Documente Academic
Documente Profesional
Documente Cultură
Abellana, Kenneth Joy.; Alicabo, Eliza Mae.; Apalisok, Glevenne.; Colegio, Alben
Kendrick.; Cordero, Hazel Shane.; Dy, Nicole Sanny.; Erandio, Jevian.;
Filamor, Allan.; Hofer, James Vincent.; Ito, Princess Mae.;
Laquindanum, Pamela.; Lumapas, Nicole R.; Mancia,
Sweetcele I.; Manligas, Gladys J.;
Mendez, Carolina H.
March 2019
OBJECTIVES
i. General
The group aims to formulate and discuss this organizational analysis in a systemic,
understanding about the organizational structure that would help us develop our
ii. Specific
At the end of 4 days organizational analysis exposure, the group would be able to:
4. Determined the type the communication being used within the organization;
6. Correlated the roles and how individuals work and commend responsibilities to
their workers;
8. Discussed a proposed chart based on the results of the analysis of the study;
i
INTRODUCTION
its own performance, and which has a boundary separating it from its environment.
importance of organizational structure also extends to how you solve problems within
your company as well as the ways in which you analyze a process to find a more efficient
way of doing it. One of the functions of organizational structure is that it identifies areas
in your company operations where change is needed. Senior decision makers and
managers can analyze each need, and project the potential effects of change into a
This is utter importance because once the plans have been laid there is a need to
allocate resources, divide tasks, workforce, ensure optimal utilization of resources etc. so
that the objectives are fulfilled. Further, it facilitates the collective working of the various
table for any company. It helps in a smooth transition in accordance with the dynamic
are connected, that also shows the internal structure of an organization or company. The
employees and positions are represented by boxes or other shapes, sometimes including
photos, contact information, email and page links, icons and illustrations. Straight or
ii
We the BSN 14B Group 5 students were assigned to conduct an organizational
analysis on Davao Doctors College located at General Malvar St. Davao City. Thus Mrs.
Ma. Janielle Louise G. Catiempo, Rpm, a Human Resource of the said institution, manage
understand the flow of the said institution, for then, it is vital to attain information about
the institution. The aim of this study is to analyze the organizational structure of the
institution, which enclose the internal activities, and how do they divide the department,
every individual.
iii
CHAPTER I
Characteristic of an Organization
1. Organization as a System
A.1. Vision
A.2. Mission
To provide our clients with healthcare education of the highest order; our
employees with a rewarding and fruitful working environment; our partners with mutually
beneficial relationships; and, our stockholders with a viable and sustainable enterprise.
A.3. Philosophy
GOD is our supreme being, creator of the universe and everything therein. He created
man his own image and likeness, thus, man has intrinsic dignity and worth regardless of
1
human needs that must be met and activities of daily living that must be performed to
wholeness or integrity of human being free of diseases and able to use one’s power to
NURSING is a science and art aimed to place a person in the best condition for nature to
restore or preserve health. It has knowledge, skills and attitudes capable of fulfilling the
human to human relationship, utilizing nursing process and critical thinking. It conducts
equipping them with knowledge, skills and positive attitude necessary to meet their own
needs and problems and that of their clients with globally accepted competence and
quality. It is achieved by utilizing related concepts, principles rather than isolated facts.
SOCIETY is composed of individual, family and communities working together for the
attainment of common aims and protection. There is a relationship between the society
and profession where society is the supplier of nursing manpower as well as consumer
of nursing services. Society assists in the education of student nurses using its resources
2
B. Formal Organization
Line structure or line organization is the authority and responsibility that is clearly
Organizational Structure have levels of positions that signify power and authority. It
includes the top-level management, the middle level management and first line managers
(Boundless, 2018).
organization as a whole, coordinating internal and internal influences, and generally make
philosophy, setting policies and creating goals and properties for resource allocation
the following: Chairman, President, Vice President, and the Board of trustees. For
example, they approve proposals coming from the Executive Council. In DDC it was
mentioned that Management Council Committee of the organization are the one who
proposed, analysed and approved policies. After being approved it was presented with
The middle- level management is responsible for coordinating and supervising the
efforts of the subordinates. The middle level management consists of Assistant to the
Director for Planning Research and Extension who supervises the non-academic staff of
the college and conducts special studies and research as directed. Assistant to the
School Director for Finance who supervises the activities of personnel directly involved in
3
the recording and posting of transactions into books of accounts or students ledger
(Boundless, 2018).
