Upload
arron-baker
View
217
Download
0
Embed Size (px)
Citation preview
EffectiveOrganization Structure
CoordinateCoordinateand Control Workand Control Work
CoordinateCoordinateand Control Workand Control Work
DivideDivideResponsibilitiesResponsibilities
DivideDivideResponsibilitiesResponsibilities
PromotePromoteAccountabilityAccountability
PromotePromoteAccountabilityAccountability
DistributeDistributeAuthorityAuthority
DistributeDistributeAuthorityAuthority
Organization Chart
Vertical OrganizationVertical Organization
Ch
ain
of
Co
mm
and
Ch
ain
of
Co
mm
and
Wo
rk S
pe
cializa
tion
Wo
rk S
pe
cializa
tion
FormalFormalOrganizationOrganization
FormalFormalOrganizationOrganization
InformalInformalOrganizationOrganization
InformalInformalOrganizationOrganization
Horizontal CoordinationHorizontal Coordination
Organization Chart for Food Lion Grocery Chain
Board of DirectorsBoard of Directors
President & CEOChairperson
President & CEOChairperson
VP Human ResourcesVP Human Resources
Senior VPOperationsSenior VPOperations
VPMISVPMIS
VPFinance
VPFinance
VP Special Projects
VP Special Projects
VPMarketing
VPMarketing
VPAdvertising
VPAdvertising
VP Store PlanningVP Store Planning
Regional SupervisorsRegional
Supervisors
Area Supervisors
Area Supervisors
Regional OperationsRegional
Operations
Area Supervisors
Area Supervisors
Regional OperationsRegional
Operations
Area Supervisors
Area Supervisors
VP Grocery OperationsVP Grocery Operations
VP Perishable Operations
VP Perishable Operations
VP Bakery OperationsVP Bakery Operations
Chain of Command
ResponsibilityResponsibility
AccountabilityAccountability
AuthorityAuthority
DelegationDelegation
Organizing the Workforce
DepartmentalizationDepartmentalizationDepartmentalizationDepartmentalization
DivisionDivisionDivisionDivisionFunctionFunctionFunctionFunction
NetworkNetworkNetworkNetwork MatrixMatrixMatrixMatrix
HybridHybridHybridHybrid
Divisional Structures
ProductsProductsProductsProducts
GeographyGeographyGeographyGeography
ProcessesProcessesProcessesProcesses
CustomersCustomersCustomersCustomers
Departmentalization by Matrix
PUBLISHERPUBLISHER
Book Team AManger
Book Team AManger
Book Team BManger
Book Team BManger
EditorialManagerEditorialManager
ProductionManager
ProductionManager
DesignManagerDesign
Manager
Editor AEditor A ProductionEditor A
ProductionEditor A Designer ADesigner A
Editor BEditor B ProductionEditor B
ProductionEditor B Designer BDesigner B
Working In Teams
Opportunities Challenges
Higher-quality decisions
Increased commitment
Lower stress levels
Less internal competition
Improved flexibility
Inefficiency
Groupthink
Diminished motivation
Structural disruption
Excessive workloads
Effective Teams
Size and StructureSize and Structure
Sense of PurposeSense of Purpose
CommunicationCommunication
Effective Teams
Creative ThinkingCreative Thinking
Focused EffortsFocused Efforts
ConsensusConsensus
Theories of Motivation
Frederick W. Taylor
Maslow’s Hierarchy of Needs
Herzberg’s Two-Factor Theory
Theory X, Theory Y, and Theory Z
Equity Theory
Expectancy Theory
Frederick W. Taylor
MonetaryRewards
PersonalProductivity
ScientificScientificManagementManagement
ScientificScientificManagementManagement
Self-Esteem NeedsSelf-Esteem Needs
Social NeedsSocial Needs
Safety NeedsSafety Needs
Physiological NeedsPhysiological Needs
Self-Self-ActualizationActualization
Maslow’s HierarchyMaslow’s Hierarchy
Five NeedCategoriesFive NeedCategories
Herzberg’s Two-Factor Theory
MotivationMotivationMotivationMotivation
•AchievementAchievement•RecognitionRecognition•ResponsibilityResponsibility•Work itselfWork itself•Personal growthPersonal growth
•AchievementAchievement•RecognitionRecognition•ResponsibilityResponsibility•Work itselfWork itself•Personal growthPersonal growth
HighlyHighlySatisfiedSatisfied
HighlyHighlyDissatisfiedDissatisfied
Neither SatisfiedNeither SatisfiedNor DissatisfiedNor Dissatisfied
Motivators InfluenceMotivators InfluenceSatisfaction LevelSatisfaction Level
Hygiene FactorsHygiene FactorsInfluence SatisfactionInfluence Satisfaction
Area of Area of SatisfactionSatisfaction
Area ofArea ofDissatisfactionDissatisfaction
Hygiene FactorsHygiene FactorsHygiene FactorsHygiene Factors
•Working conditionsWorking conditions•Pay and securityPay and security•Company policiesCompany policies•SupervisorsSupervisors•Interpersonal relationshipsInterpersonal relationships
•Working conditionsWorking conditions•Pay and securityPay and security•Company policiesCompany policies•SupervisorsSupervisors•Interpersonal relationshipsInterpersonal relationships
McGregor’s Assumptions
Theory X EmployeesTheory X Employees Theory Y EmployeesTheory Y Employees
Dislike workDislike work
Motivated by threats Motivated by threats
Avoid responsibilitiesAvoid responsibilities
Value securityValue security
Enjoy workEnjoy work
Committed to goals Committed to goals
Accept responsibilitiesAccept responsibilities
Have mental potentialHave mental potential
Ouchi’s Theory Z
Informal Controlwith Formal
Measurements
Slow Evaluationand Promotion
Moderate Degreeof Career
Specialization
Holistic Concernfor the Individual
Consensus-BasedDecision Making
Long-TermEmployment
IndividualResponsibility
Equity TheoryEquity TheoryRatio
Comparison*Employee’sPerception
Outcomes A
Inputs A
Outcomes A
Inputs A
Outcomes A
Inputs A
Outcomes B
Inputs B
Outcomes B
Inputs B
Outcomes B
Inputs B
<
=
>
Inequity (Under-Rewarded)
Equity
Inequity (Over-Rewarded)
*Where A is the employee, and B is a relevant other or referent.
