EM 604

Advance Theories & Principles

in Educational Management

D I S C U S S A N T: LY R A B . T E J E R E S A S
R E V I E W:
• Planning is the process of determining objectives and organizational goals,
establishing strategies and integrating coordinated activities in the
organization to achieve the goals and objectives.

• The different types of planning: Single use plan is used for a particular period
and usually used once. Standing plan is a continues plan no particular time
period and can be used over and over again. Contingency plan is a type of
plan that is necessary for some managers to avoid unexpected events or
outcome and when initial plan did not worked out.

• One of the benefits of planning it reduces uncertainty, it gives direction, it

improves performance and coordination of works and most especially it create
goals that used in controlling.
R E V I E W:
• The levels of planning are: Strategic planning i nvolves in analyzing objectives and deciding what action
needs to be done in achieving them. Tactical planning translating broader goals and plans into more specific
and making short term action plans. Operational planning is a detailed plan that has limited scope and
focus on specific areas.

• Goal serves as the foundation of planning. It drives the organization towards a desired outcome. A goal
should be specific, measurable. Attainable, relevant and time – bound.

• The decision making process. First identity the problem it involves assessing the situation. Second,
gathering information means collecting all reliable information. Third, develop alternative solution
involves generating many ideas as possible. Fourth analyze the alternative includes examining alternatives
before making a decision because the fifth stage is selecting the best alternative and followed by
implementation putting things in action and lastly making an evaluation wherein the manager determine the
consequences of the decision. Feedback is necessary in order to take corrective action if necessary.
R E V I E W:

• The criteria preparing mission statement: It should be clear and easily to

understood. If possible keep it short the ideal mission statements tend to have
three to four sentences. It should describe what your company does, who does it
for, how you do it and why. It should include the core competencies, values, moral
and ethical position that are expressed in your business. It should be able to
withstand the changes and aim for the substances by putting your mission
statement at work.
R E V I E W:
• Organizing is defined as arranging and structuring work to accomplish organizational
goal.
• Organization refers to the cooperative social system involving the coordinated effort s of
two or more people pursuing a shared purpose.
• The structure of the organization refers to the formal arrangement.
• The structure can be done using the process of subdividing work into departments called
departmentalization.
• There are composed of three types of departmentalization, namely: functional;
geographic; and product – service.
• The structure which can be shown visually is called organization chart and the process
the involves decision about work specialization, departmentalization, chin of command,
span of control, centralization and decentralization and formalization is called
organizational design.

JOB DESIGN
Topi c 6. Pl anni ng

6.1 Types of Pl anning

6.2 Benefi t s of Pl anning

6.3 Levels of Pl anni ng

6.4 The Nat ure and Types of Goal s in Organi zati on

6.5 The Importance of Deci si on Making and Types of Deci si on

6.6 Basi c Decis i on Maki ng Process

6.7 Importance of Miss ion and Vis ion

Topi c 7. O rgani zi ng and Structure

7.1 St ruct ure of t he Organi zat i on

7.2 Job Desi gn

7.3 Requirement s of t he Job

At the end of the lessons you will be able to:
1. Define Planning
2. Distinguish the different types of planning
3. Discuss the benefits of planning
4. Identify and explain the levels of planning
5. Describe the nature of a goal in organization
6. Explain the importance of decision making and its process
7. Identify the criteria in preparing mission statement
8. Define Organizing
9. Define organization structure
10. Determine the types of departmentalization
11. Describe job design
12. Describe the importance of job specialization
At the end of the lesson you will be able to:

13. To know the distinction between “hard skills” and “soft skills” and
their key roles for superior performance of a job holder.
14. To understand the Iceberg Theory in manager’s search for the right
person for the right job.
15. To appreciate the importance of core job competencies.
16. To aware of the different value system that influence employees’
behavior in the workplace.
PLANNING
 Planning is the process of determining
objectives and organizational goals,
establishing strategies and integrating
coordinated activities in the organization to
achieve the goals and objectives.

