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How do you organize a successful company?

How do you organize a successful company?. Organize: Learning Goals. How do you interpret and understand an organizational chart, and anticipate your role in an organizational structure? Can you detect and recognize an organization’s culture to make decisions about your career?

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How do you organize a successful company?

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  1. How do you organize a successful company?

  2. Organize: Learning Goals • How do you interpret and understand an organizational chart, and anticipate your role in an organizational structure? • Can you detect and recognize an organization’s culture to make decisions about your career? • How do you use recruiting, selecting,& hiring?

  3. Organizing for a Purpose • Families organized different ways based on: • Size • Circumstance • Location of authority • Lines of communication

  4. 1. Organizational Structure Basics • Organizational structure – configuration of people with allocation of duties • Division of labor – employees take on specialized roles

  5. The Organization Chart and Hierarchy of Authority • Hierarchy of Authority - official configuration of reporting relationships

  6. Centralized vs. Decentralized Structures • Centralized structure – places decision-making authority with very few • Decentralized structure - spreads authority & decision-making down organizational chart • Bureaucratic organization - places all authority with few top-ranking authorities

  7. Flat vs. Tall Organization

  8. Linear vs. Matrix Structures • Linear structure - hierarchy of authority goes down line from top management to lower-level employees • Matrix structure – more than 1 boss

  9. Departmentalization • Company divides employees into different units based on their roles

  10. Adjusting Structure to a Changing Market • Organizational change – planned or unplanned transformations in structure, technology, & people

  11. Why Organizational Structure Matters to You The structure of a business can greatly affect the opportunities and challenges you encounter at a job. Page 239

  12. Why Organizational Structure Matters • What do you value? • What’s your best span of control? • Line – employees directly responsible for company’s output • Staff - employees who support the line departments

  13. Do It… Choose an Organizational Structure • What organizational structure would allow you to make your best contribution? • What sort of structure would be a good fit for your career? • Centralized vs. decentralized • Tall vs. Flat • Why?

  14. 2. Organizational Culture: Getting a Feel for It “Every company has two organizational structures: The formal one is written on the charts; the other is the everyday relationship of the men and women in the organization.” Harold S. Geneen, Former CEO of ITT Corporation

  15. What Constitutes Organizational Culture? attitudes, values, and norms shared by an organization’s members

  16. The Iceberg Theory A large part of organizational culture occurs beneath the surface.

  17. How to Recognize Organizational Culture • Observe & interact with co-workers • Tone – stiff or friendly, encouraging or antagonistic, enjoy presence or tension? • Layout • Space used – who gets offices, cubicle size, furniture, walls, personal items

  18. Formal & Informal Communication: What’s the Story? • Informal communication network – informal connection between employees, pathway for information • Grapevine - casual communication between friends, rapidly reaching entire organization

  19. Do It… Identify Organizational Chart • Ideal organizational culture for you to work for? • Research Fortune magazine’s Top 100 Business to work for

  20. 3. Another Brick in the Wall: Staffing the Organization Without people to work and develop structure and culture, there is no organization.

  21. Know Who You Are Looking For • Job analysis - requirements of a job & work to be performed • Job description – explains what a job entails • Job Specifications - list of qualities important to the job

  22. Recruiting Employees • Recruiting - creating a pool of potential applicants from which to select qualified people • Internal • Internal job postings • Employee referral

  23. External Recruitment

  24. Selecting Employees • Factors to consider: • Have valuable insights, initiative, & diversity • Behavior, interests, & personality are essential indicators • Personality tests

  25. Selecting the Best Employees • Recruit constantly • Write accurate job description & job specification • What makes best employee? • List qualities/behaviors • What makes best suited for job • Include in description

  26. The Hiring Process • Scoring potential employees • Conducting reference & background checks • For those sitting on the other side of the desk

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