Rommel L.

Salazar, RN, MAN, DrPH

Full Professor, College of Nursing / Graduate Studies Associate Director, Center for Academic Health Sciences Research DLSU Angelo King Medical Research Center

To become Worthy Servants of God

Father in heaven, God of power and mercy, from whose fullness we constantly receive, we ask you to direct all our steps as we go through life.

To become Worthy Servants of God

May the changing moods

of our human hearts and the limits imposed on us by our failings never blind us to your loving presence. Our faith makes known to us the demands of your love while giving us the promise of peace if we follow and serve you.

To become Worthy Servants of God

Help us remove the obstacles which blur this vision of the real good and to serve you faithfully so as to obtain the reward you promise. Grant this through Jesus your Son. Amen.

To become Worthy Servants of God

Saint John Baptist de

La Salle.Pray for us.

Live Jesus in our

hearts.Forever.

A Leader Cultivates Teachable Attitude

Instruct a wise man and he will be wiser

still; teach a righteous man and he will add to his learning. Proverbs 9:9

Definition
Organizing is establishing the formal structure

which provides the coordination of resources to accomplish objectives, establish policies and procedures; and determine position qualifications and descriptions.

Steps in the Organizing Process

1.
2. 3.

Identify tasks. Establish structure. Establish policies and procedures.

1. Identify tasks/jobs
Picking the right tasks help avoid:
doing the wrong thing.
accepting impossible tasks because of

a misdirected "can-do" attitude. accepting inappropriate tasks because of inability to say "No!"

Job Analysis
is a study of a position to determine

what knowledge, skills, attitude, materials and personal characteristics are needed to perform certain responsibilities successfully.

What Aspects of a Job Are Analyzed?

Duties and Tasks

Environment
Tools and Equipment Relationships Requirements

Job Design
Specifies the job content, job method and

the relationship between the organizational, social and personal needs of the worker.

Job Description
Contain specifications that are the

requirements for the job. Summary of duties in a complete detailed fashion. Helps prevent conflict, frustration and overlapping of duties.

Job Description

2. Establish structure

Use formal organizational documents to align tasks with functions, resources, and people.

Organizational Structure

The formal system of working relationships within an

organization, showing the reporting relationships between different functions and positions of the management and staff.
This structure is often represented in the form of a

diagram or chart.

Organizational Chart
Drawing that shows how parts of an organization are

linked.
Boxes linked with lines depicting who reports to whom

in an organization.

Types of Organizational Charts

1. 2. 3.

Vertical Horizontal Circular or concentric

Functions of an Organizational Structure

1. Division of labor

Work specialization The degree to which tasks in an organization are divided into separate jobs.

2. Departmentalization

The basis by which work and individuals are grouped so that common tasks can be coordinated.

Groupings may be according to function, process or customer.

3. Distribution/Delegation of Authority
Authority-is the legitimate power of a supervisor to direct subordinates to take action within the scope of the supervisor's position.

Principles/Concepts in Authority Delegation (Principles of Organization)

A. Scalar chain of command

formal distribution of organizational

authority is in a hierarchical fashion.

B. Unity principle

No one in an organization reports to more than one supervisor.

C. Parity principle

Delegated authority must equal responsibility.

D. Decentralization

Decisions are to be pushed down to the lowest feasible level in the organization.
TO

Lowest

LEVEL

E.

Span of control
The span of control is the number of people a manager supervises.

4. Establishing channels of

communication
Communication may either be: Horizontal Vertical Communication system may be: Formal Work relationship Informal External

Communication pattern maybe:

Radial Hierarchical Y pattern Leader- centered Stars or all channels

Types of Organizational Structure 1) Formal

Officially agreed upon graphic tables of organization which specifies position relationship. Planned and publicized. System of power and control. System of communication.

2)

Informal Unofficial personal relationship that influences working relationship.

Formal Organizational Structure Patterns

Pure line Organization
Oldest and simplest. Straightforward direct chain of command. Provides clear authority and responsibility.

Department of Nursing
Director of Nursing

Asst. Director for Nsg.

Clinical Coordinators Day, Eve, Night

Head Nurse

Head Nurse

Head Nurse

Asst. Head Nurse Registered Nurse

Line and Staff

Simple line is altered by providing management

specialists to support the top executive. Purely advisory to the line structure with no authority to place recommendation into action.

Department of Nursing
Director of Nursing

Asst. Director for Nsg.

Clinical Coordinators Day, Eve, Night

Staff Officers: Quality Assurance Staff Development Infection Control Patient Education

Head Nurse

Head Nurse Asst. Head Nurse Registered Nurse

Head Nurse

Functional
The form of organization in which all people with a

particular kind of skill (such as nursing) are grouped in a common department, reporting to a single manager for that particular functional specialty. e.g. Under the Director of Nursing Service Department: Nurses, Nursing Assistant / Midwife, Nursing Attendant

Department of Nursing
Chief Nurse Executive

Asst. Chief Nurse Clinical Services

Asst. Chief Nurse in Training

Asst. Chief Nurse for Research

Adhocracy or Matrix
An organizational structure that uses functional

supervisors as well as project supervisors to manage the same people, depending on the assignment.
People have multiple managers, multiple priorities,

multiple projects and multiple role identities.

Department of Nursing
Chief Nurse Asst. Chief Nurse Clinical Coordinators HN ICU Dept. HN ER Dept. HN OR Dept.

ISO Project Manager Infection Control Manager ICU Staff ER Staff OR Staff

3. Establish policies and procedure

Policy
General principle by which a company or organization

is guided in its management.

Rule that governs and directs the actions at all levels

in the organization.

Characteristics of Policies
Should be written.
Known and understood by all who are affected by

them. Should be consistent to all levels and department within an organization. Should be realistic.

Uses of Policies
Inform employees and clients about the philosophy of the management. 2. Enables executive to make decisions on recurring problems. 3. Justify the action of administration on problem presented to them for decision. 4. Provides consistency and uniformity in action. 5. Enables executive to delegate routine matters to their subordinate, thus allowing more time for their administrative functions.
1.

Procedures
Chronological steps of performing a task. Provides direction for carrying out policies. Should be written. Manuals are placed in various units as guides for

nursing personnel.

Wage Salary Structure

WAGE reflects the value of ones work with reference to the total group. Wage Determinants: 1. Economy 2. Job worth 3. Training and education 4. Type of organization 5. Employee acceptance

Mary , Immaculate Conception

Pray for us , Holy Mother of God. That we may be made worthy of the promises of Christ

 Ad

majorem Dei gloriam