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What are the common problem in an organization and their solutions?
The common problems in any organisation are lack of coordination between various departments and communication flow.
Why does tension occur between coordination and departmentalization in a business organisation?
Tension occurs:When forces for coordination are stronger than the forces for departmentalisation, functional departmentalisation tend to work best.When forces for coordination and departmentalisation are equal, a customer form of departmentalisation works best.When forces for departmentalisation are stronger than forces for coordination, place or product departmentalisation is best
What is the organization structure of reliance life insurance company?
any person says me what is relience life insurance planning,organisation staffing coordination etc . . .
What is the need of coordination in business management?
For higher productivity in an organisation. Maintain the smooth and good relationship between subordinates and owner and for Human Resource Development.
What is the main reason an organisation has a procedure for stock control?
so they do not get ripped off
Is church a corporate organisation?
yes. the only reason there are churches are because there is a profit to be had.
Which UN organisation is responsible for the people who flee their country for some reason?
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What is the coordination number of an ion what is the coordination number of the cation (a) Na Cl structure and (b) Cs Cl structure explain the reason for this difference?
The coordination number is six for Na in NaCl.The coordination number is eight for Cs in CsCl. The accepted explanation is that the ionic radii of cesium and chloride are very similar.
What are the techniques of coordination?
Techniques of Co-ordination 1) sound planning 2)sound and simple organisation 3) chain of command 4)effective communication 5)sound leadership.
What is the importance of coordination in management?
(1). Higher Efficiency and Economy:-Coordination helps to improve the efficiency of operations by avoiding overlapping efforts and duplication of work. Integration and balancing of individual efforts provide a smooth and harmonious team work. Coordination is a creative force which makes possible a total result which is greater than the sum of individual achievements. This is the synergetic effect coordination. Coordination enables an organisation to rake optimum use of its resources.(2). Good Human Relations:-Besides promoting the efficiency of operations, coordination improves the morale and job satisfaction of employees. Composite and orderly effort established through team spirit and executive leadership enables employees to derive a sense of security and personal contentment from their job. A well-coordinated organisa­tion can attract, retain and utilize better personnel. Coordination improves human relations by reconciling individual and organizational objectives.(3). Unity of direction: Coordination helps to ensure unity of action in the face of disruptive forces. By welding together different departments and sections into one entity, coordination ensures the stability and growth of an organisation. It enables the executives to see the enterprise as a whole instead of narrow sectional goals. Individual interests are sub­ordinated to the common interest more easily and effectively.(4). Quintessence of management:Coordination is an all inclusive concepts or the end result of the management process. Management is noth­ing more than coordination of all activities, efforts and forces that affect the organisation from within and without. Coordination serves as a key to all managerial functions. According to Mary Parker Follett, "the first test of a business administration should be whether you have a business with all its parts so coordinated, so moving together in their closely knit and adjusting activities, so linking, inter-locking, inter-relating, that they make a working unit that is not a congenis of separate pieces, but a functional whole or integrated unit".(5). Organizational Effectiveness:-Coordination fosters loyalty and commitment among employees. This enhances the effectiveness and stability of the organisation. According to McFarland, "if job satisfac­tions are present, executives will tend to remain longer with the com­pany. They will feel that they have a place in the organisation. They will feel that they have earned that place. The presence of coordination becomes part of their job experience and hence can form a very useful part of their training." Thus, coordination is the sine qua non of effective management.
What is the main reason that an agency relationship exisist in corporations?
when an employee work in the best interest of the organisation
What is different between narrow and wide organization?
The Difference Between Tall (Narrow Span of Control) and Flat (Wide Span of Control) Organisation Structure is based on following twelve points :- 1. Meaning If the span of control is narrow, then there will be many management levels. That is, there will be many managers. This organisation structure is called "Tall Organisation Structure". If the span of control is wide, then there will be fewer management levels. That is, there will be fewer managers. This organisation structure is called "Flat Organisation Structure". 2. Span of Control Narrow span of control results in "Tall Organisation." Here there are many managers. Each manager has to manage only few subordinates. Wide span of control results in "Flat Organisation". Here there are few managers. Each manager has to manage many subordinates. 3. Formal and Informal Relations In Tall Organisation Structure, a manager has to manage only a few subordinates. Therefore, the relationship between them will be informal. Personal relationships are possible. In Flat Organisation Structure, a manager has to manage many subordinates. Therefore, the relationship between them will be formal. Personal relationships are impossible. 4. Control of Subordinates In Tall Organisation Structure, there is a close control because there are few subordinates. In Flat Organisation Structure, there is a loose control because there are many subordinates. 5. Extent of Coordination In Tall Organisation Structure, the coordination is good. In Flat Organisation Structure, the coordination is not so good. 6. Mistakes In Tall Organisation Structure, there are less mistakes because of close supervision and control. In Flat Organisation Structure, many mistakes may occur because of loose supervision and control. 7. Discipline In Tall Organisation Structure, Good discipline can be maintained because there are few subordinates. In Flat Organisation Structure, the possibility of indiscipline exists because there are many subordinates. 8. Cost Tall Organisation Structure is costly because it has many managers. Flat Organisation Structure is less costly because it has less managers. 9. Decision Making In Tall Organisation Structure, Decision making is slow because there are many levels of management. In Flat Organisation Structure, Decision making is quick because there are few levels of management. 10. Guidance to Staff Tall Organisation is suitable for staff that needs detailed guidance. Flat organisation is suitable for staff that needs less guidance and more independence. 11. Pressure on Managers In Tall Organisation, there is less pressure on managers because they have only few subordinates to supervise. In Flat Organisation, there is more pressure on the managers because they have much more subordinates to supervise. 12. Communication In Tall Organisation, communication may be distorted and delayed because there are many levels of management. In Flat Organisation, communication will not be distorted and delayed because there are few levels of management.
