One of the important function of management is organizing. We have to follow the principles of management in right order to achieve the goals and objectives

1. ORGANIZING
Dr.A.Karthikeyan, MBA., Ph.D
Dr.A.Karthikeyan, MBA., Ph.D
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2. . According to Mc Farland, “An identifiable group of
people contributing their efforts towards the
attainment of goals is called organization.”
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ORGANISATION
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3. TYPES OF ORGANIZATION
+ Formal organization
A formal organization
means an organization in
which the responsibilities,
authority and mutual
+ Informal Organization
+ An informal organization is
that organization which is
not established
deliberately but comes into
existence because of
common interests, likes,
dislikes and religious and
communal relations within
the formal set up.
relationships among all the
employees working in an
enterprise are clearly
defined.
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4. CHARACTERISTICS OF FORMAL ORGANIZATION
+ Deliberated created
+ Formal Authority
+ More stable
+ Based on rules and
procedures
+ Based on division of
work
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5. CHARACTERISTICS OF INFORMAL ORGANIZATION
+ Not deliberated created
+ It is Personal
+ No written rules and
procedures
+ No place on
+ No formal Authority
organization chart
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6. PURPOSE OF ORGANIZATION
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7. 1.IT FACILITATES ADMINISTRATION AND
MANAGEMENT
Organization is the only tool to achieve
• Enterprise goals set by administration and explained by
management.
• A sound organization increases efficiency, avoids delay
and duplication of work, increases managerial efficiency,
motivates employees to perform their responsibility.
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8. An organisation deals with day to day activities such as recruitment of
staff, delegation of authority, assignment of responsibility, co ordination and
control of activities performed at different work establishments. It provides
a framework within which the company has to grow and thereby facilitates
the growth of the enterprise.
2.It helps in the Growth of the Enterprise
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9. Organisation impacts the human resources in various ways
by performing human resource functions such as recruitment,
training and development, induction, orientation, placement,
establishment of good communication network and motivation
of workers for the purpose of improving their efficiency. All
these set of functions performed ensures the optimum use of
human resource.
3.Ensures Optimum Use of Human Resources
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10. A sound organisation structure facilitates the culture of
creative thinking and initiation of new ideas amongst
employees. Authority delegation gives freedom on the part of
the employees and there by inculcates the culture of
independent thinking, creativity and spirit of innovation among
them.
4.Stimulates Creativity
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11. Usually corruption exists in those enterprises which lack
sound organization. Sound organisation Prevents corruption by
raising morale of employees. They are motivated to work with
greater efficiency, honesty and devotion.
5.Prevents Corruption
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12. Technological improvements taking place in the present
world such as automatic techniques of production, control
devices, computer system etc., is facilitated by sound
organization structure.
6.Adoption of New Technology
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13. • Different jobs and positions were welded together by structural
relationship of the organisation.
• The organisational process exerts its due and balanced emphasis on the co
ordination of various activities.
7.Coordination in the Enterprises
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14. Over lapping and duplication of work exists, when the work
distribution is not clearly identified and the work is performed in
a disorganized way. Since a good organisation demands that the
duties be clearly assigned amongst workers, such overlapping
and
8.Eliminates Overlapping and Duplication of Work
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15. ORGANIZATION CHANGE :
It refers alteration of an organization’s environment,
structure, culture, technology, or people.
Change is basically a variation in pre-existing
methods, customs, and conventions. Since all
organizations function in dynamic environments, they
constantly have to change themselves to succeed.
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16. TYPES OF CHANGES
 Planned Change is change resulting from a deliberate
decision to alter the organization. It is an intentional,
goal – oriented activity.
 Unplanned Change is unforeseen
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19. KURT LEWIN MODEL
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23. BARRIERS TO CHANGE
Individual Resistance: Individual sources of resistance to change reside
in basic human characteristics such as perceptions, personalities &
needs.
Organizational resistance: When the change is resisted at the level of
organization itself, it is referred as organizational resistance.
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24. Individual Reasons For Resistance To Change
Fear of the Unknown Future: Change often bring with it
substantial uncertainty.
Fear of Losing Something
1) Role being eliminated or reduced.
2) Losing their status
3) Diminish the positive qualities the individual enjoys in the job.
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25. INDIVIDUAL REASONS FOR RESISTANCE TO CHANGE
 Fear of a Negative Income : Changes in job tasks or established work routines can
also arouse economic fears.
 Security: People with a high need for security are likely to resist change because it
threatens their feeling of safety.
 Habits: Perhaps the biggest and most sound reason for the resistance to change is
the status quo. As human beings, we are creatures of habit
 Selective Processing of Information: When employees listen and remember only
partial information
 Peer Pressure: Whenever change is unwilling to the peers, they force the individuals
who want to accept change to resist change.
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26. ORGANIZATIONAL REASONS FOR RESISTANCE TO CHANGE
 Resource Constraints- The necessary financial, material and human resources may
not be available to the organization to make the needed changes.
 Structural Inertia from the Groups : Some organizational structures have in-built
mechanism for resistance to change. Even if individuals want to change their
behaviour, group norms may act as a constraint.
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27. Overcoming Resistance
• Communication about impending change is essential
if employees are to adjust effectively.
• The details of change should be provided & its
potential consequences. Educating employees on
new work procedures is often helpful.
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28. TECHNIQUES TO OVERCOME RESISTANCE
(a)Education and Communication
(b)Participation and Involvement
(c) Support
(d)Incentives
(e) Manipulation
(f) Coercion
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