Mgt Process & Organization

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Management Process & Organization Akhilesh Rai from IMT Ghaziabad


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Presentation Transcript

Slide 1: 

Management Process & Organization BP Mukherjee

Slide 2: 


Organization Characteristics : 

Organization Characteristics Distinct purpose Deliberate structure People A deliberate arrangement of people to accomplish some specific purpose

Traditional Vs. New Organization : 

Traditional Vs. New Organization

Slide 5: 

Competitive advantage and the ‘three C’s’

Slide 6: 

The Value Chain (Source:Porter,Competitive Advantage,The Free Press,1985)

Slide 7: 

The extended value chain

Slide 8: 

The Concept of Management

Business OrganismAnatomy &Physiology : 

Business OrganismAnatomy &Physiology Heart: Buying,making and selling Blood supply: Management Skeleton: Organization structure Nervous system: Communication Channel Behaviour: Predatory to Contributory

Management Definition : 

Management Definition Management is the process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected goals. Manager is a person who plans, organizes, leads and controls human, physical, financial and information resources in the efficient and effective pursuit of organizational goals.

Management Work Domains : 

Management Work Domains Management of People Management of Process Asset Operations Finance Supply chain etc. Management of Technology Management of Environment Management of Market Management of Regulations

Managerial Challenges : 

Managerial Challenges Globalization E-business Workforce diversity Customers ever-growing expectations Productivity gains Ownership Ethics & social responsibility Knowledge management Empowerment Workforce spirituality

Scope of Management : 

Scope of Management Demands: Meeting business objectives, minimum performance criteria Constraints: Resource scarcity, legal complexity, technological limitations, attitudinal hindrance, logistical bottlenecks Choices : Method, product/services, domain, opportunities

Scope of ManagementThree Fold Concept of Herbison & Myers : 

Scope of ManagementThree Fold Concept of Herbison & Myers Management as a economic resource Management is one of the factors of production along with land, labour & capital Management as a system of authority Management is the rule-making & rule-enforcing body. It is bound together by a web of relationship between superior and subordinates, that is people are bound by authority relationship. Management as a class or elite Sociological view management as a distant class in society having its value system.

Management Art or Science : 

Management Art or Science Art :not systematized, learned by rote nor practised according to formula—is an art, even a creative art Science : Systematized approach to work, people and environment And Experiences clearly analyzed, shared, and discussed


WHAT IS MANAGEMENT? MANAGEMENT = MAN + AGE + MEN + T Where, Man + Age : Man with age gets experience Men : Human resource T : Tact i.e. Managing HR with experience & tact is management all about

Art Vs. Science : 

Art Vs. Science

Management Relevance to Art or Science : 

Management Relevance to Art or Science Art Use of knowledge Creativity Personalized activity Constant practice & learning from mistakes Science Systematized body of knowledge Social science Inexact science Managers are instant decision-makers while scientist experiments & evolves

Every Organization is a Sentient Living System : 

Every Organization is a Sentient Living System Not biologically alive Intelligent & conscious of its environment Is born, can grow and can die also Dominant, dependent, competitive collaborative relationship with others Sentient, but not omniscient

Administration Vs. Management : 

Administration Vs. Management

Management as a Profession : 

Management as a Profession Profession meets the following criteria Formal education System of accreditation Specific clientele Clear code of universally enforced ethics Common body of knowledge However, management occupation is developing a professional character Management has become the pervasive, the universal organ of the modern society: Peter Drucker

Examples of Resources used by Organization : 

Examples of Resources used by Organization

Slide 23: 


Slide 24: 

Executive Managers Conceptual Technical Human Middle Managers Conceptual Technical Human First Line Managers Conceptual Technical Human Differences in skills required for Successful Management according to Level in the Hierarchy

The Classical Approach : 

The Classical Approach The classical approach : It emphasises organizational efficiency to increase organizational success Classical Approach Bureaucracy Max Weber Scientific Management (Taylor) Administrative Theory (Fayol) Frederick Winslow Taylor (1856-1915) , was an American mechanical engineer who sought to improve industrial efficiency A management consultant in his later years, he is sometimes called "the father of scientific management ." He was one of the intellectual leaders of the Efficiency Movement and his ideas, broadly conceived, were highly influential in the progressive era Henri Fayol ( 1841-1925) was a French management theorist. Fayol was one of the most influential contributors to modern concepts of management, having proposed that there are five primary functions of management: (1) planning, (2) organizing, (3) commanding, (4) coordinating, and (5) controlling Maximilian Carl Emil Weber (1864-1920) was a German political economist and sociologist who is considered one of the founders of the modern study of sociology and public administration

Bureaucracy : 

Bureaucracy A structure with highly routine operating tasks achieved through specialization, very formalized rules and regulations, tasks that are grouped into functional departments, centralized authority, narrow spans of control and decision-making that follows the chain of control

Scientific Management : 

Scientific Management Scientific Management is an approach that emphasizes the scientific study of work in order to improve worker efficiency Basis of Scientific Management Each task must be scientifically designed so that it can replace the old rule-of-thumb methods Workers must be scientifically selected and trained so that they can be more productive on their job Bring the scientifically designed jobs and workers so that there will be a match There must be divisional labour and cooperation between management and worker To sum up Science, not rule of thumb Harmony, not discord Cooperation, not individualism Maximum output in place of restricted output Development of each work and responsibility between management & labour

Scientific Management : 

Scientific Management Productivity Increases Allows Mgt to Pay workers more money

