The arrangement or relationship of positions within an organization and the result of the organizing process

determining the scope of work and how it is combined in a job.

the process of assigning various degrees of decision-making authority to subordinates

the grouping of fated jobs activities, or processes into major organizational subunits

the number of people who report directly to a given manager. 

the linking of activities in the organization that serves to achieve a common goal or objective.

After plan is adapted, it will proceed to form an organization to carry out the activities indicated in the plan.   

diagram of the organization's official positions and formal lines of authority.

provides written descriptions of authority relationships, details the functions of major organizational units, and describes job procedures.

describes personnel activities and company policies.

• will be assigned to perform specific tasks aimed at achieving organizational objectives.

• part of the organization  structure.

• deemed inappropriate to meet expectations, committees  are often-times harnessed to achieve  organizational goals. 

• Many organizations, large or small, make use of committees.

• There are instances when members of an organization spontaneously form  a group with friendship as a principal reason for belonging. 

• It is not a part of the formal organization and it does not have a formal performance purpose.

• are oftentimes very useful in the accomplishment of major tasks,  especially if these tasks conform with the expectations of the members

• useful as it is,  is "vulnerable to expediency, manipulation, and opportunism," according to Valentine

• Its low visibility makes it difficult for management to detect these perversions, and considerable harm can be done to the company.. 

He must be on the lookout for the possible difficulties that the informal groups may do to the organization.
He could make the informal groups work for the organization.

A form of departmentalization in which everyone engaged in one functional activity, such as engineering or marketing, is grouped into one unit.
very effective in smaller firms, especially single-business firms where key activities revolve around well-defined skills and areas of specialization.

This refers to the organization of a company by divisions that brings together all those involved with a certain type of product or customer.
With its feature of operating by divisions, is appropriate for a large corporation with many product lines in several related industries.

Which each employee reports to both a functional or division manager and to a project or group manager.
According to Thompson and Strickland, is a structure with two (or more) channels of command, two lines of budget authority, and two sources of performance and reward.

A manager's right to tell subordinates what to do and then see that they do it.

Perform tasks that reflect the organization's primary goal and mission.
In a construction firm, the department that negotiates and secures contracts for the firm is a line department.

A staff specialist's right to give advice to a superior

Include all those that provide specialized skills in support of line departments.
Include those which perform strategic planning, labor relations, research, accounting, and personnel.

Those individuals assigned to a specific manager to provide needed staff services

Those individuals providing needed staff services for the whole organization.

A specialist's right to oversee lower level personnel involved in that specialty, regardless of where the personnel are in the organization.
This authority is given to most budget officers of organizations, as well as other officers.

A formal group of persons formed for a specific purpose.
Is often staffed by top executives from marketing, production, research, engineering, and finance, who work part-time to evaluate and approve product ideas.

One created for a short-term purpose and have a limited life.
An example is the committee created to manage the anniversary festivities of a certain firm.

It is a relatively permanent committee that deals with issues on an ongoing basis.
An example is the grievance committee set up to handle initially complaints from employees of the organization.

Very sensitive to whatever staffing errors are made.
Placing the wrong person in a highly specialized position like quality control, for instance, may bring untold damages to the firm. Yet, this refers to a single error only.

Defined as the management functions that determines human resource needs, recruits, selects, trains, and develops human resources for jobs created by an organization.
Undertaken to match people with jobs so that the realization of the organization's objectives will be facilitated.

This will be done in conjunction with the efforts of the human resource officer, i.e., if the company has one

Which is an assessment of future human resource needs in relation to the current capabilities of the organization.

Which means translating the forecasted human resource needs to personnel objectives and goals.

Which refers to monitoring human resource action plans and evaluating their success.

Which use historical data to develop forecasts of the future.

Which are attempts to identify the major variables that are related to or have caused particular past conditions and then use current measures of these variables to predict future conditions.

a system of regression equations estimated from past time series data and used to show the effect of various independent variables on various dependent variables.

Refers to time series that anticipate business cycle turns

Are those that provide early warning signals of significant changes in established patterns and relationships so that the engineer manager can assess the likely impact and plan responses if required.

When the different positions have been identified to be necessary and the decision to fill them up has been made, the next logical step is_____

Provides information about a person's characteristics such as age, marital status, address, educational background, experience, anti special interests.

● Are those written by previous employers, co-workers, teachers, club officers, etc.
● Their statements may provide some vital information on the character of the applicant.

Information may be gathered in an interview by asking a series of relevant questions to the job candidate.

which is an objective, standard measure of a sample behavior. It is classified into:

one used to measure a person's current knowledge of a subject

one used to measure personality traits as dominance, sociability, and conformity

one used to measure a person's interest in various fields of work.