Assistant to the School Director for Academic Affairs who is primarily responsible
for setting and aligning the direction of academic group and overseeing all academic
related operations of the school towards the attainment of the school’s vision, mission
and goals. The Assistant to the School Director for Administration will handle the General
Services, Human Resource department and Purchasing and the College Deans who
manage and supervise the respective colleges. They try to keep programs running
smoothly and provides leadership on both ordinary days and in times of crisis. For
relations, and also, they ensure that their school follows regulations set by local,
The first line manager deals with immediate problems of the organization and
personnel and forces daily operations. For example, they assign tasks, manage work
flow, monitor the quality of work, deal with employee problems, and keep the middle
managers and executive managers informed of problems and success and ground level
in the institution. This involves the following: the supervisors, clinical instructors, faculty
and staff, subject coordinators, program chairs, teaching and non-teaching personnel.
Davao Doctors College has a specific line of authority. This can be seen through
the vertical line originating from the Board of Trustees to the faculty and staff down to the
students. Since Davao Doctors College has well defined formal organization, it goes
4
B.2. Decision- Making Process
mandatory for successful outcome. To be able to decide an effective and quality decision,
the management must have a clear understanding on how serious the problem is and if
the problem is and if the problem needs to be directly acted upon (Hussung, 2017).
leader is related directly to the decisions they make. Since organization is made up of
people with different values and preferences, there is often conflict in organization
decision dynamics.
decision- making is often used. A few managers at the top of the hierarchy make
centralized decisions. It was done when board of trustees together with the CEO
conducted a meeting and come up with a decision; disseminate it with CEO conducting
another meeting together with the deans or sending a letter to aware all program chairs
one or more people to accomplish the organizational goal. In Davao Doctors College the
task of the employees depends upon the skills and abilities as well as the capacity of the
certain employees (Battles, 2014). For example, everyone upon hiring was asked about
5
the specialty of work or it can be seen in his/her Curriculum Vitae. They are assigned to
a specific department that they can also deal with the specialty or what work they studied.
The subordinates should be responsible enough for the task assigned to them and should
complete it before the deadline so that it will not add burden to theirs and self. In assigning
the work segment the top-level managers direct or delegates the specific task to their
subordinates from the office of dean to the supervisors then to its subordinates, which are
Board of Trustees:
6
The Management Council
Number of Personnel: 9
2. Organizing and coordinating the board’s activities, such as by setting its annual
agenda.
3. Reviewing and evaluating the performance of the CEO and the other board
members.
7
Secretary: Atty. Manuel S. Nitorreda
1. Ensures all rules by laws of the organization are adhered to by the board during
2. Records everything that happens during the meeting including what was
3. Make sure that the board’s actions are in line with legal requirements and the
organization’s bylaws.
4. Issues notices of regular and special meetings of the Board of Trustees as well as
1. Oversee and present budgets, accounts and financial statements to the board.
8
President: Prof. Miguel D. Soledad
1. Assists the chairman in presenting over regular and special meetings over the
operating procedures, rules and regulation and actions for the efficient running
school affair.
4. Responsible in making a policy and has the power to direct in making a decision,
5. Function independently since it is not under in any supervision from the line
authority.
Vice President for High Education and Academic Support Services: Dr. Maria Leah
F. Villano
1. Assumes all responsibilities and duties of the President in the absence of the
President.