Fayol’s Fourteen Universal Principles of Management : 

Fayol’s Fourteen Universal Principles of Management Division of work: specialization Authority-responsibility parity Discipline- obedience and respect Unity of command Unity of direction Subordination of individual interest to the general interest Remuneration Centralization: optimum balancing Scalar chain Order – material & people to be put in proper place Equity – combination of kindness & justice Stability & tenure of personnel Initiatives – formulating & implementing plans Espirit de corps – harmonious effort among individuals towards organizational success

Dissimilarities between Contributions of Taylor & Fayol : 

Dissimilarities between Contributions of Taylor & Fayol According to Claude George (1968), a primary difference between Fayol and Taylor was that Taylor viewed management processes from the bottom up, while Fayol viewed it from the top down


NEO-CLASSICAL THEORY: Human Relation Theory: A movement in management thinking and practice that emphasized satisfaction of employee’s basic needs as the key to increased worker productivity. Hawthorne Theory: The possibility that individual singles out for a study may improve their performance simply because of the added attention they receive from the researchers, rather than because of any specific factors being tested Behavioural Science Approach: It emphasizes scientific research as the basis for developing theories about human behaviour in organizations that can be used to develop practical guidelines for managers Human Resources Approach: It suggests that jobs should be designed to meet higher level needs by allowing worker to use their full potential

Slide 32: 

It attempts to solve problems by diagnosing them within a framework of inputs, transportation processes, outputs & feedback System: A set of interrelated parts (sub-system). Each part may have various subparts which are mutually related to each other. Sub-System: There are 5 sub-systems within an organization: Goal sub-system: individual & group goals Technical sub-system : tools, equipments, employee skills, knowledge Structural sub-system : authority layers & relationship Managerial sub-system : managers who plan, lead/control Psycho-social sub-system: psychological & social factors influencing people at work Synergy: It means that the whole is greater than the sum of its parts. Open and closed system: Open system does interact with the environment closed system doe not System Boundary:: In closed system, system boundary is rigid, in open system the boundary is more flexible. Systems Theory

Slide 33: 

Environment E n v I r o n m e n t E n v I r o n m e n t Environment Feedback Remedial actions An Open System

Contingency Theory : 

Contingency Theory It argues that managerial actions depend on the particular parameters of the situation. Popular contingency variables: Organization size Routineness of Task Technology Environmental uncertainty Individual Differences

Slide 35: 

Top Managers Middle Managers First Line Managers Levels of Management Managerial Levels and Areas Marketing Finance Operation Human Resource Administration Other areas

Slide 36: 

Management Functions

Management Functions: : 

Management Functions: Planning P Visualizing course of events,cater for implementations Organising O Sequencing:Who will do what I.e. allocate the resources Directing D Orchestrating activity (how to do) by synerging Staffing S Assigning right person, right job at right time Co-coordinating C Synchronizing / synergising / telescoping activity Controlling C Checking the activity Reporting R Budgeting B

Slide 38: 

Management in Organisations

Slide 39: 

Planning Determining the organization’s goals and deciding how best to achieve them Organizing Determining how best to group activities and resources Controlling Monitoring and correcting ongoing activities to facilitate goal attainment Leading Motivating members to work in the best interest of the organization The Managerial Process

Slide 40: 

Managerial Knowledge,goals of claimants and use of inputs(The Basis of Management Theory and Science) Planning To produce outputs Organizing Controlling Facilitated by communication that also links the organisation with the external environment (Parts 1 and 7. Domestic and International Environment Leading Staffing Reengineering the system EXTERNAL ENVIRONMENT EXTERNAL ENVIRONMENT SYSTEM APPROACH TO MANAGEMENT : PLANNING Inputs Human Capital Managerial Technologies Goal inputs of claimants Employees / Consumers / Suppliers / Stockholders / Governments / Community / Other Outputs Products / Services / Profits / Satisfaction / Goal integration / Other EXTERNAL ENVIRONMENT

Illustration of Organization Culture and Management Practice : 

Illustration of Organization Culture and Management Practice

Slide 42: 


Slide 43: 


Importance of Planning : 

Importance of Planning Provides direction Provides a unifying framework Economical Reduces the risk of uncertainty Facilities control Limitations of Planning Rigidity Costly &time consuming exercise Employee resistance False sense of security Managerial deficiencies Prevents innovations External limiting factors - Difficult to predict - Projected too far into the future - Environmental turbulence - Emergency situations

Planning Techniques : 

Planning Techniques Assessing the Environment Environmental scanning/ market intelligence Forecasting Benchmarking Allocating Resources Budgeting Scheduling Gannt Chart PERT/CPM Breakeven analysis Linear programming Contemporary Techniques Project management Scenario planning What if analysis

Organizing : 

Organizing It is defined as the management function of assigning duties, grouping tasks, establishing authority and allocating resources to carry out a specific plan. Thus organization structure is created specifying the set of tasks assigned to a individual and work units, formal reporting relationship and integration systems for coordination of workers across work units.

Chain of Command : 

Chain of Command Scalar Principle: There should be a clear and unbroken chain of command that links every individual in the organization with successively higher level of authority Unity of Command: Each individual should have one and only one supervisor

Organizational Patterns : 

Organizational Patterns Centralized: Authority is concentrated in one central point Decentralized: Decision-making is dispersed into small units Functional: Resources and authority structure based on industrial or professional skills Matrix: Project-oriented authority superimposed on functional skills Line & Staff: Line management controlling line processes consisting of staff of varied disciplines.