 Planning sets a direction for an organization

in achieving its goals.
 TYPES OF PLANNING

PLANNING

CONTINGENCY
SINGLE USE PLANS STANDING PLANS
PLANS

It is a set of activities It is an ongoing plan designed Managers must be able to

designed for a specific goal without a determined time detect changes before they
that id unlikely to be repeated period. happen.
in the future.
BENEFITS OF PLANNING
1. Planning reduces uncertainly.
2. Planning create goals that is used in controlling.
3. Planning gives direction.
4. Planning improves performance of the people
within an organization (managers and employee)
because planning provides a sense of direction.
5. Planning provides coordination of work.
THE NATURE OF A GOAL IN
ORGANIZATION

An organization needs to have a goal to drive every

member from the top management down to the lower
level of the organization towards a common desire
outcome. In this sense we can define GOALS as a
desired outcome or targets that needs to be
accomplished by an individual or the entire
organization.
TYPES OF GOALS

1. SHORT – TERM GOAL is a type of goal that needs to be achieved in a short

period of time.

2. LONGTERM GOAL is a type of goal that deals in the future because it need to
be achieve over a longer period of time and typically not achievable in one simple
step.
W H AT I S D E C I S I O N
MAKING?
Decision Making is a process of choosing and
selecting best possible alternatives. A decision is
useless unless they are not acted or implemented.
All managers in different level perform different
functions and posses various skills; one of the
important skills all managers need to acquire is the
conceptual and decisional skills.
 TYPES OF
DECISION MAKING
Programmed Decision Non -Programmed Decision

A programmed decision is a
type of decision that is highly A non - programmed decision is
structured wherein procedures a type decision that is
in a decision are provided with unstructured with no clear
predetermined decision rules. A procedure for making a
type of decision that have been decision. This requires a special
encountered before which form of decision. It deals with
involves established procedures, developing or creating a
policies and rules. possible solution and all
alternatives should be
evaluated.
Basic Decision-Making Process
1. Identify the problem

2. Gather information about the problem

3. Develop alternative solutions

4. Analyze the alternatives

5. Select the best alternative

6. Implement an alternative

7. Evaluate the decision

Basic Decision-Making Process
Identifying the Problem

Gathering Information

Developing Alternatives

Analyzing Alternatives

Selecting an Alternatives

Implementing

Evaluation
 I M P O RTA N C E O F
MISSION AND VISSION
MISSION STATEMENT
An organization mission is the reason for its existence. It is expressed in its mission statement
the purpose of an organization. A mission statement serve as the basis for organizational goals
which provides more detail. It also describes the scope of the mission (Stevenson & Chuong,
2010).

VISSION STATEMENT
An organization vision is a mental image of a possible and desirable future state of the
organization. The best vision are ideal and unique. Ideal, if it communicates a standard of
excellence and inspires pride in being different from other organization. The vision statement
clarifies the long – term direction of the company and its strategic intent (Bateman & Snell,
2008)
 C R I T E R I A I N P R E PA R I N G
M I S S I O N S TAT E M E N T
• It should be clear and easily to be understood
• If possible keep it short the ideal mission statements tend to have
• It should describe what your company does, who does it for, how you do it and
why.
• It should include the core competencies, values, moral and ethical positions that
are expressed in your business.
• It should be able to withstand the changes and aim for the substances by putting
your mission statement at work.
Organizing and Structure
 • According to Robbins (2012 p.
W H AT I S O R G A N I Z I N G ? 293, organizing is defined as
arranging and structuring work
to accomplish organizational
goals. It is also defined as the
management function that
determines how the firm’s
resources are arranged and
coordinated; the deployment of
resources to achieve strategic
goal.
W H AT I S O R G A N I Z I N G ?
• According to Kreitner (2007 p
249), the cooperatives social
system involves the coordinated
efforts of two or more people
pursuing a shared purpose is
called organization.
 According to Robbins (2012). Organizational structure is the formal arrangement of jobs
within an organization. Dubrin (2012) stated that Organizational structure is the arrangement
of people and tasks to accomplish organizational goal.

S T R U C T U R E O F T H E O R G A N I Z AT I O N
 T Y P E S O F
D E PA RT M E N TA L I Z AT I O N

According to Dubrin (2012 p 270 – 274), there are

three types of departmentalization

1. Functional departmentalization

2. Geographical departmentalization

3. Productive departmentalization
Functional departmentalization is an arrangement that defines departments by the function each one performs, such
as accounting and purchasing.

