TAGBILARAN CITY COLLEGE

College of Business and Industry

Tagbilaran City, Bohol

Course Code ABM104 Instructor Emily C. Tabigue

Charwen Namocatcat
Course Title Organization and Email [Link]@[Link]
Management [Link]@[Link]
Course Credits 3 Contact Number 0963-001-7912
0927-970-6415
Course Bridging Consultation Hours
Classification
Pre-Requisite(s) Consultation TCC Faculty Office
Venue

Learning Module 4: Organizing

Duration of Delivery: March 4 - 8, 2024
Due Date of Deliverables: March 08, 2024

Module 4 – Organizing

Learning Outcomes:
 Explain the characteristics of Organizing, meaning and
its purpose.
 Identify the delegation Process.
 Organizing is the second
key management function, after planning, which
coordinates human efforts, arranges resources and
incorporates the two in such a way which helps in
the achievement of objectives. It involves deciding
the ways and means with which the plans can be
implemented.

It entails defining jobs and working relationships,

assigning different tasks associated with the plans,
arranging and allocating resources, design a
structure which distinguishes duties, responsibilities
and authorities, scheduling activities, in order to
maintain smoothness and effectiveness in
operations.

Characteristics of Organizing:

Division of Labor: Work is assigned to the employee

who is specialized in that work.

Coordination: Different members of the organization are

given different tasks to perform when all the tasks are put
together logically and sequentially, it results in the
objectives, so coordination is required.

Objectives: Objectives need to be specifically defined.

Authority-Responsibility Structure: For an effective

authority responsibility structure, the position of each
manager and executive is specified, as per the degree of
the authority and responsibility assigned to them, while
performing the duties.

Communication: The techniques flow and importance of

communication must be known to all the members.
Process of Organizing:

1. Identification and division of work: Organizing

process begins with identifying the work and dividing
them as per the plans. Basically, the work is classified
into different manageable activities, to avoid
redundancy, and sharing of work is encouraged.
2. Departmentalization: After classifying the work into
different activities, the activities having a similar nature
are grouped together. This process is called as
departmentalization which facilitates specialization and
forms the basis for creating departments.
3. Assignment of the task: After the formation of
departments, employees are placed in different
departments under a manager, called as a departmental
manager. Thereafter, employees are assigned the jobs
 as per their skills, qualifications and competencies. For
the effectiveness of the performance, the manager
must ensure that there is a proper match between the
job and the incumbent, i.e. the right person has to be
placed at the right job.
4. Establishment of organizational hierarchy:
Deployment of work is not all, the employees must be
aware of whom they have to report and who can give
them orders. Hence, work relationships need to be
established clearly, which helps in the creation of a
hierarchical structure of the organization.
5. Provision of resources to the members:
Arrangement and deployment of resources such as
money, materials, supplies, and machine, etc. which are
important to carry out day to day operations of the
organization.
6. Coordination of efforts and scheduling of
activities: The final step to this process is the
coordination of efforts and scheduling the activities in a
logical and systematic manner so that the common
objectives can be achieved effectively.

 Types of Organizational Structure:


Simple Organizational Structure – A
simple organizational structure is the most basic structure
ad is applicable to small business where majority of the
power and decision making rest on the owner.

Functional Structure – emphasizes

hierarchy and specialization among departments. A
functional organizational structure enables a company to
establish clear professional’s identities among its
employee, since they are given positions and ranks in line
with their expertise or specialization. This structure,
however may also bring about competition among
employees assigned to departments.

 Delegation - Delegation is providing employees

with a job to do within basic parameters and giving
them the authority to make their own decisions on what
steps to take to achieve the objective. Offer support
and training as necessary, but allow your team
members a degree of autonomy and ownership if you
really want to benefit.
 Delegation is commonly defined as the shifting
of authority and responsibility for particular functions,
tasks or decisions from one person (usually a leader or
manager) to another.
 To appoint as one's representative to assign
responsibility or authority.
 From a management perspective, delegation
occurs when a manager assigns specific tasks to their
employees. By delegating those tasks to team members,
managers free up time to focus on higher-value activities
while also keeping employees engaged with greater
autonomy

 Delegation Process:
1. Choose an appropriate task: Split your upcoming
tasks into four categories: urgent and important, non-
urgent and important, urgent and non-important, non-
urgent and non-important.
2. Choosing an appropriate person: Ask questions like:
Which tasks can team members do as well or better than
me? Which tasks will develop individuals? Which tasks are
routine, which tasks will appeal to team members?
3. Setting objectives Set clear objectives that are specific,
measurable, agreed, realistic, and time-bound. They can
also be exciting and rewarding. Think about all the
information the person will need. Answer: who? what?
when? how? Make sure the necessary authority is given and all the necessary resources are available.
4. Implement delegation Brief the team member on their objectives and gain their commitment to the
task. Ask open questions to check their understanding and their commitment. Ask them how they feel and
how they think they might approach the task.
5. Monitor delegation Keep track of progress. This can be through regular agreed reviews or through
informal chats. Make sure you are available to support the team member.
6. Review and evaluate Give feedback on performance. Constructive feedback is vital for the development
of your team and feedback sessions should be handled sensitively using a coaching model like GROW.

 Elements of Delegation:

Responsibility: The responsibility means, assigning

the work to an individual.

Authority: To fulfil the responsibility, certain authority

is delegated to the subordinate. Authority means the power to take
decisions.
Accountability: Accountability means, to check
whether the subordinates are performing their responsibilities in an
expected manner or not. The Accountability cannot be delegated which
means, in the case of non-completion of the task, the manager will
only be held responsible for it, not the subordinates.