Leadership : 

Leadership Definition: The process whereby one individual influences other group members towards attaining defined group or organizational goal. Leadership is a process in which one person, the leader, influences a follower in anon-coercive manner to attain a goal. Ingredients of Leadership: Existence of followers Interpersonal influence Uneven sharing of influence and power Rallying followers to goal Situational Albert Einstein : The leader is one who, out of clutter, brings simplicity, out of discord – harmony, out of difficulty-opportunity.

Chart of DistinctionsManager & Leader : 

Chart of DistinctionsManager & Leader Manager administers, Leader innovates Manager is a copy, Leader is an original Manager maintains, Leader develops Manager focuses on system, Leader on people Manager asks how & when, Leader what & why Manager eyes bottom line, Leader on horizon Manager accepts status quo, Leader challenges it Manager does things right, Leader does the right thing Manager commands authority, Leader commands respect

Slide 51: 


Controlling : 

Controlling It is the process of comparing the actual performance with standards & taking any corrective action. Management control is a systematic effort to set performance standards with planning objectives, to design information feedback systems, to compare the actual performance with these predetermined standards to determine whether there are any deviations and to measure their significance and to take any action required to assure that all corporate resources are being used in the most effective and efficient way possible in achieving corporate objectives. Features: Positive force -Continuous process Forward looking - Universal Dynamic - Goal oriented Delegation is the key - Planning-based

Controlling (contd) : 

Controlling (contd) Characteristics of Effective Control Suitable - Reasonable Simple - Objective Selection - Responsibility Flexible/Acceptable - Forward-looking Types of Control Feedback (Post-mortem) Concurrent (Real-time) Predictive (Feed-forward)

Controlling (contd) : 

Controlling (contd) Dimensions of Control Critical or strategic point of control Management by Exception (MBE) Resistance to Control Over-control Inappropriate Unachievable standards Unpredictable standards Rewards for inefficiency Uncontrollable variables Immaterial

Slide 55: 

Measure performance Evaluate performance against standards Implement corrective action Enforce standards Control cycle

Global co-ordination and local management : 

Global co-ordination and local management Global Network structure for production and transport optimization Information systems development and control Inventory posting Sourcing decision Internal transport mode and sourcing decisions Trade-off analyses and supply chain cost control Local Customer service management Gathering market intelligence Warehouse management and local delivery Customer profitability analyses Liaison with local sales and marketing management Human resource management

Communication : 


Defining Communication : 

Defining Communication Communication is a two-way process of in which there is an exchange and progression of ideas towards a mutually accepted direction or goal. It is the transfer and understanding of meaning. For this process to materialize, it is essential that the basic elements of communication be identified: These elements are: Sender Receiver/Decoder/Listener Message Medium Feedback

Definitions contd… : 

Definitions contd… Message: A purpose to be conveyed Encoding: Conveying a message into symbols Channel: The medium a message travels along Decoding: Retranslating a sender’s message Noise: Any disturbance that interfere with the transmission, receipt or feedback of a message

Slide 60: 

Communication Process Model Thought Encoding Transmission of message Reception Decoding Under standing Sender Receiver Noise Feedback

The Communication Process : 

The Communication Process Channel (verbal, Non-verbal, written) And Medium (Telephone, e-mail, report, memo, face-to-face exchange, letter) Six-Phase Process Phase 1: Sender Has an Idea Phase 3: Sender Transmits Message Phase 2: Sender Encodes Idea Phase 6: Receiver Sends Feedback Phase 4: Receiver Gets Message Phase 5: Receiver Decodes Message Situation

Governing Paradigm… : 

Governing Paradigm… Effective communication is the essence of leadership and management. It is neither top-down nor bottom-up, but two-way and continuous. Combine different media and techniques to give the right message to the right people at the right time. Communication is the process of sending and receiving messages. However, communication is effective when the message is understood and when it stimulates action or encourages the receiver to think in new ways.

Slide 63: 

Effective Communication Quicker problem solving Stronger business relationship Increased productivity Enhanced professional image Improved stakeholder response Clearer promotional materials Stronger decision making Steadier work flow Benefits of Effective Communication

Importance of Communication skills : 

Importance of Communication skills Peter Drucker calls “the one basic skill” of “the ability to organize and express ideas in writing and speaking” as perhaps the “most valuable for the future employee” The “ability to express oneself is perhaps the most important of the skills a person can possess” Its importance increases with size of organization and the farther away one is from manual labor

Communication skills : 

Communication skills Imp in personal/professional life Verbal: reading, writing, speaking, listening Non-verbal: body language etc. Effective communication  effective organization Effective communicator  effective member of orgn Common denominator of employers’ wish-list

Communication skills : 

Communication skills Strengthening communication skills strengthens your chances of success As job-seekers/ promotion-seekers your communication and leadership skills set you above competitors People judge your ability, intelligence, sincerity etc by your communication Communication skills – how you speak and write, your body language and other non-verbals - necessary to impress people

Communication Skills (contd) : 

Communication Skills (contd) Communication necessary to gain knowledge/skills Everything we know, we have learnt through observing, reading, listening, discussing, analysing Can any knowledge be imparted/acquired without verbal (languages) or non-verbal codes? The better our communication skills, the more knowledge we can gain

Organizational Communication : 

Organizational Communication An organization cannot function/survive without communication Is team work possible without communication? Is all communication equally good/bad, effective/ineffective? How much reading, writing, speaking, listening actually goes on? Internal-operational communication Formal: eg orders, reports, memos, meetings, instructions, feedback Informal/personal/grapevine External-operational communication: inbound/outbound eg inquiries, advertising, press releases, customer dealings

