Organizational Systems: Structure, Evaluation, and Charts
1. Problem Diagnosis: Identify the issue and its potential consequences. Solution: Achieve optimal performance and productivity for maximum profits.
2. Organizational Assessment: Evaluate targets, numbers, percentages, statistics, cost-benefit, and cost-effectiveness.
3. Types of Organizational Evaluation: Diagnostic, summative, and formative.
4. McClelland’s Contribution: (Further details needed on McClelland’s specific contributions to organizational systems)
5. Concept of Organization: A graphic representation of an institution’s structure, showing units, relationships, hierarchy, and communication channels.
6. Purpose of an Organization Chart: Illustrates the division of labor, including:
- Existing positions within the company.
- How these positions are grouped into administrative units.
- The authority assigned to each position.
7. Basic Requirements for Establishing an Organization: Precision, force, and uniformity.
8. Types of Units in an Organizational Structure: Maintenance, elimination, addition, combination, modification, simplification, and exchange.
9. Radial Organizational Structure: Also known as a vector organization, it’s built with concentric circles representing hierarchical levels, with authority decreasing from the center outwards.
10. Circular Organizational Structure: Depicted in concentric circles with dotted lines or cuts, showing hierarchical levels. Thick lines represent communication channels.
11. Classification of Organization by Content: Structural, functional, and integration of posts.
12. Scope of Organization:
- General: Represents the main organs and international relations.
- Specific: Provides detailed information on specific areas of the organization.
13. Classification by Presentation: Vertical, horizontal, mixed, block, scale, circular, and hybrid.
14. Utility of Organization Charts: They reveal the division of functions, hierarchical levels, authority lines, accountability, formal channels, and relationships between job sectors.
15. Vertical and Horizontal Organization Design: (Examples or diagrams would be beneficial here)
16. Joint and Scale Organization Design: (Examples or diagrams would be beneficial here)
17. Rules for Developing a Flowchart: Must be clear, concise, and not contain an excessive number of tables. Lines of authority should not change in thickness.
18. Recommendations for Flowchart Design: An organizational chart should not exceed 5 administrative levels, reduce position size according to lower levels, and use a single color.
19. Features to Include in Flowchart Development: Prepare the functionalization of each position, ensure the organization is custom-made, updated with job changes, and includes the name of the creator.
20. Technology Support in Organizational Development: Graphic, interactive, didactic, including keywords, drawings, and systematic approaches.