MANAGEMENT CONCEPT &
ORGANISATIONAL BEHAVIOUR
PRESENTED BY : SWATI Guided by: Dr. Chakshu
SATYAM Gupta
SNEHA
DIMPAL
MAYANK
INDEX
S.NO TITLE PAGE NO.
1 Types of Organisation 1&2
2 Organisational Structure 3&4
3 Delegation & Decentralized 5&6
4 Recruitment & Selection 7,8&9
5 Staffing ……
An organization is a group of people who work together to achieve a common goal. It's a structure that defines the roles,
responsibilities, and relationships between individuals.
Types of Organization
There are two type of organization
❑ FORMAL ORAGANIZATION
A formal organization is a structured and systematic framework established to achieve specific goals and objectives. It operates
based on predefined roles, rules, and procedures. Formal organizations have established rules and a hierarchical structure.
❑ Advantages of Formal Organization
1. Systematic working-Formal organization structure results in systematic and smooth functioning of an organization.
2. Achievement of organizational objectives-Formal organizational structure established to achieve organizational
objectives.
3. Coordination-Formal organizational structure results in coordinating the activities of various departments.
❑ Disadvantages of Formal Organization
1. Delay in action- While following scalar chain and chain of command actions get delayed in formal structure.
2. Ignores social needs of employees-Formal organizational structure does not give importance to psychological and social
need of employees which may lead to demotivation of employees.
3. Emphasis on work only-Formal organizational structure gives importance to work only, it ignores human relations,
creativity, talents, etc.
❑ INFORMAL ORAGANIZATION
An informal organization refers to the network of personal and social relationships that develop naturally among people
within a formal organization. These relationships are not officially structured or defined.
❑ Advantages of Informal Organization
1. Improved Communication:
Facilitates faster and more open communication that bypasses formal channel. Encourages the free flow of ideas
and feedback.
2. Employee Morale and Job Satisfaction:
Builds camaraderie and friendships among employee. Provides emotional support, reducing workplace stress.
3. Encourages Innovation :
Promotes creativity as employees feel freer to express ideas informally.
❑ Disadvantages of Informal Organization
1. Resistance to Change : Strong informal groups may resist organizational changes or reforms.
2. Spreading of Rumors: Informal communication networks, like gossip, can spread misinformation and harm morale.
3. Conflict with Formal Goals : The priorities of informal groups may clash with the organization's objectives.
ORGANIZATIONAL STRUCTURE
The structure of an organization is a network of authority and responsibility assumed by and delegated to the employees.
Organizational structure defines the pattern of formal relationship between superiors and subordinates. It may also be
regarded as a network of role, relationship, assigned work and delegated authority to employees. It provides the basis
on which the managers and non-managerial employees perform the job assigned to them.
The structure of the organization has two dimensions, firstly authority structure, which comes into being by delegating
authority from top to lower levels and activity structure, secondly by dividing activities, grouping them and assigning them
to the various departments or individuals. It has a pyramid shape.
Classification of Organizational Structure:
Various activities are grouped together to create departments and units and their relationships in the organization is thus
prescribed. On the basis of this, the organizational structure is classified. Thus, there are seven types of organization
structure:
o Line
o Line and staff
o Functional
o Matrix
o Project
❑ A line organization structure is one of the simplest and oldest organizational structures where authority flows from the top
to the bottom in a straight line. In this structure, each employee has a clear, direct line of authority, responsibility, and
communication. The chain of command is typically hierarchical, and decision-making is centralized at the top.
❑ A line and staff organizational structure is a hybrid structure that combines the simplicity of the line organization with
specialized expertise provided by staff roles.
❑ A functional organizational structure is one where the organization is divided into departments based on specialized
functions or expertise. Each department is responsible for specific tasks or activities, such as marketing, finance, human
resources, production, or IT. In this structure, employees with similar skills and responsibilities are grouped together to
improve efficiency, performance, and specialization.
❑ A matrix organizational structure is a hybrid structure that combines elements of both functional and divisional structures.
In this type of structure, employees have dual reporting relationships—one to the functional manager (based on their
specific expertise, such as finance, marketing, or HR) and another to the project or product manager (based on the specific
project or product they are working on). This creates a matrix of authority and communication, where employees report to
two managers, each responsible for different aspects of the organization.
❑ A project organizational structure is one where the organization is structured around specific projects rather than
traditional functional departments. This structure is designed to focus on the successful execution of individual projects, with
teams organized to manage and complete projects from start to finish.
DELEGATION & DECENTRALISATION
DELEGATION
❑ In every organization, managers are assigned a lot of work and managers alone cannot perform all the work. He divides
the work among different individuals working under him according to their qualification and gets the work done from
them.
❑ A process of entrusting responsibility and authority to the subordinates ant suong accountability on these employees
who are entrusted responsibility and authority.
There are three elements of delegation:
1. Responsibility : Responsibility means the work assigned to an individual. It includes all the physical and mental activities to
be performed by the employees at a particular job position.
2. Authority : Authority means power to take decision. To carry on the responsibilities, every employee need to have some
authority.
3. Accountability : To make sure that the employees or subordinates perform their responsibilities in their expected manner,
the accountability is created.
Important of delegation
1. Effective management- In the delegation process managers pass routine work to the subordinates. So they are free to
concentrate on other important matters.
2. Employees development -As a result of delegation employees get more opportunities to utilize their talents. It allows them
to develop those skills which help them to perform complex tasks.
3. Motivation of employees- In the delegation when the manager is sharing his responsibilities and authority with the
subordinates it motivates the subordinates as they develop the feeling of belongingness and trust which is shown to them
by their superiors.
CENTRALISATION & DECENTRALISATION
❑ Centralisation refers to concentration of power or authority in few hands, i.e., top level. An organisation is
centralized when the decision-making authority is the hand of top level of management only.