It is given to assure that the health of the applicant is adequate to meet the job requirements.

where the trainer is placed in an actual work situation under the direction of his immediate supervisor, who acts as trainer. This situation motivates strongly the trainee to learn.

where the trainee is placed in a situation almost exactly the same as the workplace where machines, materials, and time constraints are present. As the trainer works full time, the trainee is assured of sufficient attention from him.

where a combination of on-the-job training and experiences with classroom instruction in particular subjects are provided to trainees

where the trainee is provided with a set of notes, messages, telephone calls, letters, and reports, all pertaining to a certain company situation. He is expected to handle the situation within given period of 1 or 2 hours

a training method where trainees are faced with a simulated situation and are required to make an ongoing series of decisions about that situation.

this method presents actual situations in organizations and enable one to examine successful and unsuccessful operations. It emphasizes the manager's world, improves communication skills, offers rewards of solving a mystery, possesses the quality of illustration, and establishes concrete reference points for connecting theory with practice.

this method attempts to influence the trainee by showing model persons behaving effectively in a problem situation. The trainee is expected to adapt the behavior of the model and use it effectively in some instances later on.

under this method, awareness and sensitivity to behavioral patterns of oneself and others are developed.

a training method intended to help individuals not only understand themselves and others but also improve their interpersonal communication skills.

this method provides valuable opportunities for the trainee to learn various skills while actually engaged in the performance of a Job.

this method requires a senior manager to assist a lower-level manager by teaching him the needed skills and generally providing directions, advice and helpful criticism. The senior manager must be skilled himself and have the ability to educate, otherwise the method will be ineffective.

under this method, a manager works as assistant to a higher-level manager and participates in planning and other managerial functions until he is ready to assume such position himself. Once in a while, the assistant is allowed to take over.

this method is premised on the idea that junior executives must be provided with means to prepare them for higher management positions. To achieve this, a junior board of directors is created consisting of junior executives as members. The board is given the authority to discuss problems that the senior board could discuss. The members are encouraged to take a broad business outlook rather than concentrating on their specialized lines of work.

where each trait or characteristic to be rated is represented by a line or scale on which the rater indicates the degree to which the individual possesses the trait or characteristic.

where the evaluator composes statements that best describe the person evaluated.

where specific goals are set collaboratively for the organization as whole, for various subunits, and for each individual member. Individuals are then, evaluated on the basis of how well they have achieved the results specified by the goals.

where one is evaluated by persons other than the immediate superior. This method is used for evaluating managers.

where the evaluator checks statements on a list that are deemed to characterize an employee's behavior performance

where standards are set for the realistic worker output and later on used in evaluating the performance of non-managerial employees.

where each evaluator arranges employees in rank order from the best to the poorest;

where the evaluator recalls and writes down specific (but critical) incidents that indicate the employee's performance. A critical incident occurs when employee's behavior results in an unusual success or failure on some parts of the job.

these are given to employees whose performance is at par or above standard requirements.

● provided through communication may be used for decision-making at various work levels in the organization.
● A construction worker, for instance, may be given instructions on the proper use of certain equipment.

Communication is also often times used as a means to motivate employees to commit themselves to the organization's objectives.

● When properly communicated, reports, policies, and plans define roles, clarify duties, authorities and responsibilities.
● Effective control is then facilitated.

● When feelings are repressed in the organization, employees are affected by anxiety, which in turn affects performance.
● Whatever types of emotions are involved, whether satisfaction, dissatisfaction, happiness, or bitterness, communication provides a means to decrease the internal pressure affecting the individual.

● The most important step in effective communication.
● It is important that the idea to be conveyed must be useful or of some value.
● An example of a useful idea is how to prevent accidents in workplaces

● the idea into words, illustrations, figures, or other symbols suitable for transmission.
● The method of transmission should be determined in advance so that the idea may be encoded to conform with the specific requirements of the identified.

● the use of an appropriate communication channel.
● Among the various channels used include the spoken word, body movements, the written word, television, telephone, radio, an artist's paint, electronic mail, etc.
● Proper transmission is very important so the message sent will reach and hold the attention of the receiver.

may be defined as a course of action aimed at ensuring that the organization will achieve its objectives.

Is a short-term action taken by management to adjust to negative internal or external influences.

maybe defined as a quantitative or qualitative measuring device designed to help monitor the performances of people, capital goods, or processes.

this is the written document or blueprint for implementing and controlling an organization's marketing activities related to a particular marketing strategy.

this is a written document that states the quantity of output a company must produce in broad terms and by product family.

it is a document that summarizes the current financial situation of the firm, analyzes financial needs, and recommends a direction for financial activities.

it is a document that indicates the human resource needs of a company detailed in terms of quantity and quality and based on the requirements of the company's strategic plan.

these are plans that are used again and again, and they focus on managerial situations that recur repeatedly.

these plans are specifically developed to implement courses of action that are relatively unique and are unlikely to be repeated.

is a planning methodology that helps organizations build a strategic plan to meet goals, improve operations and keep the business relevant.

is a strategic business tool used by organizations to discover, evaluate, organize, and track macro-economic factors which can impact on their business now and in the future.

is a simple but powerful tool for understanding the competitiveness of your business environment, and for identifying your strategy's potential profitability.