2. Attend all representative council meetings, all executive board meetings, and any
3. Advise the president on matters relating to business and finance which has a
9
4. Performs any duties assigned by the president.
Vice President for Basic Education Extension and Administration: Ms. Angelica L.
Torres
1. Works closely with Academic Deans, other administrations, and members of the
faculty.
3. Accountable for achievement of College goals and objectives within the scope of
Academic affairs as set forth in the College’s Strategic Plan, and for assessing and
4. Possesses the vision to guide the college’s academic programs into the future.
10
Dean for College of General Education, Management and Sciences:
4. Provides academic leadership to the college and reports directly to the Vice
2. Assist in the establishment of and support for the orderly and regular review of
5. Review and approve all college curricular requests and coordinate instruction,
11
Group Head for Academic Support Services: Dr. Lucila T. Lupo
2. Develop, implement, and evaluate progress towards goals and objectives of the
center.
3. Direct and Manage the academic support center vision, outcomes, budget, and
facilities/resources.
2. Information Worker
12
Human Resource Management: Ma. Janielle Louise G. Catiempo, Rpm
concern of personnel.
3. Assists the director in drafting policies and guidelines for eventual approval of the
Board of Trustees.
Scale, Manning.
8. Performs other related duties and responsibilities as may be assigned from time
to time.
Research:
1. Assists the college director in developing the research program and direction of
the college.
4. Plans and initiates research studies/project for the institutional value of the college.
13
5. Exercise general supervision and control every research program for the college.
work. It also prevents overlapping of functions promote good working relationships and
departments. Each unit of this department has its own functions and interdependently to
do things as expected in maintaining efficiency and to bring about changes that would
accumulate improvement.
coordination since through group work, tasks and responsibilities are done effectively.
Coordination unites personnel and services toward a common objective and that’s
what the department s in DDC have. Each department of DDC collaborates and interacts
in a way that they are able to create good relationship with each other by each and
everyone of the personnel have respect with a proper manner communication. They tend
other and call each other ma’am/sir to give respect and courteousness.
14
B.6. Communication Flow
information, ideas, thoughts opinions and plans between various parts of organization
(Thompson, 2014). For example, when a CEO implements new rules that needs to be
disseminate to the middle level knows as the deans up to the first level of Board of
Subordinates
Figure 1.
15
Diagram II. UPWARD COMMUNICATION
Subordinates
Figure 2.
C. Informal Organization
practical standpoint. The informal organization can work in concurrence with the formal
and members as well. But this type of organizational structure has shifting lines of
authority and accountability. It is not also given acknowledgement from the main
organization of an institution.
16
In our interview, the organizational structure that is present in Davao Doctors
College is registered and acknowledge. The interview even added that every organization
present in the institution are allowed and registered to operate. Informal organizations are
just intended for socialization purposes. For example, one may consider the case of only
two workers whose habit it is to gossip and have their perceptions of company affairs and
C.2. Goals/Objectives
The goals behind an informal organization is for them to interact freely, work
unitedly and accomplish the task which are being assigned to them.
communication.
organization.
17
C.2. Characteristics of Informal Organizations
6. People have right to join more than one informal group at the same time
18
CHAPTER II
Analysis of Data
desired goals and objectives by coordinating and integrating all available resources
efficiently and effectively. Management can be defined as all the activities and tasks were
undertaken for the purpose of archiving an objective or goal by continuous activities like;
making, organizing, leading, motivation and controlling the human resources, financial,
and effective manner. The level of management consist of Top level, middle and low level
of management.
coordinate services and are keep on planning. The top-level management is made up of
the Board of Directors, the Chief Executive Officer (CEO), the Chief Financial Officer
(CFO) and the Chief Operating Officer (COO) or the President and the Vice President.
The Top-level management controls the management of goals and policies and the
ultimate source of authority of the organization. In Davao Doctors College they apply
19
control and coordination of all the activities of the firm as they organize the several
departments of the enterprise which would include their budget, techniques, and
agendas.
