Organization: A consciously coordinated social unit composed of two or more people that functions on
a relatively continuous basis to achieve a common goal or set of goals.
Management Functions:
1) Planning: A process that includes defining goals, establishing strategy, and developing plans to
coordinate activities.
2) Organizing: Determining what tasks are to be done, who is to do them, are to be done, who is to
do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be
made.
3) Leading: A function that includes motivating employees, directing others, selecting the most
effective communication channels, and resolving conflicts.
4) Controlling: Monitoring activities to ensure they are being accomplished as planned and
correcting any significant deviations.
Management Role:
In the late 1960s, Henry Mintzberg, concluded that managers perform ten different, highly interrelated
roles or sets of behaviors.7 as shown in table, these ten roles are primarily
Still another way of considering what managers do is to look at the skills or competencies they need to
achieve their goals. Researchers have identified a number of skills that differentiate effective from
ineffective managers.
Fred Luthans and his associates looked at what managers do from a somewhat different perspective.
They asked, Do managers who move up the quickest in an organization do the same activities and with
the same emphasis as managers who do the best job? You might think the answer is yes, but thats not
always the case. Luthans and his associates studied more than 450 managers. All engaged in four
managerial activities:
The average manager spent 32 % of his or her time in traditional management activities, 29 %
communicating, 20% t in human resource management activities, and 19% networking.
A field of study that investigates the impact that individuals, groups, have on behavior within
organizations, for the purpose of applying such knowledge toward improving an organizations
effectiveness.
Systematic study
Looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on
scientific evidence.
Intuition
The concept that organizations are becoming more heterogeneous in terms of gender, age, race, ethnicity,
sexual orientation, and inclusion of other diverse groups.
What happens when employees like their jobs, and when they dislike their jobs? One theoretical model
the exitvoiceloyaltyneglect frameworkis helpful in understanding the consequences of
dissatisfaction. Exhibit 3-5 illustrates the frameworks four responses, which differ along two
dimensions: constructive/ destructive and active/passive. The responses are as follows:
Exit. The exit response directs behavior toward leaving the organization, including looking for a new
position as well as resigning.
Voice. The voice response includes actively and constructively attempting to improve conditions,
including suggesting improvements, discussing problems with superiors, and undertaking some forms
of union activity.
Exhibit 3-5:
Constructive Destructive