitting in two different
chairs.
3. Both leaders just want what it is the best method to run a company
mellifluously.
4. Both leaders are good leaders
VI. ALTERNATIVE COURSES OF ACTION
1. The founder must talk to Linda Ignacio to prevent the argument from
getting bigger.
2. The founder can conduct and experiment and implement it in a short
period of time to see the effectiveness on his company
3. The founder can discuss it to other team leaders to ask for their opinions
about the organization chart
4. Solve the problem while it is small and prevent catastrophic outcome.
VII. RECOMMENDATION
I recommend the 3rd alternative action because it is important for a company
to have communication with each other. They can also decide carefully if they
want to impose the organization charts and the effectiveness of the method. This
is the best method because it develops the communication between team leaders
and makes their bond stronger.
VIII. CONCLUSION
I therefore conclude that in order to attain a well-organized company, every
Employee must learn to think for the betterment of the company and respect to
everyone’s voice must always be present. Every idea of each member of the
company must be heard because ideas came out from previous ideas. There is no
bad idea, there are just better ones. The proper organization of the company must
always be the first priority because as they saying goes ”An empire toppled by its
enemies can rise again but one that crumbles from within is dead” a company is
the empire and the crumbling is the problem.