The Middle level Management is also referred to as the executory level, they are
subordinates of the top-level management and are responsible for the organization and
direction of the low-level management. They account for the top-level management for
The middle-level managers are semi- executives and are made up of the
departmental managers and branch manager. They could be divided into senior and
junior middle-level management if the organization is big. In Davao Doctors College the
middle-level managers are in charge of the employment and training of the lower levels.
They are also the communicators between the top level and the lower level as they
transfer information, reports, and other data of the enterprise to the top-level.
The First level Management is also referred to as the supervisory or the operative
level of managers. They oversee and direct the operative employees. They spend most
of their time addressing the functions of the firm, as instructed by the managers above
them. In Davao Doctors College the lower level managers represent the management to
the operative workers as they ensure discipline and efficiency in the organization. The
duty of inspiration and encouragement falls to them, as they strengthened the workforce.
The Board of Trustees, as the top-level manager, is the highest policy-making body
which decides on the major thrusts and direction of the hospital. It is the Board of Directors
that is responsible for the overall management of the institution. It is responsible for setting
20
strategic direction, and is also concerned with how to best utilize funds and how to read
and address trends in the market. The selected President, Prof. Miguel Soledad is also
the Chief Executive Officer who directs the implementation of the Board decisions, as well
as oversees the daily operations of the hospital. In the absence of the President, it is the
Vice President for Higher Education and Academic Support Services who takes over the
responsibilities.
The middle level managers are the Deans of each departments and Group Head
for Active Support Services. Dean for College of Gen. Education Management and
Sciences and Dean for College Allied Health Science these managers primarily
coordinate the efforts of the lower level in the hierarchy and are the channel between the
lower and the top-level managers. Group Head for Active Support Services ensures
nonacademic aspects.
The Program Chair of each programs are thus taken as the first level manager as
they are responsible for the specific work flow and deal with the immediate problems in
the program’s daily operation. They are responsible for the work of the line employees,
who directly render services. The first level managers organize their staff to accomplish
tasks that are required to them. All concerns of the staff are encountered first by the first
level managers and are passed to the higher-level manager for further investigation.
According to Henri Fayol, “Authority is the right to give orders and power to exact
obedience”. (Akrani, 2012) In addition, Mooney and Reily defined authority as the
21
principle at the root of organization and so important that it is impossible to conceive of
an organization at all unless some person or persons are in position to require action of
others.
In Davao Doctors College, the President and CEO together with VP for Higher
Education and Academic Support Services function in the policy making in which they
have the authority and power to achieve and make changes in the institution. Their
subordinates are responsible for following and adhering to these changes made by the
board.
assigned duties to the best of his ability under the direction of his executive leader. In the
In Davao Doctors College as mentioned above, the decision is made by the Board
of Trustees in terms for budgeting that require bigger amounts. If related solely to school
affairs the President will make the decision and will be disseminated down to the Vice
President and to their subordinates. These people owned a responsibility to take into
of an individual to report formally to his superior about the work he has done to discharge
the responsibility.
22
subordinate does a poor job, the superior cannot evade the responsibility by stating that
poor performance is the fault of the subordinate. A superior is normally responsible for all
actions of groups under his/her supervision even if there are several layers down in the
hierarchy. Simply stated, accountability means that the subordinate should explain the
of Allied Health Science a student nurse experienced a medication error, one should write
an incident report that contains all the details of the event together with the Clinical
provide direction for the company while decentralized organizational structures often have
several individuals responsible for making decisions and running the business.
(Vitez, 2014).
compliance on decisions made by the upper hierarchy rest in the belief that it is legitimate
for those managers or people on the top position to decide and order certain actions. For
an instance, the current President and CEO of Davao Doctors College, Prof. Miguel
Soledad has the power to make certain decisions for the institution which will then be
23
disseminated to the lower hierarchy and these people are obliged and has the
On the other hand, the institution also opens in suggestion from lower bracket if
they have a say in other matters concerning the improvement of the institution. This type
process with regards to improving the quality of service provided to patients and clients.
