2 Clarity in Working Relationship: понятно кто кому отчитывается, подчиняется
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mgt final
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они развиваются. (7) Expansion and Growth: все хорошо и слажено работают, развиваются, следовательно компания тоже растет и становится круче 22. An organizational chart is a diagram that shows the structure of an organization and the relationships and relative ranks of its parts and positions/jobs. Org charts depict an organization's hierarchy, which can clearly identify seniority and lines of authority that ought to be followed. It can also show which roles are responsible for what tasks, divisions, departments, or regions. 23. Types of Organization structures: • Hierarchical • Functional • Horizontal/flat • Divisional • Matrix • Team-based • Network 24. In a vertical organization, your business has a pyramidal top-down structure, with a CEO, president or owner at the top, a middle section of managers and supervisors, and a bottom section of regular employees. 25. Line and staff are the two broadest categories within which employees are organized in a business. Line personnel are directly involved in the operations of a business. Line functions include sales, marketing, production, and distribution. The line functions also generate revenue for the organization. Staff personnel facilitate the activities of line personnel. For example, a human resources employee is ranked within the staff classification, as is an internal auditor, an accountant, a public relations person, and a risk manager. 26. Delegation is the assignment of authority to another person to carry out specific activities. 8 steps in delegation procedure: 1. Pick the right person. And don’t go to the same person all the time. Sometimes the right person is someone who needs to develop skills, shown an interest, or needs a challenge. 2. Clearly communicate how much autonomy the person has. The amount of “rope” you give someone should increase over time as they perform well. 3. Describe the desired results in detail. The person needs to know where the “goal line” is and how success will be measured. 4. Provide the necessary resources. You need to set people up for success. 5. Establish checkpoints and milestones. People need to know if they are making progress. 6. Encourage people to try new and creative methods for pursuing the goal. And reward people for trying new things. 7. Create a motivating environment. You need to know when to cheer, when to coach, and when to step back. And definitely celebrate successes. 8. Tolerates risks and mistakes; make sure to turn these into learning opportunities. Don’t just say “Oh, it’s okay.” Help the person review what happened and what they can learn. 27. Advantages of delegation: • It can save time for everyone. • Growing team and business • Fulfilling your job role • Stronger business continuity Disadvantages of delegation: • Quality of work can suffer. • Lack of employee confidence • Potential extra costs for staff training • It can lead to frustration. 28. When managers delegate too often, their employees feel abandoned and unmotivated. 29. A formal organization is defined as an organization that has set rules and regulations to be followed by the employees. Examples: businesses, governments. On the other hand, an informal organization is defined as an organization that focuses on building social relationships and networks. Examples: clubs, social networks. 30. In management, the meaning of staffing is an operation of recruiting employees by evaluating their skills, knowledge, and then offering them specific job roles accordingly. Staffing includes recruitment, performance appraisal, promotions and transferring employees to the proper departments. 31. Technological advances can impact staffing, as they automate many processes that were previously done by humans. This may reduce the need for employees. Example: self-checkout machines in the stores. 32. Internal recruitment methods: promotion, new position, transfer. External recruitment methods: job boards, social media, employee referrals, job fairs, company websites. 33. Internal recruitment is a process in which employers look to fill the position from within its company. External recruitment is when employers look to fill the vacancy from any suitable applicant outside the company. 34. The selection process consists of five distinct aspects: • Criteria development. • Application and résumé review. • Interviewing. • Test administration. • Making the offer. 35. 7 types of job interviews • One-on-one interview. (самый обычный, симпл, один человек спрашивает вопросы о жүктеу/скачать 141,95 Kb. Достарыңызбен бөлісу:
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