MANAGEMENT and

ORGANIZATION
Margarita B. Hernandez
Chapter 1
MANAGERS and MANAGING
 WHAT IS MANAGEMENT?
Management is the planning, organizing, leading,
and controlling of human and other resources to
achieve organizational goals efficiently and
effectively.
Organizations are collections of people who work together and
coordinate their actions to achieve a wide variety of goals, or desired
future outcomes.
An organization’s resources include assets such as people and their skills,
know-how, and experience; machinery; raw materials; computers and
information technology; and patents, financial capital, and loyal
customers and employees.
 WHAT IS MANAGEMENT?
Manager’s Goal:
One of the most important goals that organizations and their
members try to achieve is to provide some kind of good or service
that customers value or desire.
Organizational performance is a measure of how efficiently
and effectively managers use available resources to satisfy
customers and achieve organizational goals. Organizational
performance increases in direct proportion to increases in
efficiency and effectiveness.
 Efficiency is a measure of how well or how productively resources are used to achieve a goal.
 Effectiveness is a measure of the appropriateness of the goals that managers have selected for
the organization to pursue and of the degree to which the organization achieves those goals.
 WHY STUDY MANAGEMENT?
 The more efficient and effective use the organizations can make of its
resources, the greater the relative well-being and prosperity of people in
that society. And because managers are the people who decide how to
use many of a society’s most valuable resources, they directly impact the
well-being of a society and the people in it.
 Studying management helps people to deal with their bosses and their
co-workers. Management teaches how to lead, solve conflicts, achieve
goals and increase performance.
 Understanding management is one important path toward obtaining the
objective of getting a job that pays well and provide an interesting and
satisfying career.
ESSENTIAL MANAGERIAL TASKS or FUNCTIONS
The job of management is to help an organization
make the best use of its resources to achieve its
goals. How do managers accomplish this objective?
They do so by performing four (4) essential
managerial tasks or functions:
1. PLANNING 2. ORGANIZING
3. LEADING 4. CONTROLLING
 PLANNING
 To perform the planning task, managers identify and
select appropriate organizational goals and courses of
actions; they develop strategies about how to achieve
high performance.
Strategy – a cluster of decisions about what goals to pursue, what actions to take, and how to
use resources to achieve goals.

 Steps involved:
1. Deciding which goals the organization will pursue.
2. Deciding what strategies to adopt to attain those goals.
3. Deciding how to allocate organizational resources to pursue the
strategies that attain those goals.
 PLANNING
 Planning is a complex, difficult activity because what
goals an organization should pursue and how best to
pursue them – which strategies to adopt – are almost
always not immediately clear; planning is done under
uncertainty.
 Managers take major risks when they commit
organizational resources to purse a particular strategy.
Either success or failure is a possible outcome of the
planning process.
 ORGANIZING
 Organizing is the task managers perform to create a
structure of working relationships that allow organizational
members to interact and cooperate to achieve
organizational goals.
 Organizing involves grouping people into departments
according to the kinds of job-specific tasks they perform.
 In organizing, managers also lay out the lines of authority
and responsibility between different individuals and
groups, and they decide how best to coordinate
organizational resources, particularly human resources.
 ORGANIZING
 The outcome of organizing is the creation of an
organizational structure, which is a formal system
of task and reporting relationships that coordinates
and motivates members so that they work together
to achieve organizational goals.
 Organizational structure determines how an
organization’s resources can be best used to create
goods and services.
 LEADING
 In leading, managers articulate a clear organizational vision
for the organization’s members to accomplish, and they
energize and enable employees so that everyone
understands the part he or she plays in achieving
organizational goals.
An organization’s vision is a short, succinct, and inspiring statement of what the organization intends to
become and the goals it is seeking to achieve – its desired future state.

 Leadership involves managers using their power,

personality, influence, persuasion, and communication skills
to coordinate people and groups so that their activities and
efforts are in harmony.
 LEADING
 Leadership revolves around encouraging all
employees to perform at a high level to help the
organization achieve its vision and goals.
 The outcome of leadership is a highly motivated,
hardworking and committed workforce.
 CONTROLLING
 In controlling, the task of managers is to evaluate
how well an organization has achieved its goals
and to take any corrective actions needed to
maintain or improve performance.
 The controlling task also allows managers to
evaluate how well they themselves are performing
the other three tasks of management.
 CONTROLLING
 To exercise control, managers must decide which goals
to measure – perhaps goals pertaining to productivity,
quality, or responsiveness to customers – and then they
must design control systems that will provide the
information necessary to assess performance, that is, to
determine to what degree the goals have been met.
 The outcome of the control process is the ability to
measure performance accurately and regulate
organizational efficiency and effectiveness.
 MANAGERIAL ROLES
TYPE OF ROLE SPECIFIC ROLE EXAMPLES OF ROLE ACTIVITIES
1. DECISIONAL Entrepreneur Commit organizational resources to develop innovative
goods and services; decide to expand internationally to
obtain new customers for the organization's products.

Disturbance Handler Move quickly to take corrective action to deal with

unexpected problems facing the organization from the
external environment, such as a crisis like an oil spill, or
from the internal environment, such as producing faulty
goods or services.

Resource Allocator Allocate organizational resources among different tasks

and departments of the organization; set budgets and
salaries of middle and first-level managers.

