Professional Documents
Culture Documents
Organizational Analysis
Organizational Analysis
GRADUATE SCHOOL
GRADUATE SCHOOL
The University reopened after the end of the war in 1945 and, faced
with the need for expanded facilities, transferred in 1950 to its present site
in Mandaluyong City, then part of the province of Rizal and subsequently
Metro Manila.
The
Association
University
is
Colleges
and
of
founding
member
of
the
Philippine
Universities
(PACU)
in
1932,
of
the
During its more than half a century of existence, the University has
achieved the singular distinction of having produced a remarkable number of
successful graduates who have enjoyed the respect of the nation. Among
them are included a President of the Philippines, a justice of the Supreme
Court, several members of the legislature and of the Cabinet, some
ambassadors, no less than twenty heads of banks and financial corporations
several
heads
of
educational
It can rightfully claim that it has contributed its share in the molding of
character and training of the successful graduates.
The careful combination of proven competence in instruction plus valuable
experience in the practice of the profession has been the guide of the University
in the selection of faculty members. This policy, combined with carefully
planned programs in the various disciplines and adequate facilities, has
formed the basis for the impressive educational record of the University.
The University aims to develop its students to become useful and responsible
citizens through the effective transfer of relevant knowledge and desirable
values.
THE BUSINESS
A. PROLOGUE
In the current situation of the school, it has 700 teaching personnel, 550
non teaching personnel. With 23,000 students on its operation last 2015 it
expanded into 26,000 students and it continues to grow as the need of a high
quality of education a primary need by the parents to their children to ensure a
good future in their lives in spite of the implementation of Senior High School
The school department aims to produce graduates who are excellent and
competent for their future chosen fields, citizens with national pride and
global concerns.
Pre-School
Elementary
Junior High
Senior High
College
Graduate School
Law School
Performance
People
1.
2.
Faculty Evaluation
Faculty evaluations are conducted both by the students and fellow
faculty members. These evaluations, however, are not tied to any increase in
compensation but only serve as a feedback for teachers.
3.
Promotion
Organization Structure
Dean of Every Department
Head of the School Unit and is responsible for promoting the school
objectives through leadership in and coordination of the academic and non
academic programs.
School Administrator
Responsible for all co curricular and extracurricular activities within or
outside the school.
Head, Guidance
Responsible for the development and implementation of the school
program
Promotion
School Statement
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GRADUATE SCHOOL
2.
positive
support
system
that
increases
all
students
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GRADUATE SCHOOL
3.
so that all parents are motivated, capable, and involved in activities that
support and reinforce the education of all students? To complement this,
how do the school increase the community outreach and involvement so that
real interagency and community collaboration occurs resulting in effective,
efficient, and integrated services to all students at needed prevention,
strategic intervention, and intensive service levels?
4.
with
stakeholder
requirements,
continuous
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GRADUATE SCHOOL
QUALITY OBJECTIVES
Maintain
effective
financial,
technological,
academic
and
More specifically, the University aims (1) not only to provide students with
basic tools that will prepare them for their first job but also to ensure that they
are well equipped to succeed in todays rapidly changing technological
world, and (2) to develop in its students the personal and intellectual
qualities which characterize an educated person, such as sensitivity, creativity,
vision and leadership potentials.
Given the national objectives, the objective of the University is to train young
men and women to become responsible and useful citizens of the nation, (1) by
providing balanced instruction in general education and technical knowledge,
(2) by stressing the principles of representative government in a free society,
(3) by inculcating respect for the truth, (4) by teaching the art of the utilization
of knowledge, and (5) by encouraging active participation in the process of
national development.
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Chapter Two
Life Cycle and Its Size
A. Life Cycle
Formalization Stage
Jose Rizal University is currently in the Formalization Stage were it involves
the installation and use of rules, procedures, and control systems. Communication is
less frequent and more formal. The School Administrators, Deans and Departmental
Chairmans, and other staff may be added. Top management becomes concerned
with issues such as strategy and planning, and leaves the operations of the firm to
middle management. Product groups or other decentralized units may be formed to
improve coordination. Incentive systems based on profits may be implemented to
ensure that managers work toward what is best for the overall company. When
effective, the new coordination and control systems enable the organization to
continue growing by establishing linkage mechanisms between top management
and sub units.
