Organizing/Work Processes/Culture H Edu 4790/6790
Organization Chart
Division of work Supervisory relationships Communication Channels Major subunits Levels of management
Traditional Structures Functional structures Divisional structures Product structure Geographical structure Customer structure Process structure Matrix structures Team structures
Organizing Trends Upside-down pyramid Shorter chains of command Less unity of command Wider spans of control
Upside-Down Pyramid CEO Front-line Mid-level
Organizing Trends Upside-down pyramid Shorter chains of command Less unity of command Wider spans of control
Tall and Flat (Span of Control)
Matrix Organization
Centralization Decentralization
Departmentation Time Objective Interpersonal climate Formal structure
Systems Thinking System Subsystem Open system
Systems Thinking
Improving subsystems Planning Rules or procedures Hierarchical referral Direct contact Liaison roles Task forces/Teams Maxtrix
Other Approaches Contingency Theories Learning organizations
Formal approaches to management Scientific (Taylor) Administrative principles (Fayol, Follet) Fayol’s five rules Fayol’s 14 principles Bureaucratic organization (Weber) Maslow
Fayol’s 5 Rules (1) Foresight (2) Organization (3) Command (4) Coordination (5) Control
Fayol’s 14 princicples Division of work Authority Discipline Unity of command Unity of direction Subordination of individual interests Remuneration Centralization Scalar chain Order Equity Stability of tenure Initiative Esprit de corps
Formal approaches to management Scientific (Taylor) Administrative principles (Fayol, Follet) Bureaucratic organization (Weber) Maslow
Weber’s Five Principles (1) Clear division of labor (2) Clear hierarchy of authority (3) Formal rules and procedures (4) Impersonality (5) Careers based on merit
Formal approaches to management Scientific (Taylor) Administrative principles (Fayol, Follet) Bureaucratic organization (Weber) Maslow’s Hierarchy of needs
Modern Approaches Systems thinking Contingency theories Learning organizations
What would the classics say? Six months after being hired, Bob, a laboratory worker, is performing just well enough to avoid being fired. He was carefully selected and had the abilities required to do it really well. At first, Bob was enthusiastic about his new job, but now he isn’t performing up to this high potential. Fran, his supervisor, is concerned, and wonders what can be done to improve this situation.
Design and work processes Bureaucratic designs Adaptive designs Organic designs Contingencies
Life cycle Birth stage Youth stage Midlife stage Maturity stage
Human Resources A good design provides people with the supporting structures they need to achieve both high performance and satisfaction in their work.
Culture Stories Heroes Rites Symbols
Activity Which culture fits you?
Subcultures Occupational Functional Ethnic/race Gender Generational