Organising – Class 12 Business Studies

Meaning of Organising

Picking a path starts by spotting what’s needed, grouping alike jobs, then passing them along depending on who handles which piece. This system ties positions to clear work through confidence or guidance - no rigid control. Goal? Line up hours, energy, tools, and funds wisely, skip the clutter.

---

Features of Organising

1. Division of Work

Breaking tasks down divides work into small chunks - making it easier to handle when zeroing in on particular abilities.

2. Grouping of Activities

Roles that seem similar get grouped into areas such as selling, handling cash, picking people for roles, or building products.

3. Assignment of Duties

Individuals receive assignments suited to their strengths - matching skills with responsibilities in a natural way.

4. Delegation of Authority

Employees receive authority from managers to handle their tasks.

5. Establishing Relationships

A clear chain of command - alongside set channels for updates - keeps confusion from cropping up.

---

Importance of Organising

1. Specialisation

Tasks are broken down - after that, shared based on skills, so everything moves faster.

2. Clarity in Working Relationships

Figuring out positions makes it clear who reports to who - so there’s less confusion or stepping on toes.

3. Optimum Use of Resources

Folks alongside tools are used well.

4. Adaptation to Change

A straightforward plan helps the team adjust when things around them change - by working with what's on hand, trading outdated methods for fresher approaches as they go.

5. Coordination

Putting alike jobs together keeps team coordination smooth by reducing friction.

6. Efficient Administration

Clear tasks make it easier for bosses to work - because each person gets what’s theirs to manage.

---

Organising Process

1. Identifying and Dividing Work

The whole task gets noticed first - after that, it’s broken down into tiny pieces through various stages.

2. Grouping Activities

Roles that seem similar are grouped, after which they’re passed to particular squads.

3. Assigning Duties

A single individual decides who does what across groups.

4. Delegating Authority

Employees receive approval from managers before taking on tasks or making decisions when necessary.

5. Establishing Reporting Relationships

A clear layout shows exactly who reports to who.

---

Organisation Structure

1. Functional Structure

Folks are grouped based on their jobs - say, hawking goods, managing cash, building things, or working face-to-face with others.

Advantages:

Specialisation

Better cooperation among team members

Easier supervision

Disadvantages:

Departmental conflicts

Slow decisions holding back each team - while stalling momentum across other areas too

2. Divisional Structure

People are grouped based on what they offer, their location, or the folks they help.

Advantages:

Quick decision-making

Better accountability

Flexibility

Disadvantages:

Costs more since stuff’s often stolen

Factions could end up clashing on their own

---

Delegation of Authority

Elements of Delegation:

1. Power to pick outcomes.

2. Doing your part means handling what’s yours - no dodging it.

3. Being responsible means you’ve got to answer for the outcomes.

Handing off jobs lightens a boss’s load - meanwhile, it helps workers grow their abilities.

---

Decentralisation

Decentralisation involves handing decisions over to lower-level managers rather than keeping them at the top.

Benefits:

Faster decisions

Improved employee motivation

Red

Less stress for top managers

Firmer hold - also keeps you more aware