Slide No.

6
Deciding who does what in an organization is a crucial task that involves allocating
responsibilities and delegating authority. The process of deciding who does what can be divided
into several steps, including defining roles and responsibilities, identifying the necessary skills
and competencies, and assigning tasks and duties based on individual strengths and interests.

Power and authority also play a critical role in determining who does what in an organization.
Power refers to the ability to influence others and make decisions, while authority refers to the
right to make decisions and take action. In most organizations, power and authority are
distributed among different levels of management, with senior executives having the most power
and authority.

The allocation of responsibilities is another critical factor in determining who does what in an
organization. This involves dividing tasks and duties among different individuals or teams based
on their strengths, skills, and competencies. The goal is to create a balanced workload that
ensures all tasks are completed efficiently and effectively.

Finally, the decision-making process can be either centralized or decentralized, depending on the
organization's structure and culture. In a centralized structure, decisions are made by senior
management or a single individual, while in a decentralized structure, decisions are made by
teams or individuals at different levels of the organization. Decentralized decision-making can
promote innovation and creativity but may result in inconsistent decision-making across different
teams or departments.

Overall, determining who does what in an organization involves careful planning and
consideration of power, authority, responsibilities, and decision-making processes to ensure
optimal efficiency and effectiveness.
Slide No. 7

Slide No. 19
Groups play a vital role in organizations and can be used for various purposes. Below are some
of the most common uses of groups in organizations:

Distribution of Work: Groups can be used to distribute work and ensure that tasks are completed
efficiently and effectively. By dividing work among group members, organizations can leverage
the strengths and expertise of each individual and improve overall productivity.

Control Work: Groups can also be used to control work and ensure that it is completed according
to established standards and procedures. By monitoring group performance, organizations can
identify areas for improvement and take corrective action as needed.

Innovation: Groups can be used to foster innovation and generate new ideas. By bringing
together individuals with diverse perspectives and expertise, organizations can encourage
creative thinking and generate novel solutions to complex problems.

Coordination: Groups can also be used to coordinate activities and ensure that different parts of
the organization are working together towards common goals. By sharing information and
collaborating across functional areas, organizations can improve overall performance and
achieve better outcomes.

Collection of Ideas and Information: Groups can be used to collect ideas and information from
different sources and consolidate them into a single source. By tapping into the knowledge and
expertise of group members, organizations can gain a deeper understanding of their industry and
make more informed decisions.

Increase Commitment and Involvement: Groups can be used to increase commitment and
involvement among employees. By involving employees in decision-making and giving them a
sense of ownership over their work, organizations can improve morale and motivation.

Negotiation and Conflict Reduction: Groups can be used to negotiate and resolve conflicts
between different parties. By bringing together representatives from different groups,
organizations can facilitate communication and find mutually acceptable solutions to complex
issues.

Problem Solving & Decision Making: Groups can be used to solve complex problems and make
difficult decisions. By pooling resources and expertise, groups can identify root causes of
problems and develop effective solutions.

Test Decisions: Groups can be used to test decisions and ensure that they are feasible and
effective. By evaluating potential solutions and considering their potential impact, organizations
can make more informed decisions and avoid costly mistakes.

Slide No. 25
Brand management structure is influenced by various trends in the market, and some of the most
important trends include:

Internationalisation of the markets: As markets become increasingly global, companies need to

adapt their brand management structure to cater to diverse customer needs and cultural
differences. This may involve creating localised marketing campaigns and developing products
that are tailored to specific markets.

Increasing power of distribution channels: The rise of e-commerce and the consolidation of
distribution channels have given retailers and distributors more power in the brand management
process. Companies need to work closely with these channels to ensure their products are
positioned and promoted effectively.

Changing consumer behaviour: The way consumers interact with brands is constantly evolving,
and companies need to adapt their brand management structure to keep up with these changes.
This may involve investing in new technologies and digital marketing strategies to reach
consumers in different ways.

Development of more active umbrella branding: Umbrella branding, where a company promotes
a single brand across multiple product lines, is becoming more popular. This allows companies
to build brand recognition and loyalty across a range of products and services.

Changes in the effectiveness of promotional methods: Traditional promotional methods such as

television and print advertising are becoming less effective, and companies need to explore new
ways of reaching consumers. This may involve investing in social media marketing, influencer
marketing, and other digital marketing strategies.