In decision making process, the levels of decision making may vary as to how
relevant the issue is to the institution and how far can it affect the institution. For an
instance, simple errors from the staffs can be managed up to the supervisory level only
and decisions as to how they can address it will be done at that level. In Davao Doctors
College, if concerns are not managed by the low-level managers, it may go on up to the
Dean then to the Middle level managers then by the President and CEO, these concerns
will be taken in consideration and decisions will be made to address it. The top
management is the ultimate source of authority and it manages goals and policies for the
institution. Simply stating, the decision-making process may vary as to how significant
management claims the authority to create and segment all the departments of the
24
hospital. This also includes the appointment of the heads of each department, personnel’s
and subordinates. There are specified activities and functions in each department and
these are reported to their Middle level managers. During collaborations of two or more
involving the Vice President then they directly report to the president.
level. This means that the more personnel reporting to a manager the greater the
span of control.
There are two types of span of control, the narrow and the wide and Davao Doctors
College utilizes both. A narrow span of management allows the manager more time per
subordinate supervised. This enables the manager to guide and supervise his
subordinate more effectively. Also, the manager has more time available to perform more
of important tasks personally, rather than delegate to subordinates. This improves the
quality of decision making. This is often exercised within a department wherein for
example the clinical instructor reports to the program chair or to the supervisor in the
large number of subordinates. This gives rise to a flat organizational structure. In DDC,
this type of span of control is owned by the middle level managers and the top-level
25
B. Channels of communication
The usual direction of information flow that is widely used and accepted in Davao
Doctors College is the Downward Communication flow. From the higher persons (BOT
because basically the top-level managers are with vested with power to decide for the
institution. It is through power that is necessary for the development and empowerment
of the school institution. The Downward communication is the messages and orders start
at the upper levels which is from the BOT of the organizational hierarchy and move down
toward the bottom levels. The responses to downward communications move up along
the same path through process with the designated people. (Grimsley, 2019)
In Davao Doctors College, the information and updates are either through a form
of written or spoken. Examples are written information are letters, memos, posters and
is when the manager or director gives announcements during activities such as during
flag ceremonies to give further updates on the organization’s goal. Another example is
downwards.
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B.3.How accurate is upward communication?
important part in developing the institution as well as the organization for it allows the
subordinate and all other members including the students to lay down their views,
communication is the flow of information from lower to higher levels in the organization
where the students are allowed to voice out through suggestion boxes and these
suggestions are addressed to the managers for them to be able to identify problems and
areas that need improvements and for them to be aware of the current issues in the
institution. (Bovee,2016)
from nursing department must be heard by higher authority by writing a formal letter which
to be signed by the Nursing Clinical Coordinator and Program chair upward till the letter
received by the President. This requires systematic process or step-by-step. And also, a
proposal for school improvement of the employees through systematic process. (Weihrich
The suggestion provides them all necessary information for a good decision
making and find ways for improvement such improvements will also depend on how it is
his/her employees and students to give feedback either positive and negative so that
