WHAT IS

ORGANIZING ?
 • Robbins (2012)
- organizing is defined as arranging and
structuring work to accomplish organizational
goals. The development of resources to
achieve strategic goals.
• Kreither (2007)
- the cooperative social system involves
the coordinated efforts of two people pursuing a
shared purpose is called Organization .
Structure of the
Organization
• Robbins (2012)
- organizational structure is the
formal arrangement of jobs within an
organization.

• Dubrin (2012)
- stated that organization structure is
arrangement of people and tasks to accomplish
organizational goals.
Organizational Structure
- a detailed arrangement of job
functions per departments that is
accorded to the employee scope of
responsibility.
Types of
Departmentalization
- there are three of departmentalization namely
there are :
1.functional departmentalization
2. geographic departmentalization
3. product service departmentalization
 Types of
Departmentalization
1. FUNCTIONAL DEPARTMENTALIZATION
Is an arrangement that defines department by
function each one performs.
CEO & PRESIDENT

VICE PRESIDENT VICE PRESIDENT VICE PRESIDENT

MARKETING OPERATIONS ACCOUNTING

Figure 1 – Functional Departmentalization

 Geographic departmentalization
Is an arrangement of departments according
to the geographic area and/or territory
served.
Country Sales
Manager

Sales Supervisor Sales Supervisor Sales Supervisor

Makati area Manila area Quezon City area
Product – Service Departmentalization
- Is the arrangement of department
according to the products or services
they provide.
Chairman and
CEO of ABC, Inc.

Real Estate Food & Beverages

Development Telecommunications

Figure 3- Product service

departmentalization
Organizational Design
- is a process that involves decisions
about the following six key elements, work
specialization, departmentalization, chain
of command, span of control,
centralization and decentralization and
formalization.
Job Design
• Dubrin (2012)
- is the process of laying out the job
responsibilities and duties. It also includes the
description on how these are performed.
Job Specification
- refers to the list of knowledge, skills,
abilities, and other characteristics. (KSAO’s)
that an individual must have to perform a
particular job.
• Dubrin (2012)
- there are four dimensions with sub-
dimensions of job designs; these are tasks
characteristtics, knowledge characteristics,
social characteristics and contextual
characteristics.
FOUR DIMENSION OF JOB DESIGN
1. Task Characteristics
- refers to the focus on how the
work it self is accomplished, the range and
nature of the tasks associated with the
particular job. It can be expressed in four
sub-dimensions.
1) Autonomy – refers to how much freedom and
independence the incumbent has to carry out in his or
her work assignment.

2) Task Variety – refers to the degree to which the job

requires the work to use a wide range of tasks.

3) Tasks Identity - reflects the extent to which a job

involves a whole piece of work that can readily
be identified.

4) Feedback - refers to the extent to which the job

provides direct and clear information about tasks
performance.
 Knowledge Characteristics

- refers to an obvious job dimension. It is the

demand for knowledge, skill, and ability placed on a
job holder because of the activities built into the job.
This can be expressed in five sub dimensions:

1) Job complexity – refers to the degree of the job tasks

are. This measure the complexity and difficulty the job to
perform. Work the involves complex tasks requires high-level
skills and is mentally demanding and challenging.
2) Informational - refers to the degree a job requires
attending to and processing of data and information.

3) Problem solving – refers to the degree a job

requires unique ideas or solutions, it also involves
diagnosing and solving non-routine problems and
either preventing or fixing errors.

4) Skill variety - refers to the extent a job requires the

incumbent to use a variety of skill to perform the work .

5) Specialization – refers to the extent a job involves

performing specialize tasks or processing specialized
knowledge, and skill.
 Social Characteristics
- relate to the interpersonal aspects of a job or the
extent 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.
1) Interdependence - reflects the degree the job
depends on other and depend on the job to accomplish
the task.

2) Interaction - outside the organization refers to how

much the job requires the employee to interact and
communicate with people outside the organization.

3) Feedback – from others refers to extent other

workers in the organization provide information
about perfomance (Dubrin, 2012 p.233).
 Contextual Characteristics
- refer to the setting or environment of
the job , such as working in extreme temperatures.
It can be expressed in four sub-dimensions.
1) Ergonomics – indicates the degree to wich a job
allows correct posture or environment.

2) Physical Demands – refer to the level of physical

activity or effort required for the job, particularly with
respect to physical strength, endurance, effort, and
activity.

3) Work Conditions – relate to directly to the

environment the work is perform. It includes the
presence of health hazards, noise, temperature, and
cleanliness of the workplace.

4) Equipment – use reflects the variety and

complexity of the technology and equipment
incorporated in to the job (Dubrin,2012 p.233-234)
Job Specialization and Job Design

• Dubrin (2012)
- Job Specialization is the degree a job
holder performs a limited number of tasks. There are
various advantages and disadvantages of Job
Specialization.
Advantages
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 risk.

3) Specialize jobs at lower occupational levels require

less training time and less learning ability.
Disadvantages

1) Coordinating the work force can be difficult

when several employees do small parts of one job.

2) Somebody must take responsibility for pulling

together the small pieces of the total task.

3) They become bored by performing a narrow

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

Job enrichment

- is an approach in including more challenges

and responsibilities in jobs to make them more
appealing to employees.
CHARCATERISTICS OF JOB
ENRICHMENT
 1) DirecT feedback - employees should receive
immediate evaluation of their work. This feedback can
build into job or provided by the supervisor.

2) Client relationship – a job automatically enriched

when an employee has a client or customer to serve.
This client can come from within the organization or
outside it.

3) New learning – an enriched job allows its holder to

acquire new knowledge. The learning can stem from
job experiences or from training programs associated
with the job.
4)Control over method – when a worker has some
control over which method to choose to
accomplished a task, his or herntask motivation
generally increases.

5) Control over scheduling – the ability to schedule

one’s work contributes to job enrichment.
Scheduling includes the authority to decide when to
tackle which assignment and having some say in
setting working hours

6) Unique experience – an enriched job exhibits

unique qualities or features.
7) Control over resources – another contribution to
enrichment comes from having some control over
resources such as money, material, or people.

8) Direct communication authority – an enriched job

provides workers the opportunity to communicate
directly with people who use their output.

9) Personal accountability – in an enriched job,

workers take responsibility for their results.