7 C’s of Communication : 

7 C’s of Communication Credibility : Builds trust Courtesy: Improves relationship Clarity: Makes comprehension easier Correctness: Builds confidence Consistency: Introduces stability Concreteness: Reinforces confidence Conciseness: Saves time

4 S’s of Communication : 

4 S’s of Communication Shortness: Economizes Simplicity: Impresses Builds trust Strength: Convinces Sincerity: Appeals

Ten Commandments of Listening(formulated by Keith Davis & John Newstorm) : 

Ten Commandments of Listening(formulated by Keith Davis & John Newstorm)

Ten Commandments of Listening(formulated by Keith Davis & John Newstorm)- contd : 

Ten Commandments of Listening(formulated by Keith Davis & John Newstorm)- contd

Types of Nonverbal Communication : 

Types of Nonverbal Communication

Maximizing Nonverbal Communication Skills : 

Maximizing Nonverbal Communication Skills Smile genuinely Be aware of false cues Keep appropriate distance Use touch carefully Respect status Shake hands appropriately

Motivation : 

Motivation Motivation refers to the initiation, direction, intensity and persistence of human behavior

Slide 76: 

GENERAL EXAMPLES Achievement Status Friendship Stability Food ORGANISATIONAL EXAMPLES Challenging jobs Job title Friends at work Pension plan Base salary

Slide 77: 

Motivators: Achievement Recognition Work itself Responsibility Growth advancement Hygiene Factors: Company policies Security Status Salary Work conditions HERZBERG TWO-FACTOR THEORY

Slide 78: 

Growth Relatedness Existence Motivators Hygiene Factors E R G Theory HERZBERG’S THEORY

Techniques of Motivation : 

Techniques of Motivation Carrot & stick approach Job Redesign : Job Enlargement & Job Enrichment Employee participation in management Management by Objectives Pay for performance Quality circles Compressed workweek Supportive supervision Flexi-hours Tele-commuting Open-book management

Vroom’s Theory : 

Vroom’s Theory This theory of motivation was put forward by Victor Vroom of Yale School of Management. It examines motivation from the perspective of why people choose to follow a particular course of action. Vroom introduces three variables which he calls Valence, Expectancy and Instrumentality. Valence is the importance that the individual places upon the expected outcome of a situation. Expectancy is the belief that output from the individual and the success of the situation are linked, e.g. if I work harder then this will be better. Instrumentality is the belief that the success of the situation is linked to the expected outcome of the situation, e.g. it's gone really well, so I'd expect praise Everything that is done in the world is done in hope

Theory X & Theory Y : 

Theory X & Theory Y Theory X and theory Y are theories of human motivation created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s that have been used in HRM, OB & OD. They describe two very different attitudes toward workforce motivation. McGregor felt that companies followed either one or the other approach. In theory X, management assumes employees are inherently lazy and will avoid work if they can. Because of this workers need to be closely supervised and comprehensive systems of controls developed. A hierarchical structure is needed with narrow span of control at each level. According to this theory employees will show little ambition without an enticing incentive program and will avoid responsibility whenever they can. In theory Y, management assumes employees may be ambitious, self-motivated, anxious to accept greater responsibility, and exercise self-control, self-direction, autonomy and empowerment. It is believed that employees enjoy their mental and physical work duties. It is also believed that if given the chance employees have the desire to be creative and forward thinking in the workplace. There is a chance for greater productivity by giving employees the freedom to perform at the best of their abilities without being bogged down by rules

Theory Z : 

Theory Z Theory Z is the name applied to the so-called "Japanese Management" style popularized during the Asian economic boom of the 1980s. In contrast Theory X, which stated that workers inherently dislike and avoid work and must be driven to it, and Theory Y, which stated that work is natural and can be a source of satisfaction when aimed at higher order human psychological needs, Theory Z focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job. According to Dr. William, its leading proponent, Theory Z management tends to promote stable employment, high productivity, and high employee morale and satisfaction. Characteristics of the Theory Z Long-term employment Collective responsibility Implicit, informal control with explicit, formalized measures Collective decision-making Slow evaluation and promotion Moderately specialized careers Concern for a total person, including their family

Job Rotation : 

Job Rotation Cross-training Reduces boredom Increases motivation More flexibility in scheduling work,adopting changes,filling vacancies Creates disruptions De-motivates ambitious trainees Reduced productivity The process of systematically moving a single individual from one job to another over a course of time. The job assignments may be in various functional areas of the company or movement may be between jobs in a single area or department.

Job Enlargement: : 

Job Enlargement: Adding challenges or new responsibilities to an employee’s current job. Horizontal expansion Jobs with more diversity

Job Enrichment: : 

Job Enrichment: Ways to add complexity and meaningfulness to a person’s work. Vertical expansion of jobs Increases employee freedom, independence Reduces absenteeism Increases satisfaction

Leadership : 


Leadership : 

Leadership Leadership is a process in which one person, the leader, influences a follower in anon-coercive manner to attain a goal. Ingredients of Leadership: Existence of followers Interpersonal influence Uneven sharing of influence and power Rallying followers to goal Situational Leadership Follower Goal Non-coercive Influence Attains

Transactional & Transformational Leaders : 

Transactional & Transformational Leaders Transactional Leader: Task-oriented Short-term planner Practical Passive Maintain stability Concrete Tangible Transformational Leader: Independent Inspirational Initiatives-triggering Active & achieving Change-oriented Forward thinking Charismatic

