1 - Good afternoon everyone Iam chrisza Mae Pornillosa and Im with Ms trisha de torres and Ms zyrrah

margarette montablan to discuss the organizational capability when it comes to their structure, culture
and roles.

2 - Lets go first with the organizational structure

3 - ano nga ba muna ang organizational structure as you can see in the screen the definition of
organizational structure is a system that outlines how specific activities are handled to fulfill a strategic
mission is known as an organizational structure. Rules, roles and obligations are all part of these
activities. Kumbaga ang organizational structure is the foundation kung paano maachieve ng isang
company ang kanilang goal dahil ito yung nagdedefine ng task allocation, the positions and
responsibilities of every employee. Structure are normally illustrated in a form of chart o kaya diagram
like a pyramid. Familiar namn tayong lahat sa organizational chart diba at hindi lng pala iisa or basta may
hierarchy ang isang company ay okay na ang organizational chart, may iba ibang types of structures and
companies use different kind of structure that depends on how it can best move forward in achieving
their goals. But before we discussed the types of structure dito muna tayo sa

4 - kinds of organizational structure the first one is the centralized structure. Centralized structure rely
on one individual to make decisions and provide direction for the company. Small businesses often use
this structure since the owner is responsible for the company’s business operations. To simply say
centralized structure use a top down approach where in a single senior leader or the owner are the one
who makes the decision making,strategic planning, goal setting etc. then tsaka lang ibaba sa mga
employee or idi-dissimenate sa manager to lower level ang responsibilities nila o kung ano yung dapat
nilang gawin to achieve the goal that was set by the senior leader or the owner. So sa centralized
structure ang decision is done by the higher ups the work is done by the middle and lower lever while in
decentralized structure naman is often have several individuals responsible for making business
decisions and running the business. Isang example ng company na may decentralized structure is
Johnson and Johnson. We know that Johnson and johnson has its subsidiaries, maraming hawak na ibat
ibang products and brands ang johnson and johnson and the owner of johnson and johnson is not the
one who make all the goals and decisions of each subsidiaries. May mga employess that where tasked to
do their own decison and plans kung ano ang mas ikakalago ng hawak nilang brand. Lets name some
companies na under sa johnson and johnson example is Aveeno,Janssen Pharmaceuticals and
neutrogena these 3 companies ay under ng Johnsons and Johnson iisa ang pinaka founder pero itong
tatlong company na to ay may kanya kanyang leader din where in sila ang nagawa ng kanya kanya
nilang visons, missions, goals and objectives pati na din Ang padedesisyon

5 - So next is the types of organizational structures, actually there a lot of types of structures pero
magfocus lng muna dito sa apat which is the functional structure, divisional or multidivisional structure,
structure of flatarchy and last is structure of the matrix dahil sila ung madalas gamitin ng mga companies

6 - First one is the functional structure it is the first and common structures. Also referred as
bureaucratic organizational structures that break up a company based on the specialization of its work.
So as you can see in the chart ung nasa pinakataas is the president or the owner while may mga
nakaunder sa kanya na mga manager ng different deparments kung ano yung ini specialized nilang
department such as sa research and development, finance, marketing at sa production and then bawat
manager na to ay may mga under din sa kanila na inclined for sure sa departments na nasaan sila yung
mga background ng natapos nila for example if grad ng BSBA major in marketing morelikely sa
marketing dept ang punta mo.
7 - Second is the divisional or multi divisional structure kalimitang nagamit ng gantong type ng company.
ay yung mga decentralized structures. katulad ng example ko kanina yung sa Johnson and johnsons they
have thousands of product lines. Yung example kanina na aveeno, janssen pharmaceuticals and
neutrogena yung mga company na to ay may kanya kanyang presidents, vice presidents, managers in
different departments and yung mga lower level pa. Divisions may also be geographically designated pag
mga global corporation example natin ay ang nestle corporation. Nestle has its company in Philippines,
india, and switzerland where in dito ung headquarters nila. so yung company ng nestle in different
countries also have their own organizational chart