Expectancy Theory
IndividualEffort
IndividualEffort
IndividualPerformance
IndividualPerformance
OrganizationalRewards
OrganizationalRewards
IndividualGoals
IndividualGoals
Quality ofeffort put forthdepends on. . .
Quality ofeffort put forthdepends on. . .
…expectationsof
…and expectationsof
…attractiveness of rewards relative to
Workplace Motivation Strategies
SettingSettingGoalsGoals
SettingSettingGoalsGoals
ReinforcingReinforcingBehaviorBehavior
ReinforcingReinforcingBehaviorBehavior
Management by Objectives
Setting GoalsSetting Goals
Planning ActionPlanning Action
Implementing PlansImplementing Plans
Reviewing PerformanceReviewing Performance
1
2
3
4
Reinforcement Theory
Behavior ModificationBehavior Modification
Avoid UnpleasantAvoid UnpleasantConsequencesConsequences
Obtain PleasantObtain PleasantConsequencesConsequences
PositiveNegative Reinforcement
Working With Labor Unions
Wages and BenefitsWages and Benefits
Working ConditionsWorking Conditions
Job SecurityJob Security
Human Resource Management (HRM)
Motivation
Motivation
CompensationCompensation
AcquiringAcquiringAcquiringAcquiring MaintainingMaintainingMaintainingMaintaining DevelopingDevelopingDevelopingDeveloping
Eval
uatio
nEv
alua
tion
Training & DevelopmentTraining & Development
Functions of the Human Resources Department
Planning for Staffing Needs
Recruiting and Hiring
Training and Development
Appraising and Retaining
Planning for Staffing Needs
From Business
Plan
From Business
Plan
EstimateDemand forEmployees
EstimateDemand forEmployees
EstimateSupply of
Employees
EstimateSupply of
Employees
PerformJob Analysis
PerformJob Analysis
Write JobDescriptions
Write JobDescriptions
Write JobSpecifications
Write JobSpecifications
To HiringProcess
To HiringProcess
Evaluating Job Requirements
Forecasting
InternalInternal
SearchesSearchesNewspaper AdsNewspaper Ads Internet AdsInternet Ads
Trade ShowsTrade Shows HeadhuntersHeadhunters ReferralsReferrals
EmploymentEmployment
AgenciesAgenciesUnion HallsUnion Halls CollegesColleges
Recruiting Employees
The Hiring Process
SelectQualified Candidates
SelectQualified Candidates
11
ConductIn-Depth Interviews
ConductIn-Depth Interviews
33
CheckReferences
CheckReferences
55
Screenthe Candidates
Screenthe Candidates
22
Evaluatethe Candidates
Evaluatethe Candidates
44
Select theBest Candidate
Select theBest Candidate
66
Background Checks
EducationalEducationalCredentialsCredentials
Time GapsTime GapsBetween JobsBetween Jobs
Arrest Records Arrest Records
EmploymentEmploymentVerificationVerification
Reference Reference ChecksChecks
Credit HistoriesCredit Histories
Appraising Employees
Electronic PerformanceMonitoring
Electronic PerformanceMonitoring
360-DegreeReviews
360-DegreeReviews
Regular WrittenEvaluations
Regular WrittenEvaluations
Periodic Performance Appraisals
Periodic Performance Appraisals
Objectivity
Fairness
Improvement
Standards
Workplace Compensation
Wages Salaries
Benefits Pay Scale BenefitsBonuses
Hourly Workers
CorporateExecutives
Incentive Programs
Gain SharingGain Sharing
Pay for PerformancePay for Performance
Knowledge-Based PayKnowledge-Based Pay
Benefits and Services
InsuranceInsurance
Retirement PlansRetirement Plans
Stock OptionsStock Options
Family BenefitsFamily Benefits
Insurance Benefits
Life and HealthLife and Health
Dental and VisionDental and Vision
DisabilityDisability
Long-Term CareLong-Term Care
Family-Friendly Benefits
Elder-CareElder-CareElder-CareElder-CareUnpaidUnpaidLeaveLeave
UnpaidUnpaidLeaveLeave
DaycareDaycareDaycareDaycare
Other Employee Benefits
Vacations, holidays, and sick leaveVacations, holidays, and sick leave
Professional developmentProfessional development
Financial or legal counselingFinancial or legal counseling
Wellness programsWellness programs
Employee Assistance ProgramsEmployee Assistance Programs
Corporate perksCorporate perks
Terminating Employees
Performance RelatedPerformance Related Not Performance RelatedNot Performance Related
At-Will EmploymentAt-Will EmploymentAt-Will EmploymentAt-Will Employment
Wrongful DischargeWrongful DischargeWrongful DischargeWrongful Discharge
Rank and YankRank and YankRank and YankRank and Yank
Business DownturnsBusiness DownturnsBusiness DownturnsBusiness Downturns
Effects on EmployeesEffects on EmployeesEffects on EmployeesEffects on Employees
Outplacement EffortsOutplacement EffortsOutplacement EffortsOutplacement Efforts