Leadership Vs. Management : 

Leadership Vs. Management

Importance of Leadership : 

Importance of Leadership Inspires employees Ensures cooperation of employees Creates confidence Provides good working climate Qualities of a Good Leader: Intelligence Communication skills Emotional balance Technical skills Inner drive Energy Human relation skills Teaching skills “What’s next” mentality

Leadership Style : 

Leadership Style Directive/Autocratic or Authoritarian Style Centralized power or decision-making Close supervision and control Discipline through rewards/punishment One-way communication Total dependence on subordinates or superiors Participative or Democratic Style Involves people in decision-making and goal-setting Attitudes, feelings, suggestions of members considered while making decisions Freedom of thinking and action available to a great extent Two-way communication between members Opportunity to use one’s potential in the service of organization exists

Leadership Style (Contd) : 

Leadership Style (Contd) Laissez-faire or Free-rein Style: Group Members set goals and decide on their own Leader is a passive observer of things Leader dose not decide, does not control or exercise influence over the group Leader abdicates responsibility Members operate in an unrestricted environment Communication is open and can take any decision

Leadership Theories : 

Leadership Theories Trait Theory: The theory that propounds that people become leaders because of special traits they possess. Traits of successful leaders: Drive: Desire for achievement, ambition, high energy, tenacity and initiatives Honesty & Integrity: Trustworthy, reliable and open Leadership motivation: Desire to influence others to reach shared goal Self-confidence: Trust in own abilities Cognitive ability: Intelligence; ability to integrate and interpret large volume of information Knowledge of the business: Knowledge of industry and relevant technical matters Creativity: Capacity to come up with original ideas Flexibility: Ability to adapt to needs of followers and situation

Behavioral Theories : 

Behavioral Theories Leadership theories that identify behaviour that differentiates effective leaders from ineffective leaders are known as Behavioral theories.

Slide 95: 

Concern for production Concern for people THE MANAGERIAL GRID

Contingency Theories : 

Contingency Theories A leadership theory that proposed that effective group performance depended on the proper match between a leader’s style of interacting with his or her followers and the degree to which the situation allowed the leader to control and influence . Therefore Fiedler’s model consists of the three elements: Leadership style, identified on two dimensions such as task-directed style and human relationship -oriented style. Fiedler used least preferred coworker (LPC) model whereby a leader was to respond on 16 contrasting adjectives on a scale of 1 to 10 for describing his or her coworkers. A high LPC score (say 8 out of 10) would signify that the leader would like work on a relationship-oriented style. Similarly, a low LPC score will indicate task-orientation style of the leader. Three critically important situational dimensions were identified by Fiedler, which were Leader-member relation, describing the degree of confidence, trusts and respect employees had for their leader. Task structure, describing the degree to which job assignments were formalized and procedurized Position power, describing the degree of influence a leader has over power-based activities such as hiring, firing, disciplining, promotion and salary fixation.

Contingencies Theories (Fiedler’s model Contd) : 

Contingencies Theories (Fiedler’s model Contd) A very favourable situation is at cell 1 where leader-member relation is good, task is highly structured, and leader has enormous position power. Conversely, a very unfavourable situation is characterized by cell 8, where relation is weak, task structure low, position power weak. All these situation variables taken together define the situation to be favourable or unfavourable as shown below:

Contingencies Theories (Fiedler’s model Contd) : 

Contingencies Theories (Fiedler’s model Contd) C. Relationship between Style and Situation: Task-directed leadership style tends to be effective in situations that are either very favorable or very unfavourable to the leader. Human relationship-oriented leadership style tends to be effective in situations that are intermediate in favourableness.All these situation variables taken together define the situation to be favourable or unfavourable as shown below:

Hersey-Blanchard’s Situational Model (Life Cycle Theory) : 

Hersey-Blanchard’s Situational Model (Life Cycle Theory) This contingency theory focuses on followers’ extent of ability and willingness to accomplish a specific task. This model suggests that appropriate leader behaviour depends on maturity of follower. There are two basic considerations in this theory: Leadership behaviour Maturity of Subordinates Leadership behaviour may be classified into four categories based on the combination of two considerations, i.e. relationship behaviour and task behaviour. High Low Low High Relationship Behaviour Task Behaviour

Hersey-Blanchard’s Situational Model (Life Cycle Theory) Contd : 

Hersey-Blanchard’s Situational Model (Life Cycle Theory) Contd Subordinate’s maturity: Low maturity: Low ability and low willingness Low to moderate maturity: Low ability and high willingness Moderate to high maturity: High ability and low willingness High maturity: High ability and high willingness Four leadership styles emerge by combining leadership behaviour and subordinate’s maturity: Telling: for subordinates having low maturity. It emphasizes directive behaviour and involves high task behaviour and low relationship behaviour. Selling: for subordinates of moderate maturity. It represents both supportive and directive behaviuor marked by high task and high relationship behaviuor. Participating: for subordinates with moderate to high maturity. It represents participating leadership style with low task behaviour and high relationship behaviour. Delegating: for subordinates having high maturity. It signifies delegation marked by low task behaviour and low relationship.

