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Organization and Management Lecture
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I. Management Functions
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Planning – setting goals and outlining actions to achieve them.
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Organizing – structuring resources and tasks.
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Staffing – hiring
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training
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Directing (Leading) – guiding and motivating employees.
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Controlling – monitoring performance and correcting deviations.
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Example: Filling vacant positions = Staffing
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II. Staffing
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Continuous process – happens at all levels
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anytime people are needed.
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Steps in staffing:
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- Recruitment – attracting applicants (e.g.
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posting jobs online).
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- Selection – choosing the best candidate (first step: set criteria).
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- Deployment – assigning employees to workstations.
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- Orientation – introducing company rules and benefits.
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- Training – improving present performance.
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- Development – preparing for future roles (long-term growth).
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- Retention – reducing turnover
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keeping employees satisfied.
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Types of Staffing
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Short-term staffing – temporary hires (construction worker
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holiday waiters).
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Long term Staffing – permanently hires an employee (teacher
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office staff)
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Succession staffing – preparing future leaders (training assistant managers).
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Place Strategic staffing – combination of all there (short-term
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long-term
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Staffing in a newly built branch of a fast food chain.)
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III. Recruitment
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Internal recruitment – promotion or transfer from within the company.
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External recruitment – hiring from agencies
job fairs
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IV. Training and Development
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Orientation training – company policies
rules
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On-the-job training – learning while performing actual work.
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Team training – collaboration to achieve team goals.
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Development – long-term career growth
not just current job skills.
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V. Compensation
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Direct compensation – salary
wage
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o Incentives – bonuses for performance.
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Indirect compensation – benefits like insurance
leave credits.
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Non-financial compensation – recognition
awards (“Employee of the Month”).
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Motivation Theories
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Equity Theory – fairness compared to others’ pay motivates employees.
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Expectancy Theory – motivation comes if rewards are valuable and achievable.
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Reinforcement Theory – rewarded behavior is repeated.
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VI. Performance Appraisal
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Purpose: to identify strengths
weaknesses
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Administrative use – for promotions
transfers.
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Developmental use – for employee growth.
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Methods
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Trait Method – measures characteristics like dependability.
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BOS (Behavior Observation Scale) – how often behavior (like teamwork) is shown.
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o What it is: Rates employees based on the frequency of specific behaviors.
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o Focus: How often behaviors are observed.
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o How it works: Managers check how frequently an employee shows a behavior (e.g.
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Always
Often
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o Example (Teamwork):
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o How often does the employee help coworkers?
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Always (5) | Often (4) | Sometimes (3) | Rarely (2) | Never (1)
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o Strength: Focuses on actual observation of behavior
which reduces bias.
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Forced-Choice Method – avoids bias by forcing rater to choose between statements.
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BARS (Behaviorally Anchored Rating Scale) – uses behavioral examples rated
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numerically.
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o What it is: Uses a numerical scale (e.g.
1–5) that is anchored with specific behavioral
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examples.
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o Focus: Quality of behavior.
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o How it works: Each number on the scale has a clear description of behavior.
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o Example (Teamwork):
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o 5 – Excellent: Always initiates teamwork
helps resolve conflicts.
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o 3 – Average: Sometimes helps coworkers when asked.
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o 1 – Poor: Refuses to cooperate with others.
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o Strength: More objective and specific than general ratings.
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🔹 VII. Marketing Control
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Ensures marketing strategies meet goals.
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Techniques:
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o Competition analysis – studying competitors’ prices/strategies.
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o Testing research – small product launches (test markets).
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o Customer feedback – improving products/services.
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o Cost analysis – comparing expenses vs. profits.
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o Delivery control – making sure products arrive on time/place.
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🔹 VIII. Functional Areas of Management
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HR Management – recruitment
training
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Marketing Management – satisfying customer needs.
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Operations Management – turning inputs → finished goods/services.
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Financial Management – handling money and investments.
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Material & Procurement Management – ensuring supply availability.
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Office Management – efficient office systems/workflows.
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ICT Management – using digital tools for communication and data.
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Example: Using cloud systems = ICT Management
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IX. Integration of Functional Areas
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Managers must coordinate HR
finance
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The role of management is always to plan
organize
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effectively.
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Tip for Students: Remember POLC (Planning
Organizing
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of all management functions. Staffing is sometimes considered part of Organizing
but in modern
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approaches
it is treated as a separate key function
ORGMAN
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