8 - Third ay ang Structure of Flatarchy it is used in many start ups business. Sa flat structure parang wala
ka masyadong itri treat as the boss kasi madali kang makaka communicate sa ibang departments for
example si marketing department may need kay finance department kung sa ibang structure yung
concern ni marketing dept ay need muna dumaan sa head nya bago mapaabot sa head ng finance dept
then bago pa sa staffs ng finance masyadong madaming communications na nangyayari at
pinagdadaanan pabago maresolve ung concern so when it comes sa flat structure if may concern ang
isang staff ng marketing dept sa finance pede na agad sya mag direct sa isang finance staff mas madali
ang communication between the two ganun din when it comes sa mga memo’s na ibinababa or sa mga
goal and decsions that is why companies that use this type of structure have a high speed of
implementation.

9 - The last structure is the Structure of matrix and this is the most confusing and least used. It is
confusing dahil different superiors, divisions, departments and the staffs may need to communicate or
report sa ibang deparment pede ding maging dalwa ang duties nila kung saan maaaring ang isang
employees may work in both customer service at sales. To Simply say different departments need to
work with other departments in order to do the project assigned.

10 - We’ll go now to the last part of organizational structure which is the importance of these different
structurs in a company. Putting an organizational structure in place can be very beneficial to a company.
The structure not only defines a company's hierarchy but also allows the firm to lay out the pay
structure for its employees. If merong structures that assigns the position and responsibilities of an
employee it is easier to decide the salary and ranges of each employee based on their positions. The
structure also makes operations more efficient and much more effective, sa pag separate ng mga
employees into different departments based on their specialization the company can perform different
operations at once seamlessly.and also a clear organizational chart will inform every employee on how
best they will get their job done. that will be the end of organizational structure and to discuss the
cultures of an organization here is Ms, trisha de torres

12 - So ano nga ba ang organizational culture and its impact on projects? So dito it shapes how people
work together in achieving the same goals. So yung culture is parang siya yung nagsheshape sa isang
organization para mag improve yung project management processes na mostlikely is makaka-experience
ng growth and success. So organizational culture refers to ithe organization’s mission, vision, objectives,
expectation and values. Yung mga organization na merong organizational culture tends to be more
succesful unlike dun sa mga less structured organization kasi meron silang system na nagpopromote sa
employees performance, productivity and yung engagement nila sa organization.

13 - So organizational cultures informally motivate the ethical actions and communication of the
managers and subordinates, next is determine, dinidetermin dito kung paano tinatrato, kinocontrol, at
binibigyan ng recognition ng isang organization ang mga tao nila. Next is establish, ineestablish dito kung
paano hinahandle and pakikipagcooperate, ang competition, conflict at decision making ng isang
organization. Lastly is encourage, it encourages your personal commitment sa organization and your
justification for your behavior

14 - So next is how is the organizational culture is compromised off? Lets start with the values, dito is
dinidetermine mo kung ano yung tama at mali, kumbaga nagbebase siya sa values katulad ng mutual
trust, yung respeto at pagiging open mo sa mga tao mo or sa taong nakapaligid sayo, kung paano mo
hinahandle ang risk and conflict ng discipline sa organization . to simply put it, dito makikita kung paano
mo iapproach yung conflict sa isang organization in making the right decisions with kindness and
adherance to professional ethics. Next is social rituals, dito naman is siya yung mga activities na
makakapagboost sa eployees morals, and mas magiimprove sa pagiging productive ng employee sa
organization, and activities na nagpoprovide ng supportive culture sa mga employees, like team
building, meeting, trainings, etc. Dito rin is nagcecenter siya sa pagiging way para mas mapalapit yung
mga people within he organization sa isat isa which may result sa isang organization na mareach yung
goals nila together. Lastly is symbol, it serves as an outward representation of culture na may significant
relationship sa religious icon like they way ng pananamit, yung recognizable structure ng building, etc.
Dito rin is inaidentify yung cultural symbols ng isang organization and dito rin inaalam yung origin ng
isang business that may provide insight sa culture’s history and values ng business na yon.