CEO and President

Vice President Marketing Vice President Operations Vice President Accounting

Geographic departmentalization is an arrangement of departments according to the geographic area and/or
territory served.

Country Sales Manager

Sales Supervisor Sales Supervisor Sales Supervisor

Makati Area Manila Area Quezon City Area
Product - service departmentalization is the arrangement of department according to the products or services they
provide.

Chairman and CEO of ABC, Inc.

Real Estate Development Telecommunication Food and Beverages

S T R U C T U R E O F T H E O R G A N I Z AT I O N
 The departmentalization structure can also be called
as the organization charts which serves many purposes.
Organizational design is a process specialization,
departmentalization, chain of command, span of control,
centralization and decentralization, and formalization.
 JOB DESIGN

Job design is the process of laying out the

job responsibilities and duties. It also
includes the description on how these are
performed (Dubrin, 2012 p. 230).
There are four dimensions with sub – dimensions of job design; these are

1. Task Characteristics
2. Knowledge Characteristics
3. Social Characteristics
4. Contextual Characteristics
TA S K C H A R A C T E R I S T I C S
Task Characteristics refers to the focus on how the work itself is accomplished, the range
and nature of the tasks associated with a particular job. It can expressed in four sub –
dimensions:

1. Anatomy refers to how much freedom and independence the incumbent has to carry out in
or her work assignment. The freedom aspect includes (a) work scheduling (b) decision
making, and (c) work methods.
2. Task Variety refers to the degree to which the job requires the worker to use a wide range
of tasks.
3. Task Identity reflects the extent to which a job involves a whole piece of work that can
readily be identified.
4. Feedback from job refers to the extent to which the job provides direct and clear
information about task performance.
KNOWLEDGE CHARACTERISTICS
Knowledge Characteristics refers to an obvious job dimension. It is the demand for
knowledge, skill, and ability placed on a job holder because of the activities built into the job.
This can be expressed in five sub dimensions:

1. Job complexity refers to the degree of the job task are. This measure the complexity and
difficulty the job is to perform.
2. Information processing refers to the degree a job require attending to and processing of
data and information.
3. Problem solving refers to the degree a job unique ideas or solutions.
4. Skill variety refers to the extent a job requires the incumbent to use a variety of skills to
perform the work.
5. Specialization refers to the extent a job involves performing specialize task or processing
specialized knowledge and skill (Dubrin, 2012pp. 232 – 233).
SOCIAL CHARACTERISTICS
Social Characteristics related to the interpersonal aspects of a job or the extent the job
requires interaction with others. Social Support refers to the degree a job involves the
opportunity for advice and assistance from others in the workplace.

1. Interdependence reflects the degree the job depends on others and others depend on the
job – to accomplish the task.
2. Interaction outside the organization refers to how much the job requires the employee
to interact and communicate with people outside the organization.
3. Feedback from others refers to the extent other workers in the organization provide
information about performance (Dubin, 2012)
CONTEXTUAL CHARACTERISTICS
Contextual Characteristics refers to the setting or environment of the job, such as working
in extreme temperatures. It can be expressed in four subdimensions:

1. Ergonomics indicates the degree to which a job allows correct posture movement.
2. Physical demands refers to the level of physical activity or effort required for the job,
particularly with respect to physical strength, endurance, effort, and activity.
3. Work conditions related to directly to the environment the work is performed.
4. Equipment use reflects the variety and complexity of the technology and equipment
incorporated in to the job (Dubrin, 2012 p. 233 – 234).
J O B S P E C I A L I Z AT I O N

Job specialization refers to the list of the

knowledge, skills, abilities, and other
characteristics that an individual must have to
perform a particular job (Noe, et. Al. 2007 p.
111).

