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Organization Matrix Structure
the arrangement of people and tasks to combines functional and divisional structures
accomplish organizational goals. where specialists from specific functional
departments are assigned to work on one or
The structure specifies who reports to whom and who
more interdisciplinary teams.
does what, and it is also a method for implementing a
strategy or for accomplishing the purpose of the
organization.
Organizational Structure
is defined as the system of how tasks are to
be allocated, who reports to whom, who has
the authority, and what are the coordinating
mechanisms and interaction patterns to
ensure that work is done.
Team Structure
TYPES OFORGANIZATIONAL STRUCTURE is created to complete special projects, to
solve problems or to accomplish daily tasks.
Functional Structure
is commonly found in smaller business
organizations where members with similar
skills are grouped together into functional
departments such as production, marketing,
finance and human resources.
Network Structure
is formed by having a core of full-time
Divisional Structure employees working together with outside
partners who provide support or supply
is common to complex organizations that services. It employs a minimum staff and
have diverse operations covering many mostly contracts out the work to be done
products, customers, processes and territories which can be classified as task force,
where members who are grouped together committee or collegial.
work on the same product, service and
process.
Org Man
Virtual Structure Staffing
eliminates the boundaries among units that pertains to determining the number of
compose the organization by using people with the right skills for specific units
information technology (IT) and the internet in the organization, getting the right
to communicate with members and applicants for the job positons, and selecting
accomplish specific objectives. the right candidate for the job.
Bureaucracy
I. Job Analysis
a rational, systematic, and precise form of II. Recruitment
organization in which rules, regulations and III. Selection
techniques of control are specifically defined. IV. Training
V. Compensation
PRINCIPLE OF OGRANIZATION IN A BUREAUCRACY VI. Rewards
1. Hierarchy of Authority VII. Performance Appraisal
VIII. Employee Movements
2. Unity of command IX. Employee Relation
3. Task Specialization
4. Responsibilities and Job Descriptions Job Analysis
5. Line and staff function is the foundation of staffing; refers to the
collection and analysis of all relevant
information and facets about a job that is
Delegation done in systematic and orderly manner.
assigning formal authority and responsibility Recruitment
for accomplishing a specific task to another
person. If managers do not delegate any of WE’RE HIRING – is the process of attracting a
their work, they are acting as individual pool of qualified applicants to fill a vacant
contributors – not true managers. job position.
Empowerment Selection
the process by which managers share power is the process of choosing the most qualified
with group members, thereby enhancing applicants from the short-list that fit on the
employees’ feelings or personal effectiveness. job after the recruitment process. This
involves a “hire” or “no hire” decision.
Training
Formal vs Informal Organization Structure
refers to any procedure intended to foster
Formal Structure and enhance employees and particularly
directed at acquiring job skill.
is primarily concerned with the relationship
between authority and subordinate. Orientation
This can be described in terms of three
features: formalization, complexity and Skills Training
centralization. Team Building
Informal Structure Coaching
typically develop around social or project Mentoring
groups. Because informal structures are
based on camaraderie there is often a more Career Development
immediate response from individuals. Succession Planning
Org Man
Orientation Bonus
aims to introduce the new employee to the refers to the additional
job setting also known as the induction compensation given to employees
training. usually provided as 14th or 16th month
pay
Skills Training
Commission
focuses on enabling employees to learn the
necessary skills required to perform a job, or are payments to employees as a
to enhance competencies to achieve a higher percentage of a quantity of output
work performance. that they have produced or sold
Team Building Profit Sharing
aims to achieve unity and cooperation are additional compensation given to
among organizational members and a time employees based on the outcome of
for employees to experience wellness or a company profitability rates
recreation.
Coaching Merit Increase
a form of a one-on-one training wherein
are additional compensations given to
experienced person (coach) provides
individuals who have performed
professional advice to another person to
improve the latter’s performance. exceptionally well computed as a
Mentoring percentage of the employee’s
is another form of coaching wherein a more monthly salary
experienced staff (mentor) gives regular
Benefits
training to a younger less experienced staff
(protégé). are any noncash payment given to
Career Development worker as part of compensation for
includes long-term career planning and their employees such as health care
organizing of relevant training programs to services, loan assistance, insurance,
improve skills and competencies.
rice subsidy and others
Succession Planning
is the process of identifying and developing Rewards
the potentials of internal staff to fill
leadership positions in the company. - are any noncash payment given to worker as
part of compensation for their employees
such as health care services, loan assistance,
Compensation insurance, rice subsidy and others
- is a set of general guidelines established by
the top management of a company in paying Extrinsic Rewards
and rewarding employees for the work they are monetary or material rewards
rendered. that may be in a form of bonuses,
salary increases, merit increases, car
Salary (base pay) plans etc.
the largest component of employee Intrinsic Rewards
compensation consisting salaries
computed on a fixed, monthly basis. are nonmonetary rewards given to
employees who performed well that
Wages can be in a form of recognition,
are payments to employees for their special awards
services, computed on an hourly basis
or on the basis of the amount of work
produced
Org Man
Performance Appraisal Retirement
- refers to the evaluation of an employee’s pertains to the ending of the
performance to provide meaningful employment of regular personnel
information to assess individual needs for usually upon reaching the age of 60
improvement and for the organization to plan (optional) but not beyond 65.
for the future. A covered employee who retires
pursuant to RA 7641 shall be entitled
360 Degree Feedback to retirement pay equivalent to at
This is a type of employee least one-half (1/2) month salary for
performance appraisal method that every year of service, a fraction of at
involves an anonymous rating if an least six (6) months being considered
employee conducted by his or her as one whole year.
subordinates, coworkers or peers,
Employee Relation
and managers.
- pertain to company efforts to enhance and
Forced Ranking
maintain harmonious, peaceful and
evaluation process in which productive relations between the
employees are measured against management and its employees.
each other. Using this system,
employees are ranked into 3,4, or 5 Labor Unions
“baskets.” This type of evaluation is are formal associations formed by
also termed as “rank and yank.” workers within an organization as a
vehicle for promoting and protecting
Employee Movement
employees’ interest.
- pertains to modification in the status or
Collective Bargaining
nature of employment of personnel. They
may occur as a result of employee is a process in which the workers who
performance appraisal, organizational are members of the union meet with
restructuring or certain operational representatives of management to
requirements. discuss and negotiate the specific
issues and proposals raised by the
Promotion union concerning their compensation
refers to upward or vertical and work conditions.
movement of employees in the
organization floor lower level jobs to
higher level jobs.
Separation
pertains to the termination of
employee by the employer. This may
occur due to justifiable reasons or
through authorized causes by the
management.
This can be involuntary (e.g., lay-off,
bankruptcy, redundancy or
termination) or voluntary (e.g.,
resignation)