15 - Dito sa power culture is it radiates control from a few individuals and yung influence nila sa mga
people under nila. SIla yung mostly gumagawa ng decisions para sa organization. Dito sa power culture
mas napapabilis yung decision making kasi nga konti lang yung mga taong nasa position and may
authority mag gawa ng decision

16 - Next is role culture, dito naman mostly makikita natin siya sa large, hierarchical and bureaucratic
organizations. Yung approach ng isang individual sa trabaho is nakadepende sa kung anong role nila sa
organization, or kung ano yung mga task na need matapos. Dito sa role culture yung stability, efficiency
and predictability ay mas vinavalue kesa sa individual needs ng isang organization

17 - 3rd is the Task culture, dito is nakafocus siya sa specific task or project ng isang organization. Dito is
yung mga individuals, they are brought to work in a task na binigay or iniatas lang para sa kanila

18 - Lastly is Person culture, dito sa person culture siya yung type of culture na nageexist kung saan ang
focus ng each member is nasa sarili nila and kung saan ang interest at needs nila for development.

19 - Importance of Culture & Successful Organization Culture Characteristics

20 - So the culture of project is it actually acts ethically in the best interest ng isang project, its project
team, and yung mga project stakeholders. Dito sa culture of project is under niya ay ang Projejct
manager behaviors na kung saan yung mga projects managers is kailangan nila ipakita yung honest
concern at genuine interests sa mga taong nakakatrabaho nila sa project na yun, at kasama na rin dito
yung pagiging understanding ng project managers sa feeling and emotions ng mga people na they work
with. With this project managers, it helps them to predict yung mga future behavior ng team members
nila so they can plan kung paano nila maaavoid yung conflicts like for example na lang is yung people
conflicts. So syempre may four major behavior ang isang Project manager, ito ay ang Responsibility, it is
project magaer to be responsible in making decsion, next is respect, it is project managers responsibility
to show high regard for others, third is fairness where project managers is expected to have a fair
decision making and act in all fairness, and lastly is honesty, where project manager is expected to
understand what is the truth and have a truthful manners

21 - These phases make up the path that takes your project from start to finish.

22 - Dito sa intake is siya yung process na kung saan inievaluate yung mga proposed projects and sito
chinecheck yung feasibility and inaadress yung mga stated problem ng proposed projects.

23 - Dito naman sa initiation is siya yung process kung saan vinivisualized yung mga kailangan
maaccomplished sa project. Dito na sa phase na ‘to formally inaapprove yung project ng mga sponsor or
clients

24 - So dito sa planning is dito na ginagawa yung plans na need para maguide yung team sa
implementation and closure phases

25 - Dito sa product selections, siya yung phase na kung saan siya yung nagseselect at nageevaluate sa
team na gagawa sa project.

26 - Dito sa execution phase naman is dito na isinasagawa or ineexecute yung project activity cylcle na
kung saan inaapply na yung mga resources para maachieved yung expected result.

27 - So second to the last is the monitoring and control phase wherein sila yung nagooversee sa lahat ng
task na need ng guarantation if in control and in line pa ba sa naapproved na scope, timeline, and
budget para makapagproceed and isang project with minimal or minimum risk

28 - Last phase is the closure, to simply put it dito na formally kinoclose yung completed project, and
dito na rin gumagawa ng report tungkol sa completed project. Next is organizational roles.

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GOOD AFTERNOON, SO ANG IDI-DISCUSS KO NAMAN IS ABOUT ORGANIZATIONAL ROLES. BUT

BEFORE THAT, ALAMIN MUNA NATIN YUNG DEFINITION OR MEANING NG ROLES AT KUNG ANO
BA YUNG DIFFERENCE AND CONNECTION NIYA SA SALITANG RESPONSIBILITIES.
 
RESPONSIBILITIES
 ITO YUNG MGA INEEXPECT NA MA-PERFORM OR MA-FULFILL NA ASSIGNED SET OF
DUTIES, TASK OR WORK NG ISANG INDIVIDUAL TO COMPLETE A SPECIFIC PROJECT, TASK
OR DEADLINES SO THAT THEY CAN FULFILL THEIR ROLES EFFECTIVELY
 SOMETIMES REFERRED AS “JOB DESCRIPTION” 
 
WHERE AS
 
ROLES
 ITO NAMAN YUNG POSITION OR FUNCTION NG ISANG TAO SA ISANG COMPANY,
ORGANIZATION OR TEAM.
 
