1. Three Theories of Organization
Classical Theory or Bureaucracy
Neoclassical Theory or Human Relations Movement
System Theory

2. 3 Theories of Organizations
Classical Theory
4 Basic components to any Organization
System of differentiated activities
People
Cooperation toward a goal
Authority
Neoclassical Theory
Critique of the 4 structural principles of classical Theory
Functional
Scalar
Line/Staff
Span of control
System theory
5 parts of an organization
Individuals
Formal org.
Small groups
Status & Roles
Physical setting

3. Main teachings of the Classical Theory:
1. Basic components: A system of differentiated activities, People, Cooperation toward a goal, Authority.
2. Structural principle: Functional, Scalar (Unity of command), Line/staff, and Span of Control principle.

4. Division of labor decreases job meaning
Neoclassical Theorists did not agree with classical theorists in many ways e.g.
Division of labor decreases job meaning
Value of distinction between line and staff
Span of control is more than a number
Not only formal authority can influence people

5. Components of an Open System
Environment
Matter / energy return
Matter / energy
Matter / energy
Transformation
Inputs
Outputs
Information
Information
Feedback
Environment

6. System Theory
Organizational System is composed of: Individuals, Formal Organization, Small Groups, Status and Role, Physical Setting
All parts in the system are interactive in order to achieve coordinated goals of the system.

7. Reorganizing and downsizing
When environment changes, organizations do too in response.
Job losses, more work less employees, stresses, wider span of control
Who are affected? Those in the middle line, supporting staffs, and technostructure.

8. Structural properties by which the organization to reach its goal.
Functional principle, divide into units that perform similar function
Scalar principle (chain of command), unity of command
Line/staff functions
Span of control, number of subordinates a manager is responsible for supervising.

9. Organizational Structure
Structure: the sum total of ways in which its labor is divided into distinct tasks and then its coordination is achieved among these tasks. Five coordinating mechanisms have been proposed to explain the fundamental ways in which organizations coordinate their work. They are the glue that holds organization together.

10. Coordinating Mechanisms
Mutual adjustment
Direct supervision
Standardization of work processes
Standardization of work output
Standardization of skills and konwledge

11. The Five Basic Parts of an Organization
Strategic apex
Technostructure
Support staff
Middle line
Operating core

12. Social system: the human components of a work organization that influence the behavior of individuals and groups.
Components of Social System 1. Roles 2. Norms 3. Organizational Culture

13. Roles: Expectations of appropriate behavior in a specific position.
Aspects of roles: 1) impersonal. 2) Related to task behavior. 3) Difficult to clarify. 4) Produce behavior change. 5) Jobs and Roles are not the same.
Role episode: Group expectation, communication about expectation, perceived expectation, actual role behavior
Role differentiation: different roles in the same group.

14. Organizational Culture
Three Informal Components of Social systems
Roles
Five Aspects of Roles
Role Episode
Role Differentiation
Norms
Four important properties of norms
Three-step process for developing & communicating norms
Organizational Culture
What is culture?
Three key features of an org.’s culture
ASA cycle

15. Related to task behavior
Role: a set of expectations about appropriate behavior in position.
Five aspects of roles
Impersonal
Related to task behavior
Difficult to perceive in the same way for different persons
Can produce behavior change
Not the same with job, one job can have several roles

16. Role episode Stage 1 Group expectations for a particular positions
Stage 2 Communication about expectations
Stage 3 Perceived expectations about role
Stage 4 Actual role behavior

17. Shouldness or oughtness Determine what behavior judged is
Norms: a set of shared group expectations about appropriate behavior. Norms have several properties
Shouldness or oughtness
Determine what behavior judged is
Enforce by group

18. Psychological Ownership
Self-Enhancement
Self-Continuity
Control and efficiency
Overcoming Organizational Resistance to Change
3 Types of Change
Self-initiated vs. imposed change
Evolutionary vs. revolutionary change
Additive vs. Subtractive

19. Effect of psychological ownership or disposition toward change as influenced by type of change
Self-initiated(+) VS
Imposed (-) change
Evolutionary (+) VS
Revolutionary (-) Change
Self
Psychological ownership of the organization
organization
Individual’s disposition toward change of organization
Additive (+) VS
Subtractive (-) change

20. Statistical Quality Control Employee Involvement
Total Quality Management
Align Business Operation
Customer Focus

21. Organizational Culture: The way we do things around here
Organizational Culture: The way we do things around here. Some defines as artifacts.
Org Culture features: 1) can be traced to its founder. 2) develop out of org. experience with external environment. 3) maintain working relationships among employees.

22. ระดับความเป็นรูปธรรมของวัฒนธรรม
1. สิ่งประดิษฐ์ในชีวิตประจำวัน เช่น ภาษา อาหาร บ้านเรือน ศิลปะการแสดง การแต่งกาย ฯลฯ
2. บรรทัดฐานทางสังคม จารีต ประเพณี
3ความเชื่อ ค่านิยมเฉพาะที่มีต่อสิ่งเร้าบางอย่าง
4. ความเชื่อ คติฐานกว้าง ๆ ที่มีต่อสิ่งรอบตัว

23. Beliefs
Values & Norms
Artifacts
Cultural Expression

24. Principles of Teamwork
provide feedback to and accept it from…
willing, prepare, proclivity to back others…
viewing that group success depends on their interaction…
foster interdependence…
team leadership makes differences..

25. Interpersonal Processes in Teams
Communication
Conflict
Cohesion
Trust

26. Personnel Selection for Team
Establishing team requirements involves identifying and assessing the congruence among members with regard to personality and values.
Critical abilities enhancing group performance: gain gr acceptance, increase gr solidarity, be aware of the gr consciousness, share the gr identification, manage others’ impression of him/her.