What is Organizing in Management?

As an important function of management, organizing is defined as the dividing and subdividing up of duties and responsibilities which are necessary to any purpose and arranging them in groups which are assigned to individual. In the words of Koontz and O’Donnel “organizing involves the establishment of an internal structure of roles through determination and enumeration of activities required to achieve the goals of an enterprise and each part of it; the grouping of these activities, the assignment of such groups of activities to manager, the delegation of authority to carry them out, and provision for coordination of authority and informational relationships horizontally and vertically, in the organisation structure”.

George Terry defines organizing as “establishing the effective authority relationships among selected works, persons, and workplaces in order for the group to work together effectively”.

Thus, organizing function consists of dividing work among groups and individuals (division of labour) and providing for the required coordination between individual and group activities. In the words of Louis Allen, “organizing’is the process of identifying and grouping the work to be performed, defining and delegating responsibility and authority, and establishing relationships for the purpose of enabling the people to work most effectively together in accomplishing the objectives”. In essence, organizing


Management Process

is the managerial function that deals with the allotment of duties, co-ordination of tasks, delegation of authority, sharing of responsibility etc.

Orientation involves the introduction of new employees to the enterprise, its functional tasks and people. Large firms usually conduct a formal orientation programmed which are conducted usually by the HR Department Orientation acts as a function of organizational socialization serving three main purposes –

  1. (i)  Acquisition of work skills and abilities
  2. (ii)  Adoption of appropriate role behavior
  3. (iii)  Adjustment to the norms and values of the work group.

Placement, on the other hand may be defined as ‘determination of the job to which an accepted candidate is to be assigned, and his assignment to that job’. A proper placement is instrumental in reducing employee turnover, absenteeism and boosts employee morale.

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