Recap through Refresher : 

Recap through Refresher Match the right hand column with the correct option on the left hand column Answer Espirit de corps

Recap through Refresher : 

Recap through Refresher Match the right hand column with the correct option on the left hand column 5 4 3 4 1 7 6 Answer Espirit de corps

Management by Objective : 

Management by Objective

MBO (Management By Objective) : 

MBO (Management By Objective) Management by Objectives (MBO) is a process of agreeing upon objectives within an organization so that management and employees agree to the objectives and understand what they are. The term "management by objectives" was first popularized by Peter Drucker in his 1954 book 'The Practice of Management‘. MBO is a dynamic system which integrates the company’s needs to achieve company’s its goals for profit and growth with the manager’s need to contribute and develop himself. Steps in a typical MBO program: The organization’s overall objectives and strategies are formulated Major objectives are allocated amongst divisional and departmental units Unit managers collaboratively set specific objectives for their units with their managers Specific objectives are collaboratively set with all departmental members The action plans defining how objectives are to be achieved and specified and agreed upon by managers and employees The action plans are implemented Progress towards objectives is periodically reviewed and feedback is provided Successful accomplishment of objectives is reinforced by performance-based rewards

MBO (Management By Objective)- contd : 

Benefits of MBO: Focus on achieving critical business-impact objectives. Improved control information. Helps in analyzing training needs to achieve objectives. Succession planning is realistic and based on past performance. Environ of managerial self-development is generated. Helps in unclogging organizational arteries of communication and creates an ambience where manager and employee can discuss emotively organizational objectives in a transparent manner. Reasons for Success of MBO: Adequate unfreezing of interpersonal relationship. Emphasis of change. Acceptance of human aspect of an organization. Generation of wealth of information ‘Group’ focus, as opposed to ‘Individual’ focus. Effectiveness emphasis. Situational emphasis. MBO (Management By Objective)- contd

Slide 106: 

Reasons for failure : Lack of commitment. Top management not involved. Poor implementation methods. Little coaching to mangers. No follow-up. Stifling of creative goals. Fuzzy policy. Overemphasizing appraisal. Mechanical approach. Objectives handed over to subordinates who set soft targets. MBO (Management By Objective) - contd

Group Dynamics : 

Group Dynamics



Group Dynamics : 

Group Dynamics The social science focusing on the nature of groups, including the factors governing their formation and developments, the elements of their structure and their interrelationship with individuals, other groups and organization Group A group is a collection of two or more interacting individuals, with a stable pattern of relationship between them, who share common goals and perceive themselves as being a unified Rationale for Joining a Group To satisfy mutual interest To achieve security To fill social needs To fill need for teem To attain goals


THEORIES OF GROUP FORMATION Propinquity Theory: Individuals affiliate with one another because of spatial or geographical proximity. Homan’s Interaction : Balance Theory (Newcoms) :Similarity of attitudes towards commonly relevant objects and goals are the basis for group formation Exchange theory : IS based upon reward-cost outcomes of interaction. A minimum positive level (rewards generator than cost) of an outcome must exist in order for attraction or affiliation to take place.

How Groups are formed : 

How Groups are formed Five Stage Model

The Structural Dynamics of Groups : 

The Structural Dynamics of Groups The pattern of interrelationship between the individuals constituting a group is called group structure. It provides the guidelines of group behavior that make group functioning both orderly and predictable. Four different aspects of group structure Roles : The hats we wear Norms : Group’s unspoken rules Status : Prestige of group membership Cohesiveness : Getting the team spirit

Intergroup Conflicts : 

Intergroup Conflicts Genesis: Competitors for resources – access & availability Task interdependence based on objectives, priorities and personnel Jurisdictional ambiguity- turf problems Status struggle – perceived threat to status hierarchy Power dynamics Characteristics Clear distinction between “We” and “They” Presenting as cohesive unit to deflect other No transmission of positive feelings to out-group Overestimation of strength & underestimation of other rival group’s strength Communication characterized by hostility Losing group locates a scapegoat Product of group interaction – no neurotic proclivity by individuals Resolving strategies Avoidance – conflict kept under the carpet Defusion – deactivation through mutual cooperation Containment – framework formulation Confrontation – open discussion Fragment interaction – mutual interaction Merging – nipping emerging issues in the bud

Groupthink & Group shift : 

Groupthink & Group shift Groupthink: Phenomenon in which the norm for consensus overrides the realistic appraisal of alternative courses of action. Group Shift A change in decision risk between the group’s decision and the individual decision that members within the group would mean; can be either towards greater conservations or greater risk.

Symptoms of Groupthink : 

Symptoms of Groupthink Illusion of invulnerability leading to excessive optimizing Rationalization by the members to discount warnings Unquestioned belief in group’s inherent mortality Opposition to group dubbed as stereotyped & weak Direct pressure to group members questioning group directions Self-censorship for deviation from group consensus Illusion of unanimity leading to silence being interpreted as correct Self-appointed mind guards protecting the group from adverse information

Some Concepts on Group Dynamics : 

Some Concepts on Group Dynamics Social Loafing: The tendency for individuals to expand less effort when working collectively than when working individually. Social Facilitation: The tendency for the presence of others to enhance an individual performance at times and to impair it at others. Presence of others Arousal Enhanced tendency to perform dominant response If well-learned Improve performance Impairs performance If not well-learned Evaluation Apprehension: The fear of being evaluated or judged by another person

Individuals Versus group Decision Making : 

Individuals Versus group Decision Making Nature of Problem If guidelines are provided individual decisions are preferred. When problems call for an assortment of expertise group decision-making is suitable. Acceptability of Decision Group decisions are accepted without much Quality of Decision Group decisions generally reflect quality in wisdom Climate of Decision making Supportive climate encourage group problem solving while competitive climate stimulate individual problem-solving Time Availability Group decision making is time-consuming hence not resorted to under time pressure.

