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Organizing
| Question | Answer |
|---|---|
| The process of accomplishing the goals of the organization through the effective use of people and other resources. | Management |
| Analyzing information and making decisions about what needs to be done. | Planning |
| Determining how plans can be accomplished most effectively and arranging resources to complete the work. | Organizing |
| Formal systems of tasks, power, and reporting relationships. | Organizational Structure |
| A drawing that shows the structure of an organization and job classifications. | Organizational Chart |
| A system in which people or groups are ranked above the other according to status. | Heirarchy |
| The process of selecting and managing aspects of organizational structure and culture in order to achieve goals. | Organizational Design |
| An organizational model creating effective relationships between strategy, structure, process, rewards, and people. | Five Star Model by Galbraith |
| The state of being responsible, answerable, or accountable for something in your power or control. | Responsibility |
| The right to make decisions about assigned work and to make assignments to others concerning work. | Authority |
| The authority given to individual employees to solve problems they encounter on their jobs. | Empowerment |
| The obligation to accept responsibility for the outcomes of assigned tasks. | Accountability |
| Experts recommend that no employee report to more than one supervisor at a time. | Unity of Command |
| The number of employees that any one manager supervises directly. | Span of Control |
| Dividing work into specialized jobs to increase efficiency. | Specialization |
| The separation of a work process into a number of tasks, with each task performed by a separate person or group. | Division of Labor |
| Organizational structure that contains a direct chain of command from the top of the organization to the bottom. | Hierarchical Structure |
| Organizational structure that groups employees by specialty, skill, or related roles. | Functional Structure |
| Organizational structure that segments employees based on products, markets, or territories as opposed to their job roles. | Divisional Structure |
| Organizational structure with relatively few or no levels of middle management between the executives and front line employees. | Flat Structure |
| A combination of two or more different types of organizational structures, such as project and functional management. | Matrix Structure |
| Organizational structure in which more than one organization combines to produce a good or to provide a service. | Networking Structure |
| An organization that put leaders in the centers and spreads their vision outwards to the employees. | Circular Structure |
| Goals are defined and a path to get there is organized. | Star Model: Strategy |
| Decisions about how to organize, define roles, and allocate power. | Star Model: Structure |
| Organize how the work will flow between roles and how decisions will be made. | Star Model: Process |
| Create metrics to determine how leaders will know if individuals/teams are successful. | Star Model: Rewards |
| Create profile for the different roles and work with human resources to attract and retain the right individuals for the various positions. | Star Model: People |
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