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Organizing前两章 - Coggle Diagram

- - - - Orientation入职前培训
        
        work unit orientation
        
        organization orientation
        
        Job orientation
    - - Employee training is a learning experience that seeks a relatively permanent change in employees by improving their ability to perform on the job
  - - - is the process of locating,identifying,and attracting capable applicants
      - Recruiting sources在P185
    - - Using selection procedures that are both reliable and valid
        
        Reliability addresses whether a selection device measures the same characteristic consistently可靠性/信度指的是甄选手段测量结果的一致性程度
        
        Validity is based on a proven relationship between the selection device used and some relevant measure有效性指的是甄选手段同判别准则的相关程度
      - A decision is correct when(1)the applicant who was predicted to be successful later proved to be successful on the job
        or(2)the applicant who was predicted to be unsuccessful would not have been able to do the job if hired
      - How can I be a good interviewer?
        
        Prepare a structured set of questions to ask all applicants for the job
        
        Review an applicant's resume before meeting him or her
        
        Ask questions and listen carefully to the applicant's answer
        
        Write your evaluation of the applicant while the interview is still fresh in your mind
        
        Review the job description and job specification to help in assessing the applicant
      - The selection pocess is a predction exercise:it seeks to predict which applicants will be "successful"if hired
      - better way to find out whether an applicant for a technical writing position
        
        increasing interest in performance-simulation tests基于实际工作行为的甄选手段
    - - The process can be condensed into two steps:
        (1)assessing current human resources and future human resource needs
        (2)developing a plan to meet those needs
        
        How does an organization do a current HR assessment?
        
        Job analysis:It's typically a lengthy process,one in which workflows are analyzed and skills and behaviors that are necessary to perform jobs are identified.这通常是一个漫长的过程，在这个过程中，需要分析工作流程，确定执行工作所需的技能和行为
        
        Human resource inventory:This inventory allows managers to assess what talents and skills are currently available in the organization在大多数组织中，生成清单并不困难，因为它的信息来自于员工完成的表格.这个清单允许管理者评估组织中目前可用的人才和技能
        
        Why is job analysis so important?
        job analysis results in job description--describes the job and job specification---describes the person
        
        Job description工作描述
        
        Is a written statement that describes the job----what a job holder does,how it's done,and why it's done
        
        Job title,job location,job summary;
        Reporting to,woking conditions,job duties;
        Machines to be used,harzards
        
        Job specification工作规范
        
        It states the minimum qualifications that a person must possess to perform a given job successfully
        
        Qualifications,experience,training,skills,responsibilities,emotional characteristics,sensory demands感觉的需求
      - Employment planning is the process by which managers ensure that they have the right number and kinds of people in the right places at the right times,people who are capable of effectively completing those tasks that will help the organization achieve its goals
  - - - These next two activities represent adapted and competent employees with up-to-date skills knowledge,and abilities
        
        Orientation任职前培训
        
        Training and development
      - The last steps in the HRM process are designed to identify performance goals,correct performance problems if necessary,and help employees sustain a high level of performance over their entire work life
        
        Compensation and benefits薪酬和福利
        
        Safety and health安全与健康
        
        Perfrmance management绩效管理
      - First three activities in the HRM process represent employment planning:Identification and selection of competent employeess
        
        Recruitment and downsizing
        
        Selection
        
        Strategic human resource planning
- - - - Mechanistic organization机械型组织：
        ①Rigid and tightly controlled structure结构严谨，控制严密
        ②Combines traditional aspects of all six elements of organization structure
      - Organic organization有机型组织:
        ①Highly adaptive and flexible structure适应性强，结构灵活
        ②Loose structure allows for rapid adjustment to change结构松散，便于快速调整变化
    - - size
      - technology
      - strategy
      - environment
      - human resources
  - - - Simple structure
        
        fast,flexible
        inexpensive to maintain,
        clear accountability
        
        Not appropriate as organization grows;
        reliance on one person is risky
      - Functional structure
        
        groups similar or related occupational specialties together;将相似或相关的职业专业放在一起
        Cost-saving advantages from specialization
        
        lose sight of what's best for the overall organization;忽略什么对整个组织是最好的;
        insulated and have little understanding of waht other units are doing与世隔绝，对其他单位的工作知之甚少
      - Divisional structure
        
        Made up of separate business units or divisions;
        limited autonomy;
        evey division is responsibly for own perfomance
        
        only focuses on results;
        duplication of activities and resources活动和资源重复
    - - Matrix-Project structure
        
        assigns specialists from different functional departments to work on projects led by a project;
        fluid and flexible;
        faster decision maing
        
        complexity of assigning people to projects;
        task and personality conflicts
      - Boundaryless structure
        
        is an organization whose design is not imposed by a predefined structure; highly flexible and responsive;
        utilizes talent wherever it's found善于利用人才
        
        lack of control;
        communication difficulties
      - Team structure
        
        no clear chain of command;
        pressure on teams to perform
        
        entire organization is made up of work groups or teams;
        employees are more involved and empowered参与度更高，也更有权力
        reduced barriers among functional areas减少功能区域之间的障碍
      - Learning structure
      - boundariesP162
        
        internal:virtual organization
        
        consists of a small core of full-time employees and outside specialists temporarily hired as needed to work on projects
        
        external:network organization
        
        uses its own employees to do some work activities and networks of outside suppliers to provide other needed product components or work processes
  - - - Chain of command命令链:the lin of authority extending from upper organizational levels to lower levels,which clarifies who reports to whom（图片P149）
      - Authority职权:the rights inherent固有权利 in a managerial position to give orders and expect the orders to be obeyed
      - Responsibility责任:when employees are given rights,they also assume a corresponding相应的 obligation义务 to perform
      - Different authority relationships
        
        line authority直线职权:a manager to direct the work of an employee
        
        staff authority参谋职权:support,assist,advise,and generally reduce some of their informational burdens
      - How do authority and power differ?
        
        Authority:a right whose legitimacy is based on an authority figure's position in the organization;it goes with the job
        
        Power:refers to an individual's capacity to influence decisions.
        Types of power P152
        
        Authority is part of the larger concept of power
    - - How many employees can a manager efficiently and effectively supervise
      - Most effective and efficient span depends on:
        Employee experience and training
        Similarity of employee tasks
        Complexity of those tasks
      - 上下级人际关系数目经验公式:C=n[2^n-1+n-1]，C为可能存在的人际关系数目，n为管理宽度
    - - Types of Departmentalization
        
        Customer:based on customers'problems and needs
        
        Geographic地域划分:based on location served
        
        Product:based on major product areas in the corporation
        
        Process流程划分:based on the basis of work or customer flow
        
        Functional:based on work performed
      - is how jobs are grouped together
    - - Centralization is the degree to which decision making takes place at upper levels of the organization 集中化是在组织的上层进行决策的程度
      - Decentralization is the degree to which lower-level managers provide input or actually make decisions分权是较低级别的管理者提供输入或实际做决定的程度
    - - individual employees"specialize" in doing part of an activity
      - divide work activities into separate job tasks
      - allows organizations to efficienly use the diversity of skills that workers have
      - may cause boredom,fatigue厌倦,stress,low productivity,poor quality,increased absenteeism and high turnover更新换代频繁