Negotiator Work with suppliers, distributors, and labor unions to

reach agreements about the quality and price of input,
technical, and human resources; work with other
organizations to establish agreements to pool resources
to work on joint projects.
 MANAGERIAL ROLES
TYPE OF ROLE SPECIFIC ROLE EXAMPLES OF ROLE ACTIVITIES
2. INTERPERSONAL Figurehead Outline future organizational goals to employees at company
meetings; open a new corporate headquarters building; state
the organization's ethical guidelines and the principles of
behavior employees are to follow in their dealings with
customers and suppliers.

Leader Provide an example for employees to follow; give direct

commands and orders to subordinates; make decisions

concerning the use of human and technical resources; mobilize

employee support for specific organizational goals.

Liaison Coordinate the work of managers in different departments;

establish alliances between different organizations to share
resources to produce new goods and services.
 MANAGERIAL ROLES
TYPE OF ROLE SPECIFIC ROLE EXAMPLES OF ROLE ACTIVITIES
3. INFORMATIONAL Monitor Evaluate the performance of managers in different tasks and
take corrective active to improve their performance; watch for
changes occurring in the external and internal environments
that may effect the organization in the future.

Disseminator Inform employees about changes taking place in the external

and internal envornments that will affect them and the
organization; communicate to employees the organization's
vision and purpose.

Spokesperson Launch a national advertising campaign to promote new goods

and services; give a speech to inform the local community
about the organization's future intentions.
LEVELS OF MANAGEMENT

CEO

TOP MANAGERS

MIDDLE MANAGERS

FIRST-LINE MANAGERS
 LEVELS OF MANAGEMENT
 At the base of the managerial hierarchy are first-line
managers, often called supervisors. They are
responsible for the daily supervision of non-
managerial (rank & file) employees who perform
many of the specific activities necessary to produce
goods and services. First-line managers work in all
departments or functions of an organization.
 LEVELS OF MANAGEMENT
 Supervising the first-line managers are middle managers,
responsible for finding the best way to organize human and
other resources to achieve organizational goals. To increase
efficiency, middle managers find ways to help first-line
managers and non-managerial employees better utilize
resources to reduce manufacturing costs or improve
customer service. To increase effectiveness, middle
managers evaluate whether the goals that the organization
is pursuing are appropriate and suggest to top managers
ways in which goals should be changed.
 LEVELS OF MANAGEMENT
 A major part of the middle manager’s job is
developing and fine-tuning skills and know-how, such
as manufacturing or marketing expertise, that allow
the organization to be efficient and effective. Middle
managers make thousands of specific decisions about
the production of goods and services.
 LEVELS OF MANAGEMENT
 In contrast to middle managers, top managers are
responsible for the performance of all departments. Top
managers establish organizational goals, such as which goods
and services the company should produce; they decide how
the different departments should interact; and they monitor
how well middle managers in each department utilize
resources to achieve goals. Top managers are ultimately
responsible for the success or failure of an organization, and
their performance is continually scrutinized by people inside
and outside the organization, such as other employees and
investors.
 LEVELS OF MANAGEMENT
 The chief executive officer (CEO) is the company’s
most senior and important manager, the one all other
tope managers report to. Today, the term chief
operating officer (COO) is often used to refer to the
top manager who is being groomed to take over as
CEO when the current CEO retires or leaves the
company.
 LEVELS OF MANAGEMENT
 Together the CEO and COO are responsible for
developing good working relationships among the
top managers of various departments. A central
concern of the CEO is the creation of a smoothly
functioning top-management team, a group
composed of the CEO, the COO, the president, and
the department heads most responsible for helping
achieve organizational goals.
 MANAGERIALS SKILLS
1. CONCEPTUAL SKILLS are demonstrated in the
ability to analyze and diagnose a situation and to
distinguish between cause and effect.
Formal education and training are very important in helping
managers develop conceptual skills. Business training at the
undergraduate and graduate (MBA) levels provides many of the
conceptual tools (theories and techniques in marketing, finance,
and other areas) that managers need to perform their roles
effectively.
 MANAGERIALS SKILLS
2. HUMAN SKILLS include the ability to understand,
alter lead, and control the behavior of other
individuals and groups.
To manage personal interactions effectively, each person in an
organization needs to learn how to empathize with other people – to
understand their viewpoints and the problems they face. One way to
help managers understand their personal strengths and weaknesses is to
have their superiors, peers, and subordinates provide feedback about
their job performance. Thorough and direct feedback allows managers
to develop their human skills.
 MANAGERIALS SKILLS
3. TECHNICAL SKILLS are the job-specific skills
required to perform a particular type of work or
occupation at a high level.
Managers need a range of technical skills to be effective. The array of technical skills
managers need depends on their position in their organizations. The manager of a
restaurant, for example, may need cooking skills to fill in for an absent cook,
accounting and bookkeeping skills to keep tack of receipts and costs and to
administer the payroll, and aesthetic skills to keep the restaurant looking attractive
for customers. Managers are grouped into different departments because a major
part of his responsibility is to monitor, train, and supervise employees so that their
job-specific skills and expertise increase.
 MANAGERIALS SKILLS
The term core competency is often used to refer to the specific
set of departmental skills, knowledge, and experience that
allows one organization to out-perform its competitors. In
other words, departmental skills that create a core competency
give an organization competitive advantage.
Effective managers need all three kinds of skills – conceptual,
human, and technical – to help their organizations perform
more efficiently and effectively. The absence of even one type
of managerial skill can lead to failure.