27
C. Is there an informal organization resisting the informal one?
relationships that arise spontaneously as people associate with one another in a work
On the contrary, the informal organization throws a challenge for a manager because it
gossip and have their perceptions of company affairs and towards to co-personnel. They
can do this inside the workplace, at work, or after work. Likewise, there are instances
where one employee assists someone else in another department in solving a working
problem. Not only workers but also managers form informal group across the department
lines. This type of organization may lead to trouble and misconceptions that is need
28
Chapter Ill
The philosophy of the institution came from the Latin word aestemamus vitam or
“we value life”. The goal of the institution was L.I.F.E which means liberty to learn or to
explore and to advance the search for knowledge. It stands for integrity or standing upright
to uphold what is right. F for fortitude or the strength of character and E for excellence in
performing to attain results of the highest order in everything we do. As a future health
care provider, we know that health is every man’s fundamental need as well as
responsibility. The school nurse is the primary member of the school health team, they
have the knowledge, skills and attitude that can fulfil the fundamental rights to health and
improve quality of life of a person especially the employee/students of the school. School
wellness and facilitating the resolution of health concerns which create barriers to
learning. They deliver the needed health services to school/client using a systematic
process to assess the needs, plan intervention and evaluate outcomes so that high-level
The responsibility and goal of a school nurses is to provide expertise and oversight
of school health services to both staff and students. To deliver needed health services to
29
their client using a systematic process to assess needs, plan intervention and evaluate
outcomes so that high-level wellness can be achieved by the recipient of care. Using their
clinical knowledge and judgment, school nurses routinely perform the following duties:
and staff in terms of medication, vaccination updates and administration, first aid as well
As part of being an efficient and skilful school nurse is being flexible. Nurses are
being assigned in different fields in different institutions. The school nurse does
operational management in a time bounded and efficient way by making sure that the
needed supplies and stock such as medicine, first aid supplies and as sufficiently
provided. Encoding of information to the student’s system is also done to update his
health status to be used for possible continuity of care in the future. Upon interview, the
school nurse verbalized that they divide their time evenly to both patient care
30
B.3. Human Resource Management
compensation, benefits, and motivation. The school nurse stated that the newly hired
school nurses must undergo training and orientation in order to be familiarized to the
workplace. Since there are only two school nurses, they divide their responsibilities and
jobs equally. They view themselves as equals with no superiority. As for employee
compensation, they stated that are paid in a low-grade salary thus making them poorly
compensated compared to other school nurses in other institution. They receive standard
benefits such as discounts up to 50% in Davao doctor’s Hospital including their immediate
family members which receives 25% discount. They also receive SSS, Phil health and
different fields and are deployed in different institutions. Their role depends on the fields
they practice.
Internal factors come from within the person. It arises mainly because the person
is having difficulty in balancing work and personal life. One good example of internal factor
is stress from personal matters that might affect the quality of their nursing care service.
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Stress
Most people are exposed to too much stress than they realize. When arguments,
disagreements, and conflicts cause changes in your personal life - that is stress. Workers
most of the time experience this and that mainly affect their performance in dealing with
people and in doing their routine jobs. During the interview the school nurse stated that
External factors greatly affect the performance and effectiveness of the clinical
Workplace
sufficiently spaced workplace for the school nurse to move efficiently and safely. During
the interview the school nurse stated that there are no problems in terms of workplace
Co-workers
Unity and harmonious bond between employees are the key to a good working
relationship. As professionals, one is expected to act with dignity and self-respect. Being
in a group, it cannot be avoided that healthy competition is present, hence a worker will
tend to work harder in order to maintain his competency. The employees of the clinic in
32
Davao Doctors College have a good relationship with one another. Acquaintance parties
Availability
Availability of the materials needed such as first aid equipment, vaccines and
medicines help the school nurse to deliver better service. Contrary to this, unavailability
of materials will mess up and bother the flow service. Davao Doctors College Inc., school
clinic makes sure that there is sufficient stock of said items in order to deliver optimum
level of care.
Equipment’s
In the school clinic equipment’s like tympanic thermometer, reusable ice packs, weighing
scale are sufficiently provided as well as being used. The main concern of the school
nurse is pertaining to the slow performance of the computer when accessing and
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Chapter IV
Summary
Davao Doctors College Inc., is one of the leading centers for academic excellence
throughout Mindanao. It has its own organizational structure wherein the roles and
functions of each personnel are clearly defined. The organizational system of DDC is
systematically arranged from the top-level management to the bottom level management,
vice president. They are responsible in evaluating the organization's strategic growth and
development and act as a policy making body. They either approve or disapprove the
proposal passed by the executive council. The middle management involves the
executive council. They serve as the medium between the top and first line management
level. They are responsible for coordinating and supervising the daily activities of their
subordinates.