According to Dubrin (2012 pp. 235 – 236), Job

specialization is the degree a job holder
performance a limited number of task.
 Advantages of
Job Specialization

1. When employees perform the same task repeatedly, they become highly
knowledgeable and highly skilled.
2. Many employees derived status and self – esteem from being experts at some
task.
3. Specialize job at lower occupational level less training time and less learning
ability.
 Disadvantages of
Job Specialization

1. Coordinating the work face can be difficult when several employees do small
part of one job.
2. Somebody must take responsibility for pulling together the small pieces of the
total task.
3. They become bored by performing a narrow range of task.
• Job description is a written statement of
the key features of a job along with the
activities required to perform effectively by
the job holder (Dubrin, 2012 p.236)

• Job enrichment is an approach in including

more challenges and responsibilities in jobs
to make them more appealing to employee.
According to Dubrin (2012 p. 238), the following are the characteristics of job
enrichment:

1. Direct feedback. Employees should receive immediate evaluation of their work.

2. Client relationship. A job is automatically enriched when an employee has a
client or customer to serve.
3. New learning. An enriched job allows its holder to acquire new knowledge. The
learning can stem from job experiences or from training programs associated
with the job.
4. Control over method. When a worker has some control over which method to
choose to accomplish a task, his or her task motivation generally increases.
According to Dubrin (2012 p. 238), the following are the characteristics of job
enrichment:

5. Control over scheduling. The ability to schedule one’s work contribute to job
enrichment.
6. Unique experiences. An enriched job exhibits unique qualities or features.
7. Control resources. Another contribution to enrichment comes from having
some control over resources such as money, material, or people.
8. Direct communication authority. An enriched job provides workers the
opportunity to communicate directly with people who use their output.
9. Personal Accountability. In an enriched job, workers take responsibility for
their results.
REQUIREMENTS OF A JOB
The Right Person for the Right Job
To assign the right person to the right job who masters the required skills in order
that one’s work output meets the organization’s needs for operations and sustainable
growth.
Difference Between Hard Skills and Soft Skills

Hard Skills Soft Skills

Intelligence Quotient (IQ) also known as your left brain – Emotional Quotient (EQ) also known as tour right brain –
the logical center. the emotional center.

Rules where rules stays the same regardless of Skills where the rules change depending on the
circumstance organization culture, and co employee. circumstances, organizational culture and people you work
with.

Learned in school or trainings. Most skills are not directly taught in school and have be
learned during interaction with other people in school or
during the on – the – job training.
 Soft Skills Are Core
Individual Competencies.
The core competencies of the company’s human resources must therefore be
identified, cultivated, and exploited to make the company grow and survive. These
core competencies must be aligned with the core performance of the company.

“Human performance is at the core of the company’s business performance”

Definition of Job Competency

Job competency is defined as the ability of an individual to do a job properly. A

competency is also the capacity to follow a set of defined behaviors. It is a
structured guide that enables the identification, evaluation, with comma and
development of the behaviors of each employee.
 Iceberg Theory
The Iceberg Theory originated from the
writing style of the famous, Nobel –
awarded novelist. Ernest Hemingway. Also
known as “Theory of Omission”,
Hemingway focuses only on the surface
without explicitly discussing the underlying
themes. Hemingway believed the deeper
meaning of a story should not be evident
on the surface, but also should shine
through implicitly.
LEVELS OF PROFICIENCY IN JOB
COMPETENCY
Proficiency levels exist because proficiencies come in continuum of degrees, of
demonstrated behavior, form the smallest degree. These are sample proficiency levels and
their definitions:
• Minimal – minimal knowledge/no opportunity to demonstrate
• Basic – limited knowledge overview

• Working – can do/has working knowledge

• Proficient – can do very well, can guide others, very proficient
• Expert – acknowledged expert, extensive and in – depth experience
• Mastery of competency
• Excellence in competency, can be a mentor or coach.
P e r s o n a l Va l u e s
• The word “values” is taken from the root word “valor” which means strength.
• Values are lasting beliefs or ideals that are shared by all members of a company.
As such, those values form part of the culture of the company.
Companies, out of their vision and mission statements, develop their own values,
and cascade them down to the lowest rank employees to become their shared values.
One company adopted these five core values:

1. Excellence – everyone must strive for excellence in their work regardless of

rank and whichever department or function he/she is assigned.
2. Customer focus – a recognition that a company thrives and continues to exist
because of its customers. No stone should be left unturned to please and
maintain its customers.
3. Integrity – honesty is the best policy. Its business can sustain without violating
the Code of Ethics.
4. Teamwork – everybody should work as a team.
5. Creativity and Innovation – no work, product, or services is good. It can be
better through creativity and innovation.
F I L I P I N O VA L U E S
hiya

“amor propio” or ‘self – esteem’

social approval and belonging to a group are major concerns

bahala na

pakikiramdam