PARA MAS MA-GETS NG AYOS, MAGBIGAY AKO NG ILANG EXAMPLE
 
A --
ANG ROLE NIYA AY ISANG CHEF
SO ANG RESPONSIBILITIES AS A CHEF
 MANAGE KITCHEN STAFF
 CREATE RECIPES
 CREATE MENUS
 PLAN EVENT MENUS
 COMPLY WITH FOOD AND KITCHEN REGULATIONS
 MAINTAIN BUDGET
 PREPARE MEALS
 
ANOTHER EXAMPLE NAMAN
MS. LEA - SHE IS A TEACHER OR A PROFESSOR. PERO ALAM NAMAN NATIN THAT TEACHERS
HAVE MANY ROLES NOT JUST ONE. ANG ISANG TEACHER PWEDE RING MAGING ASSESSOR,
COUNSELLOR, COMMUNICATOR AT MARAMI PANG IBA.
 AS AN ASSESSOR - YOUR RESPONSIBILITY IS TO CONDUCT INITIAL ASSESSMENTS
 AS A COUNSELOR - YOUR RESPONSIBILITY NAMAN IS TO PROVIDE PASTORAL SUPPORT
LALO NA SA MGA STUDENTS MO FOR THEM TO BE MOTIVATED AND GUIDED
 DIBA AS A TEACHER - EVERY MEETING NAMAN IS PINAGHAHANDAAN NATIN YUN PARA
MAGING ENGAGING OR INTERACTIVE YUNG SESSIONS SO PARA MA-ACHIEVE YUN
KAILANGAN MO RIN MAGING GREAT COMMUNICATOR. 
 
LASTLY, I-ALIGN NAMAN NATIN SA CORPORATE SETTING
SI B - ANG ROLE NIYA IS ISANG CUSTOMER SERVICE REPRESENTATIVE
SO ANG RESPONSIBILITIES NIYA IS 
 COMMUNICATE WITH CUSTOMERS VIA PHONE, EMAIL, AND SOCIAL MEDIA
 RESPOND PROMPTLY TO CUSTOMERS’ COMPLAINTS AND QUESTIONS
 GIVE CUSTOMERS INFORMATION ABOUT PRODUCTS AND SERVICES
 PROCESS ORDERS, FORMS, APPLICATIONS, AND REQUESTS
 MAINTAIN A POSITIVE AND PROFESSIONAL ATTITUDE TOWARD CUSTOMERS
 
WE ALL KNOW THAT EACH LEVEL OF MANAGEMENT HAS ITS ROLES AND RESPONSIBILITIES TO
BE EXECUTED PARA MAGKAROON NG MAAYOS NA FUNCTION ANG ISANG ORGANIZATION. BY
UNDERSTANDING THEIR DUTIES AND RESPONSIBILITIES, THEY CAN PERFORM THEIR ASSIGNED
TASKS EFFICIENTLY.
 NOTE: THE INDIVIDUAL ROLES THAT MAKE UP A TEAM VARY DEPENDING ON THE
ORGANIZATION OR BUSINESS.

ALAMIN NAMAN NATIN KUN ANO BA ANG ORGANIZATIONAL ROLES

ORGANIZATIONAL ROLES
 SET OF TASK RELATED BEHAVIORS REQUIRED OF A PERSON BY HIS OR HER POSITION IN
AN ORGANIZATION.
 USER GROUPS THAT REPRESENT COMPANY UNITS, TEAMS, DEPARTMENTS OR
SUBDIVISIONS IN THE ORGANIZATIONAL STRUCTURE.
 IS DEFINED BY ITS FUNCTION WITHIN A LARGER TEAM. THIS IS TRUE WHETHER THEY
ARE OFFICIALLY PART OF A TEAM OR NOT. THE TEAM IS DEFINED BY ITS FUNCTION
WITHIN THE LARGER ORGANIZATION.
  BUT TO DEFINE ANY ROLE IN YOUR ORGANIZATION, FIRST START BY ANALYZING THE
EMPLOYEE’S TASKS. THESE ARE THE TASKS THAT ANY SINGLE EMPLOYEE IS
RESPONSIBLE FOR TO ACHIEVE THE ORGANIZATION’S END GOAL. 
 ONCE THOSE TASKS ARE ASSIGNED TO THAT ORGANIZATIONAL ROLE, THEY THEN
CONSTITUTE THE RESPONSIBILITIES OF THE ROLE.
  THE POINT OF THE ROLE IS TO FACILITATE COMMUNICATIONS BETWEEN THE
CUSTOMER AND THE ORGANIZATION. THEY ALSO HELP WITH INTER-DEPARTMENTAL
COMMUNICATION WITHIN THE ORGANIZATION ITSELF