Turning Groups into Teams : 

Turning Groups into Teams A team consists of a small number of people with complementary skills who are committed to common purpose, performance goals and approach for which they hold themselves mutually accountable. Work teams are formal groups made up of interdependent groups who are responsible for the attainment of a goal. Types of teams: Functional teams Self-managed team Virtual teams Cross-functional teams

Comparing Workgroups & Workteams : 

Comparing Workgroups & Workteams

Characteristics of an Effective Team : 

Characteristics of an Effective Team Clear purpose Informality Participation Listening Civilized disagreement Consensus decision-making Open communication Shared leadership External relationship Skill diversity Self-assessment

Belbin’s Model : 

Belbin’s Model

Decision Making : 

Decision Making

Decision Making : 

Decision Making Decision: The choice made from among two or more alternatives Decision-making: The process of choosing among several alternatives Characteristics of Decision-making An intellectual activity A process of selection An element of commitment of mind Result-oriented Pervasive function Continuous in nature Identify the decision criteria Types of Decision: Basic Vs Routine Decision Personal Vs Organizational Decision Programmed Vs. Unprogrammed Decision Decision-making conditions are governed by i) Certainty ii) Risk iii) Uncertainty

Decision-making : 

Decision-making Rational Decision-making : Describes the choices that are consistent and value maximizing within specified constraints Bounded Rationality Behaviour that is rational within the parameters of a simplified decision-making process which is limited (or bounded) by an individual’s ability to process information. Escalation of commitment: An increase in commitment to a previous decision despite evidence that it may have been wrong. Intuitive Decision-making: A subconscious process of making decision on the basis of experience and accumulated judgment

The Rational Decision Making Process : 

The Rational Decision Making Process Define the problem Identify the decision criteria Allocate weight to the criteria Develop the alternatives Evaluate the alternatives Select the best alternatives Analytic Directive Conceptual Behavioural Tolerance ambiguity Way of thinking Rational Intuitive Low High

Factors Affecting Decision Making : 

Factors Affecting Decision Making Programmed versus non-programmed decisions Information inputs Prejudice Cognitive constraints Attitude about risk and uncertainty Intelligence of the decision-maker Expectation of the decision-maker Time constraints Personal habits Social and cultural influences

Overview of Decision Making : 

Overview of Decision Making Approach Rationality Bounded Rationality Intuition Decision-making Process Types of Problems & Decisions Well structured –programmed Poorly structured –non-programmed Decision-making conditions Certainty Risk Uncertainty Decision Choosing the best alternative Maximizing Sacrificing Implementing Evaluating Decision- Maker’s Style Directive Analytic Conceptual Behavioural

Organizational Design & Structure : 

Organizational Design & Structure

Defining Organizational Structure : 

Defining Organizational Structure Organizing: The process of creating an organization’s structure. Organizational structure: The formal framework by which jobs and tasks are divided, grouped and coordinated. Bedeian and Zamnuto defined organizations as “social entities that are goal directed, deliberately structured activity systems with a permeable boundary. Organizational design: Developing or changing an organizational structure. Work specialization: The degree to which tasks in an organization are divided into separate jobs; also known as division of labor Purpose of organization: Divides work to be done into specific jobs and departments Assigns tasks and responsibilities associated with individual jobs Cluster jobs into units Establish relationship among individuals, groups and departments Establishes formal line of authority Allocates and deploys organizational resources

Henry Mintzberg’s Organization Design Typology : 

Five organizational parts: Top Management Middle Management Administrative Support Staff Technical/professional staff Technical Core Mintzberg further proposed five basic forms: Simple Structure (small organization where supervision is direct) Machine bureaucracy (standard work, stable environment) Professional bureaucracy (skillful & knowledgeable worker) Divisionalized form (multi location & large organization) Adhocracy (dynamic environment/ structural adjustment) Henry Mintzberg’s Organization Design Typology

Henry Mintzberg’s Organization Design Typology : 

Top Mgmt Technical Core Technical Middle Administrative Professional staff Mgmt Support staff Henry Mintzberg’s Organization Design Typology

Organization Design Decision: : 

Organization Design Decision: Mechanistic Organization: An organizational design that’s rigid and tightly controlled Organic Organization: An organizational design that’s highly adaptive and flexible

Example of departmentalization: : 

Example of departmentalization:

Functional departmentalization: : 

Functional departmentalization: Grouping of people on the basis of their overall function + Suited to a suitable environment + Fosters in depth skill specialization & development + Allows tasks assignments consistent with technical training + Allows economies of scale within functions Provides poor communication across functional depth Causes slow response times to external changes

Functional Departmentalization: : 

Functional Departmentalization:





Conflict between Line & Staff : 

Conflict between Line & Staff Line functions assume that staff functionaries assume line authorities –unwanted encroachment on duties & prerogatives Pedagogical approach of staff functionaries – consequent upon poor understanding of line authorities Penchant for staff functions to take the credit and pass on the blame to line Tendency of staff functions to restrict themselves within their ambit and speciality serving limited opportunity Inability of line functions to utilize resources Line functions not amenable to change – inclination to work on past legacies Insufficient authority to the staff functions

Emerging trends in Organizational Design : 