forms of decision-making, but the most commonly used is the centralized form in which
the managers make the decisions. In centralized system, the top-level management
makes the decision and the one who implements it. This shows that hierarchal system is
presently used by this organization. Through this system the decision-making will have
uniformity in terms of the policy and action. In decentralized decision making the
34
organization allows the problem to be solved in the level at which it occurs. This means
that each department has the authority to solve or settle any small problems that is within
the group. DCC uses the upward and downward communication but the downward type
is commonly used, in which the information will be passed through from the superior to
the subordinate and disseminate it to the students. Policies, rules, regulations and
memorandums from the board of trustees are passed to the executive council to the
On the other hand, upward communication is less commonly used, in which the
suggestions, reports and communication from the subordinates are passed to the first
level managers and directed up to the top level. In Davao Doctors College Inc., the tasking
of work of each department is properly disseminated. The personnel report to the proper
authority they are assigned. For example, in the nursing department, the clinical
instructors will report their problems and concerns of the students to their supervisor and
Conclusion
After analysing the organizational structure of the DDC the group therefore
concludes that this institution is one of the leading organizations throughout Mindanao
because of its organized and systematic way of handling the institution. Presently the
institution is attaining different achievements and making different changes to make the
institution grow and be efficient. The organizational structure is designed to meet the
different needs of the institutions and give the specific functions and responsibility to each
head of the department, addressing to one aspect of their vision, mission and goals. But
35
despite of all the achievements they gained, still this institution cannot be considered as
a perfect one because they still have some little conflicts and problems that are
unresolved.
Davao Doctors College Inc., produces competitive and brilliant students that we
can boast of from other schools. But still, there are students who are not competent
enough in terms of skills and knowledge and may not possess the characteristics of what
is being stated in the vision, mission and goals. In terms of the management of this
institution, there are still problems and concerns by the students that need attention such
as the way the instructors teach the students and their relationship with them. The
services they are rendering to us are good, but we think that it would be better if the
institution will improve it more so that it will meet its desired goals. Lastly, the group
concluded that despite all the achievements this organization has gained, still there are
some things that need more improvement for the betterment of the entire institution.
Recommendations
1. Continue their good services or improve it into a much better one, i.e to become
36
3. Have a desired span of control or a desired number of personnel per manager to
4. Strictly follow and observe the rules and regulation of the organization and equal
treatment of individuals.
5. Have a formal committee in which the staff and the students could address their
easier way, as well as to give a quality and excellent service to all. Give importance
about the concerns of the students regarding the management service of the
institution.
6. Lastly, the group would like to present our proposed organizational chart to give a
37
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Battles, B. (2014, April 8). Directing: Accomplishing objectives through delegation and
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Bruens, R. (2017, November 14). School Administrator Job Description, Career and
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APPENDICES
1
Davao Doctors College
ORGANIZATIONAL CHART
Figure 3.
41
Proposed Enhancement
ORGANIZATIONAL CHART
Figure 4.
42
TABLE OF CONTENTS
PAGE NO.
TITLE PAGE
TABLE OF CONTENTS i
OBJECTIVES ii
INTRODUCTION iii
1.Organization as a System
a. Philosophy of the Organization 1
b. Formal Organization 3
b.1. Line Structure
b.2. Decision Making Process
b.3. Group of Work segments
b.4. Different departments comprising organization
b.4.1. Department Heads
b.4.2. Number of personnel in every department
b.4.3. Type of work being performed
b.5. Interrelationship of different departments
b.6. Communication
c. Informal Organization 16
c.1. Goals/ Objectives
c.2. Characteristics
ii
CHAPTER 2 Analysis of Data 19
b. Channels of Communication 26
b.1. What is the usual direction of information flow?
b.2. How is the downward communication accepted?
b.3. How accurate is upward communication?
c. Is there an informal organization resisting the informal one? 28
iii
CHAPTER IV Summary, Conclusion, Recommendation 34
REFERENCE 36
APPENDICES 39
iv
List of Figures