WAYS ON HOW TO DEVELOP ROLES AND RESPONSIBILITIES

1.    DETERMINE WHAT NEEDS TO GET DONE
 MAKE A LIST OF ALL THE TASKS NA KAILANGANG MATAPOS KASI THIS WILL GIVE YOU
AN IDEA KUNG GAANO KARAMI OR KUNG ANO ANO BA YUNG MGA TASK NA
KAILANGAN MONG I-DELEGATE. MAKE A NOTE OF WHAT YOUR TEAM IS CURRENTLY
WORKING PATI NA RIN YUNG MGA PREVIOUS PROJECTS. IF YUNG PREVIOUS PROJECTS
BA IS NAGING SUCCESSFUL, IF HINDI NAMAN ANO YUNG MGA BAGAY NA KAILANGAN I-
IMPROVED. IF MERON DING MGA TASK NA KAILANGAN TALAGANG MATAPOS PERO
HINDI UMABOT DUE TO VARIOUS REASONS. SO, WE SHOULD RECOGNIZE IT FIRST AND
DELEGATE THEM TO YOUR TEAM OR TO THE WHOLE ORGANIZATION ACCORDINGLY.

2. IDENTIFY STRENGTHS AND WEAKNESSES

 ISA SA MGA BEST WAY TO ASSIGN RESPONSIBILITIES AS THEY PERTAIN TO THEIR ROLES
IS MALAMAN KUNG ANO BA ANG KANILANG STRENGTHS AND WEAKNESSES. ONCE NA
MALAMAN MO NA OR MAY IDEA NA, PARA MAG SHINE OR MAS TUMAAS YUNG RATE
OR CHANCE NA MAGING SUCCESSFUL ANG BAWAT PROJECT IS I-ASSIGN MO ANG
BAWAT EMPLOYEE KUNG SAAN SILA NAG-E-ENHANCE, KUNG SAAN YUNG STRENGTHS
NILA. IF THEY SHOW WEAKNESSES NAMAN IN A SPECIFIC AREA, IT IS GOOD TO
ASSIGNED THAT TASK TO OTHER MEMBERS WHO CAN PERFORM WELL KASI IT WILL
 HELP THE TEAM OR THE ORGANIZATION TO WORK MORE EFFICIENTLY AND ALSO
NAKAKATULONG DIN YUN PARA MA-BOOST YUNG SELF-CONFIDENCE NILA KASI ALAM
NILA OR GAMAY NILA YUNG SPECIFIC WORK OR TASK NA PINAPAGAWA SA KANILA. AND
ALSO, IMPORTANTE DIN NA TULUNGAN NATIN SILA NA MAS MATUTO OR MAS
MAPALAWAK PA YUNG KNOWLEDGE AND SKILL NILA SA TRABAHO.

3. REFER BACK TO A TEAM MEMBER’S JOB DESCRIPTION

 TAKE NOTE OF EVERY TEAM MEMBER’S JOB DESCRIPTION WHEN DETERMINING THEIR
DUTIES. KASI KAILANGAN OR MAS PREFERABLE NA MAKUHA NG ISANG EMPLOYEE
YUNG TASK NA CONNECTED SA KUNG ANO NAMAN YUNG PINAG-APPLY’AN NIYA
DURING JOB APPLICATION. ALSO, IMPORTANTE DIN NA I-CONSIDER NATIN YUNG MGA
INTERPERSONAL SKILLS, INTERESTS AND PAST ACCOMPLISHMENT NILA. A
COMBINATION OF THEIR JOB DESCRIPTION AND THEIR PERSONALITY TRAITS WILL HELP
THE ORGANIZATION TO HAVE A BETTER DELEGATION ON THE TEAM’S FUTURE TASK
AND ASSIGNMENTS.