Boundaryless Organization: An organization whose design is not defined by or limited to horizontal, vertical or external boundaries imposed by a predefined structure. It is an organization that seeks to eliminate the chain of command, have limitless spans of control, and replace departments with empowered teams. Virtual Organization: A small core organization that outsources major business functions. It is also called the networked or modular organization. In structural terms, the virtual organizations are highly centralized, with little or no departmentalization. The major advantage to the virtual organization is its flexibility. The primary drawback to this structure is that it reduces management control over key parts of its business Emerging trends in Organizational Design

Performance Appraisal : 

Performance Appraisal

Performance Appraisal : 

Performance Appraisal Performance Management System: A process of establishing performance standards and evaluating performance standards in order to arrive at objective humans resource decision as well as to provide documentation to support those decisions. Performance Appraisal It is a formal, structured system of measuring and evaluating an employer’s job-related behaviours and outcomes to discover how and why the employee is presently performing on the job, and how the employee can perform more effectively in the future so that the employee, organization and society all benefit.

Slide 143: 

Objectives of Performance Appraisal: To effect promotion based on competence & performance. To confirm the services of probationary employees. To assess the training & development needs of employee. To let employee how well they have performed in comparison with the standards of the organization. To catalyze communication between rater & ratee. To assess whether the people practices such as selection, training and transfers are effective. Performance Appraisal

Performance Appraisal Methods : 

Performance Appraisal Methods Written Essay: A performance appraisal technique in which an evaluator writes out a description of an employee’s strength, and weaknesses, past performance and potential. The evaluator would make suggestions for improvement. Critical Incident: A performance appraisal technique in which the evaluator focuses on the critical behaviours that separate effective from ineffective job performance. The appraiser writes down anecdotes that describes what the employee did was effective or ineffective. Graphic Rating Scale: A performance appraisal technique in which an employee is rated on a set of performance factors. This method lists a set of performance factors such as quality and quantity of work, job knowledge, cooperation, loyalty, attendance, honesty, creativity and initiative. The evaluator then goes down the list and rates the employee on each factor using an incremental scale. The scale typically specify five points; for instance, a factor that such as job knowledge might be rated from 1 (‘ poorly informed about work duties’) to 5 (‘ has complete mastery of all phases of the job’)

Performance Appraisal Methods : 

Behaviorally Anchored Rating Scales (BARS): A performance appraisal technique that appraises an employee of actual job behaviour. These scales combine major elements from the critical incident and graphic rating scale approaches. The appraiser rates an employee according to items along a numerical scale, but the items are examples of actual behaviour on a job rather than general descriptions or traits. Multi-person Comparison: A performance appraisal technique that compares one individual’s performance with that of one or more other individuals. It is relative, not an absolute measuring device. Three most popular approaches are listed below: Group order ranking: A multi-person comparison approach that requires the evaluator to place employees into a particular classification. Individual Ranking: A multi-person comparison approach that requires the evaluator to list employees in order from lowest to highest. Paired Comparison: A multi-person comparison approach in which each employee is compared with every other employee in the comparison group and rated as either the superior or weaker member of the pair. Performance Appraisal Methods

Performance Appraisal Methods (contd.) : 

360-Degree Feedback: A performance appraisal method that utilizes feedback from supervisors, peers and subordinates. In other words, this type of review utilizes information from the full cycle of people with whom the ratee interacts. Forced-Distribution Technique: A performance appraisal technique in which supervisors rate employees according to a prescribed distribution of ratings, similar to grading on a curve. Forced Choice Technique: A performance appraisal technique in which raters are presented with groups of descriptive statements and are asked to select the phrase in each group that is most descriptive or least descriptive of the employee being evaluated. Performance Appraisal Methods (contd.)

Judgmental Biases in Performance Appraisal : 

Halo Effect Horn Effect Central Tendency Effect Leniency effect Recency Effect Status Effect Perpetual set belief Performance Dimension Order Spill over Effect. Judgmental Biases in Performance Appraisal

Improvement Tools for Performance Appraisal : 

Training Feedback to rater Subordinate participation Post appraisal interaction Improvement Tools for Performance Appraisal

Organizational Climate(Maintaining HR) : 

Organizational Climate(Maintaining HR)

Model of Excellence : 

Model of Excellence

Slide 151: 

Dimensions of Excellence Excellence drives efficiency in effectiveness. Excellence means outstanding achievement or extra-ordinary performance. Forms of human excellence Excellence for outshining others in competition. Excellence for perfection Excellence through innovation & invention Excellence in philanthropic missions Excellence in knowledge acquisition. Excellence in entrepreneurship Excellence in cost containment & time compression Organizational Excellence

Slide 152: 

Attributes of organizational excellence (Source: in Search of Excellence, written by Tom Peters & Robert H. Water Man Jr) A bias for action. Close to the customer. Autonomy and entrepreneurship Productivity through people Hands-on, value driven Stick to the knitting Simple form, lean staff Simultaneous loose tight properties. Organizational Excellence (contd.)

Slide 153: 

Forms of organizational Excellence Competitive excellence to enhance adaptability, market orientation & resourcefulness Rejuvenatory excellence to turn around sick-prone third world organizations. Institutionalized excellence for government-owned enterprises for continuity momentum of top management is uncertain Creative excellence propagating innovative and imaginative spirit Missionary excellence for fulfilling social responsibility. Versatile excellence for working in multi-faceted, multi-product large organizations Organizational Excellence (contd.)

Managerial Skill Inventory : 

Managerial Skill Inventory

Managerial Skill Inventory (contd) : 

Managerial Skill Inventory (contd)

Managerial Skill Inventory : 

Managerial Skill Inventory

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