❑ Decentralisation can be defined as even and systematic distribution of authority at every level of
management. Under decentralisation every employee working at different levels gets some share in the
authority.
Recruitment & Selection
What is recruitment ?
A process of actively searching and hiring applicants for a job role is known as recruitment.
Purpose and importance of recruitment:
▪ Preparing the Job Description : Once you know exactly what you need in terms of knowledge, skills and
experience, it is time to determine the duties and responsibilities of the job.
▪ Talent Search : Identifying the right talent, attracting them and motivating them to apply are the most important
aspects of the recruitment process. The job listing should be advertised internally to generate referrals as well as
externally on popular social networking sites and preferred job boards.
▪ Screening and Shortlisting : In order to move forward with the recruitment process, you need to screen and shortlist
applicants efficiently and accurately. This is where the recruitment process gets difficult and challenging.
▪ Interviewing : The shortlisted applications will now move through the interview process prior to receiving an offer
letter or a rejection note.
▪ Introduction and Induction of the New Employee : When applicants accept the job offer, they officially become the
employees of the company. The joining date and time is communicated to the employee. Once that’s done, pre-
employment screening that includes reference and background checks are conducted.
Methods of recruitment:
➢ Internal recruitment
➢ External recruitment
➢ Third party recruitment
➢ Internal recruitment method is when you hire from within your organization’s staff and external recruitment is when
you go outside of the company to attract a recruit that you have never met before.
➢ External recruitment can bring in new ideas, fresh approaches and a renewed energy. However, it can take a long
time and cost a lot of money to find the right candidate and a screening process as well as onboarding needs to
begin.
➢ Third party recruitment Using employment agencies, employee referrals or other third party sources to establish
contact with candidates. These third parties act on your behalf and any specific instructions must be followed and laid
out in the meetings you have to recruit.
SELECTION
❖ Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job position in an
organization. In others words, selection can also be explained as the process of interviewing the candidates and
evaluating their qualities, which are required for a specific job and then choosing the suitable candidate for the
position.
Selection process:
➢ Employment Interview − Employment interview is a process in which one-on-one session in conducted with the applicant
to know a candidate better. It helps the interviewer to discover the inner qualities of the applicant and helps in taking
a right decision.
➢ Checking References − Reference checking is a process of verifying the applicant’s qualifications and experiences with
the references provided by him. These reference checks help the interviewer understand the conduct, the attitude, and
the behavior of the candidate as an individual and also as a professional.
➢ Medical Examination − Medical examination is a process, in which the physical and the mental fitness of the
applicants are checked to ensure that the candidates are capable of performing a job or not. This examination
helps the organization in choosing the right candidates who are physically and mentally fit.
➢ Final Selection − The final selection is the final process which proves that the applicant has qualified in all the
rounds of the selection process and will be issued an appointment letter.
“TO BE
CONTINUED…
…
WHAT IS STAFFING?
The process of hiring qualified candidates for specific positions within an organisation or company is
known as staffing. Staffing is a management term that refers to recruiting employees, assessing their
skills and knowledge, and then assigning them to specific job roles.
IMPORTANCE OF STAFFING
• Finding proper resources – The process of staffing is mainly concerned with finding reliable resources for the organisation
that can add value by effectively conducting everyday operations.
• Facilitates control – In an organisation where the entire staff has gained immense knowledge or is well-trained in all
aspects of the job, they will attract better results for the organisation. This helps to reduce workflow deviations and ensure
that the business runs smoothly.
• Improved performance – The process of staffing greatly impacts the overall productivity as it is mainly concerned with
choosing the right people at the right time.
• Provides motivation – Various monetary or non-monetary benefits provided by the company to its people will boost a sense
of belonging, leading to improved organisational performance.
• Production cost reduction – Staffing deals with choosing the right candidate, which minimizes the production cost and
increases revenue.
STEPS INVOLVED IN STAFFING
MANPOWER ORIENTATION &
RECRUITMENT SELECTION
PLANNING PLACEMENT
PROMOTION & PERFORMANCE TRAINING AND
REMUNERATION
TRANSFER EVALUATION DEVELOPMENT
• MANPOWER PLANNING
To create employment programs, staffing planning must first analyze the current human resources and anticipate future human resource
needs.
• RECRUITMENT
It is the art of attracting pools of applications Appling to your company. Finding potential employees for a company and persuading them to
submit applications for open positions is the recruitment process.
• SELECTION
Eliminating individuals who don’t seem promising is the Process of selection. This selection method assesses whether an applicant is
qualified for employment with the company. Therefore, choosing the best applicants to fill various roles inside the firm is the primary goal of
the selection process. The key to a successful selecting process is careful planning.
• ORIENTATION & PLACEMENT
Once the candidates are selected for the required job, they have to be fitted as per the qualifications. Placement is said to be the process of
fitting the selected person at the right job or place.
The freshly appointed candidates are then given orientation in order to familiarize and introduce the company to him.
• TRAINING & DEVELOPMENT
Training and Development in Human Resource Management is the process of acquiring knowledge, skills, and attitude that
helps improve employees’ job performance and enables future career growth.
• REMUNERATION
Remuneration is the total compensation received by an employee including base salary, bonuses, commission payments, overtime pay, and
any other monetary benefits that the employee receives.
• PERFORMANCE EVALUATION
A performance evaluation is also called a performance review or appraisal . It is a process that organizations follow to assess an employee’s
work quality and skills over a specific period.
• PERFORMANCE EVALUATION
Promotion is said to be a non- monetary incentive in which the worker is shifted from a higher job demanding bigger responsibilities as well
as shifting the workers and transferring them to different work units and branches of the same organization.
THANKYOU