4. GET FEEDBACK
 ISA RIN SA MAKAKATULONG KUNG PAANO KA MAKAKAPAG-CREATE NG FUNCTIONAL
TEAM ROLES AND RESPONSIBILITIES IS BY ASKING THEM FOR A FEEDBACK. KASI
THROUGH THAT, MAS MAPAPARAMDAM AT MAS MAIPAPAKITA MO NA
PINAPAHALAGAHAN MO ANG KANILANG OPINIONS AND INSIGHTS DAHIL DON NA-I-
INCREASE NIYA YUNG HEALTHY DISCUSSION NG MGA EXPECTATIONS OR GOALS WITHIN
THE ORGANIZATION. ALWAYS REMEMBER THAT OF ONE THE KEY SA ISANG
ORGANIZATION IS TO HAVE A CLEAR STREAM OF COMMUNICATION

SO NEXT NAMAN IS PUMUNTA TAYO SA ISANG HALIMBAWA NG PROJECT OR ORGANIZATION

CHART - KUNG ANO BA YUNG MGA KEY ROLES AND RESPONSIBILITIES WITHIN THIS EXAMPLE
OF ORGANIZATIONAL CHART
SYEMPRE MAGMUMULA MUNA SA PROJECT SPONSOR, UNDER NON IS THE PROJECT LEADER,
THEN THE PROJECT CORE TEAM AND LASTLY IS THE FUNCTIONAL TEAM.
SO ALAMIN NATIN KUNG ANO BA YUNG MGA RESPONSIBILITIES UNDER THAT KIND OF ROLES.

 THE PROJECT SPONSOR - SIYA YUNG MAY ULTIMATE AUTHORITY AND RESPONSIBILITY SA
ISANG PROJECT. 
ANG RESPONSIBILITIES NIYA
 MAG-PROVIDE NG FUND FOR THE PROJECT PWEDENG INITIAL OR ADDITIONAL
FUNDS OR BOTH
 IF EVER NA MAY CHANGES SA SCOPE NG PROJECT - SIYA YUNG NAG-AAPROVE PATI
NA RIN YUNG MGA DOCUMENTATION FOR PROJECT CHARTER AND ANY
SUBSEQUENT DOCUMENTS
 AND LASTLY IF MERONG MGA ISSUES OR OBSTACLES NA NAGIGING HINDRANCE
PARA SA SUCCESSFUL NG PROJECT TO MOVE FORWARD IS SIYA YUNG RESPONSIBLE
NA MAG-AYOS NITO KASI NGA MERON SIYANG ULTIMATE AUTHORITY
PROJECT LEADER OR FUNCTIONAL LEADER – SILA NAMAN YUNG NAGPR-PROVIDE NG SUBJECT
MATTER NG KANILANG EXPERTISE, FUNCTIONAL OWNERSHIP AT BEING ACCOUNTABLE SA
MAGIGING PROJECT RESULTS
ANG RESPONSIBILITIES NAMAN NITO
 SILA YUNG GUMAGAWA NG PROJECT CHARTER AND ANY DOCUMENTATION PERO
SYEMPRE WITH THE HELP OR COLLABORATION NG PROJECT TEAM AND RESOURCE
MANAGERS NA I-AAPROVE NGA NI PROJECT SPONSOR
 INE-ENSURE DIN NILA NA ALL OF THE OBJECTIVES AND RESPONSIBILITIES NG BUONG
TEAM IS PROPERLY DOCUMENTED AND APPROVED
 AND LASTLY, THEY LEAD TEAM CORE MEETINGS

IN CONNECTION SA PROJECT SPONSOR AND PROJECT LEADER – ITO AY ANG ADVISORY OR

STEERING TEAM. SILA YUNG SUMUSOPORTA SA SPONSOR AND LEADER BY PROVIDING HIGH
LEVEL OF DIRECTION AND SUBJECT MATTER INPUT, KUNG ANO YUNG MGA KAILANGANG
RESOURCES PATI NA RIN SA PAG-OUTSOURCE NG MGA BENEFITS NA MAC-CLAIM THROUGH
THIS SPECIFIC PROJECT

IN CONNECTION SA PROJECT LEADER IS THE PROJECT MANAGER WHEREAS SIYA NAMAN YUNG
RESPONSIBLE FOR THE PLANNING, ORGANIZING, MANAGING, CONTROLLING AND
COMMUNICATING SA BAWAT PHASES OR STAGES NG PROJECT THROUGH THE REGULAR
STATUS REPORTS NG PROJECT TEAM.

