PARLINGAYAN, MA. JESSAMAE M.

CHARLENE LOZADA
MIKO JAY JIMENO
SALEH ZAKI BONGCALES
GROUP 3

FLOW OF REPORT

What is organizing?

Organizing – is defined as arranging and structuring work to accomplish organizational goals.

– Determines how the firm’s resources are arranged and coordinated.

Organization – the cooperative social system involves the coordinated efforts of two or more people
pursuing a shared purpose.

Structure of the Organization – refers to the formal arrangement of jobs within an organization.

Organizational Structure – is the arrangement of people and tasks to accomplish organization goals.

PARLINGAYAN: Organization structure represents a detailed arrangement of job functions per department
that is accorded to the employee scope of responsibility. These certain responsibilities designed for the
attainment of the established goals and objectives.

Departmentalization – is a method in which the structure and the work are subdivided into departments.

Types of Departmentalization

1. Functional Departmentalization – is an arrangement that defines departments by the function each

one performs, such as accounting and purchasing.

CEO AND PRESIDENT

VICE PRESIDENT VICE PRESIDENT VICE PRESIDENT

MARKETING OPERATIONS ACCOUNTING

2. Geographic Departmentalization – is an arrangement of departments according to the geographic

area and/or territory served.
 COUNTRY SALES
MANAGER
MAN

SALES SUPERVISOR SALES SUPERVISOR SALES SUPERVISOR

MAKATI AREA MANILA AREA QUEZON CITY AREA
3. Product-service Departmentalization – is the arrangement of departments according to the
products or services they provide.

CHAIRMAN AND CEO

OF ABC, INC.

REAL ESTATE TELECOMMUNICATION FOOD AND

DEVELOPMENT BEVERAGES
Departmentalization Structures – can be also called as the organization charts which serve many purposes.

Organizational design – is a process that involves about the six key elements.

6 Key Elements of Organization Design

1. Work specialization - sometimes called a division of labor, refers to the degree to which an
organization divides individual tasks into separate jobs.
2. Departmentalization - is a method in which the structure and the work are subdivided into
departments.
3. Chain of command - is an organizational system where instructions are passed from one person to
another.
4. Span of control - is a dimension of organizational design measured by the number of subordinates
that report directly to a given manager.
5. Centralization - refers to a setup in which the decision-making powers are concentrated in a few
leaders at the top of the organizational structure.
Decentralization - refers to a specific form of organizational structure where the top management
delegates decision-making responsibilities and daily operations to middle and lower subordinates.
6. Formalization - is the degree to which rules and procedures are followed in an organization.
JOB DESIGN - is the process of laying out the job responsibilities and duties which includes the description on
how these are performed.
Job specification - refers to the list of the knowledge, skills, abilities, and other characteristics that an
individual must have to perform a particular job.

Dimension – refer to what an incumbent actually does on the job.

Incumbent – means necessary duty a person holds
JIMENO: Understanding these dimensions leads to an understanding of the nature of the work. There are 4
dimensions with sub-dimensions of job design.
4 Dimensions of Job Design
1. Task Characteristics - refers to the focus on hoe the work itself is accomplished, the range and
nature tasks associated with a particular job.
a. Autonomy - refers to how much freedom and independence the incumbent has to carry
out in his or her work assignment.
3 Aspects of Autonomy:
1. Work Scheduling - refers to the days per week and the hours per day
that an employee is expected to be at their job.
2. Decision Making - the action or process of making decisions especially
important ones
3. Work Methods – refers to the physical actions employed in performing
tasks.
b. Task Variety - refers to the degree to which job requires the worker to use a wide range
of tasks.
c. Task Identity - reflects the extent to which a job involves a whole piece of work that can
be readily identified.
d. Feedback job - refers to the extent to which the job provides direct and clear
information about task performance.
2. Knowledge Characteristics - refer to an obvious job dimension, it is the demand for knowledge, skill,
and ability place on a job holder.
a. Job complexity - refers to the degree of the job that measure the complexity and
difficulty the job is to perform.
b. Information processing - refers to the degree a job requires attending to and processing
of data and information.
c. Problem solving - refers to the degree a job requires unique ideas or solution which also
includes diagnosing and solving non-routine problems and either preventing or fixing
error.
d. Skill Variety - refers to the extent a job requires the incumbent to use a variety of skills
to perform work.
e. Specialization - refers to the extent a job involves performing specialize task or
processing specialized knowledge and skills.

Social Characteristics - relate to the interpersonal aspects of a job or the extent to which the job requires
interaction with others.
Social support - refers to the degree a job involves the opportunity for advice and assistance from others in
the workplace.

3 sub-dimensions of Social Characteristics:

1. Interdependence - refers to the degree to which the job depends on others – and others depend on
the job – to accomplish the task.

2. Interaction outside the organization – refers to how much the job required the employee to interact
and communicate with people outside the organization.
3. Feedback from others – refers to the extent other workers in the organization provide information
about the performance

Contextual Characteristics - refer to the setting or environment of the job such as working in extreme
temperatures
4 sub-dimensions of Contextual Characteristics:

1. Ergonomics - indicates the degree to which a job allows correct posture or movement

2. Physical demands – refer to the level of physical activity or effort required for the job, particularly
concerning physical strength, endurance, effort, and activity.

3. Work conditions – refers to the environment the work is performed.

– it includes the presence of health hazards, noise, temperature, and cleanliness of
the workplace.

4. Equipment use – refers to the variety and complexity of the technology and equipment incorporated into
the job.

Job Specialization - is the degree to of a job holder performs a limited number of tasks.

Various Advantages and Disadvantages of Job Specialization

Advantages - the expertise of employees develops over time in their chosen tasks.
1. When employees perform the same task repeatedly, they become highly knowledgeable and highly
skilled.
2. Many employees derived status and self-esteem from being experts at some of them.
3. Specialize in jobs at the lower occupation levels require less training time and less learning ability.

Disadvantages
1. Coordinating the workforce can be difficult when several do small parts of one job.

2. Somebody must take responsibility for pulling together the smile pieces of the total task

3. They become bored by performing a narrow range of task.

Job description - a written statement of the key features of a job along with the activities required to
perform effectively by the job holder.

Job enrichment – is an approach in includes more challenges and responsibilities in jobs to make them more
appealing to employees.

Characteristics of Job enrichment:

1. Direct feedback – employees should receive an immediate evaluation of their feedback

2. Client relationship – a job is automatically enriched when an employee has a client or customer to serve.
3. New learning - an enriched job allows its holder to acquire new knowledge.
4. Control over method – when a worker has some control over which method to choose, to accomplish a
task, his or her task motivation generally increases.
5. Control over scheduling - the ability to schedule one's work contributes to job enrichment.
6. Unique Experience - an enriched job exhibits unique qualities or features.
7. Control over resources - another contribution to enrichment comes from having control over resources
such as money, material, or people.
8. Direct communication authority – an enriched job provided workers with the opportunity to
communicate directly with people who use their output.
10. Personal accountability – in an enriched job, workers take responsibility for their results. I