UNDER NAMAN NG PROJECT LEADER IS THE PROJECT CORE TEAM – THIS PROVIDES DAY-TO-
DAY LEADERSHIP INTERMS ON PLANNING, IMPLEMENTATION AND CLOSING NG PROJECT.
KAILANGAN DITO IS REGULARLY YUNG MEETINGS OR VISITS PARA MA-REVIEW IF MAY MGA
ISSUES AND MA-MONITOR NG MAAYOS ANG PROJECT PROCESS

UNDER THE CORE TEAM MEMBERS IS THE FUNCTIONAL TEAM – SILA YUNG MGA LEADERS OR
TEAM LEADERS PER DEPARTMENT – THEY MANAGES THE SUB TEAM AND PURSUES KUNG ANO
YUNG BINIGAY SA KANILANG OBJECTIVES. THEY CONTRIBUTES SA OVERALL PROJECT
OBJECTIVES AND SPECIFIC TEAM DELIVERABLES WITHIN A SPECIFIC DEADLINE

WHILE DOING A CERTAIN PROJECT, HINDI NAMAN MAIIWASAN NA MAGKAMERON NG MGA

CHANGES OR PAGBABAGO SA MGA PLANO LALO NA DURING THE DURATION OR EXECUTION
NA AND SOMETIMES THOSE CHANGES CAN LEADS TO MISUNDERSTANDING THAT’S WHY
CHANGE MANAGEMENT COMMUNICATION TEAM AY ISA SA MGA ESSENTIAL COMPONENT NG
ISANG ORGANIZATION TO BUILD AWARENESS AND SUPPORT SA MGA CHANGES. IT WILL HELPS
THE STAKEHOLDERS NA MAINTINDIHAN KUNG ANO AT BAKIT MAY MGA CHANGES AND ANO
BA ANG MAGIGING IMPACT NITO.

AND SYEMPRE MERON DING PROJECT RESOURCE SA ISANG ORGANIZATION – ITO YUNG MGA
COMPONENTS NA KAILANGAN FOR THE SUCCESSFUL IMPLEMENTATION NG PROJECT SUCH AS
THE PEOPLE, EQUIPMENT, MONEY TIME AND KNODLEDGE BASICALLY ANYTHING NA
KAILANGAN MO FROM THE PROJECT PLANNING UP TO THE PROJECT DELIVERY PHASES.
TO SUM UP THE TOPIC 4 WHICH IS THE ORGANIZATIONAL CAPABILITIES – STRUCTURES,
CULTURES AND ROLES. IT IS IMPORTANT NA MAGING MALINAW ANG MGA ITO SA ISANG
ORGANIZATION. KUNG ANO BA YUNG APPROPRIATE NA ORGANIZATIONAL STRUCTURES PARA
SA KANILA, KUNG ANO BANG ORGANIZATIONAL CULTURE YUNG IA-ADOPT AND VINA-VALUE
NILA AND LASTLY KUNG ANO BA YUNG ROLES AND RESPONSIBILITIES NG BAWAT EMPLOYEE TO
CONTRUCT A BETTER PROJECT ORGANIZATION CHART. BECAUSE IF MALINAW AT MAY BETTER
UNDERSTANDING TAYO SA MGA ITO, IT HELPS THE ORGANIZATION TO WORK EFFICIENTLY AND
TO COPE-UP WITH UNEXPECTED CIRCUMSTANCES WHILE DEALING WITH A SPECIFIC PROJECT.
IT ALSO HELPS TO ESTABLISH A BETTER COMMUNICATION AND A HEALTHY RELATIONSHIP
WITHIN THE WORKPLACE.

THE END