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B. Organizational Size
Decentralization
In Jose Rizal University the organizations for every school department makes
similar decisions would be made at a lower level. In JRU the organization grows
larger and has more people and departments, decisions can be passed to the top, or
senior mamangers would be overloaded. Thus, on research an organization size
indicates that larger organizations permit greater decentralization.
C. Decline Stage
Blinded Stage
Jose Rizal University can be an example of blinded stage were the
internal and external changes can be threaten long term survival and may require
the organization to tighten up. With timely information, alert leaders can bring the
organizations back to top performance.
D. Downsizing Implementation
Allow employees to leave with dignity
It is important that layoffs be handled appropriately and humanely;
otherwise employees sense that management does not value them as human beings.
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Chapter 3 and 4
ORGANIZATIONAL STRUCTURE and EFFECTIVENESS
Divisional Structure
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In Jose Rizal University it uses the Divisional Structure were the divisions can
be organized according to its services. This form of structure is excellent for
achieving coordination across functional departments. When the environment is
uncertain, the technology is non routine and interdependent across departments, and
goals are external effectiveness and adaptation, then it will make that the divisional
structure is appropriate.
ORGANIZATIONAL EFFECTIVENESS
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18
GRADUATE SCHOOL
Parent
Training, Support, and
Outreach
Effective School,
Schooling, and
Professional
Development
Academic Instruction
linked to Academic
Assessment, Intervention,
and Achievement
Behavioral Instruction
linked to Behavioral
Assessment, Intervention,
and Self-Management
Data Management,
Evaluation, and
Accountability
Behaviour to be changed
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Publishing a School Resource Directory. In order to facilitate problemsolving and formal and informal consultation for teachers who have students
with academic or behavioral challenges, the development of a School Resource
Directory is recommended. Developed after a schools entire staff has
completed a brief two-page questionnaire, this Directory identifies staff
members formal degrees and areas of certification or specialization, formal
areas of in-service training and professional development, academic and/or
behavioral areas of expertise, and special skills or talents or hobbies. The front
section of the Directory is organized by grade level and teacher, while the back
section is organized across specific skill areas, listing all of the teachers who
feel comfortable being formal or informal consultants to another colleague in
each area.
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CHAPTER 5
STRATEGY CONTROL
Clan Control
The Jose Rizal University uses the clan control were it uses the social
characteristics, such as corporate culture, shared values, commitment, traditions,
and beliefs to control behavior. Jose Rizal University uses require shared values
and trust among employees. Under clan control people may be hired because they
are commited to the organizations purpose. New employees may be subjected to
long period of socialization to gain acceptance by colleagues.
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CHAPTER 6
LEVEL OF CERTAINTY
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26
GRADUATE SCHOOL
Stakeholder
Adjunct Faculty
Full-Time
Faculty
Vice
Chancellor or
College
President
District
Staff or
Administrat
or
College
Staff or
Administrato
r
Commu
nity
Member
Student
ADDRESS
Leadership Issues
(inclusiveness,
top-down decision
making, trust).
Leadership Issues
(inclusiveness,
top-down decision
making, trust).
Leadership Issues
(inclusiveness,
top-down decision
making, trust).
Personnel
Issues (capacity,
capability,
resources,
morale, hiring).
Leadership Issues
(inclusiveness,
top-down decision
making, trust).
Collaborat
ion,
Coordinati
on.
Personnel
Issues (capacity,
capability,
resources,
morale, hiring);
Budgeting/Fundi
ng
PRESERVE
Quality
Education.
StudentCentered
Focus; Quality
Education.
Accessibility.
StudentCentered
Focus.
StudentCentered
Focus;
College
Cultures/
Autonomy.
Affordability.
Affordability.
AVOID
Excess
ive
Initiativ
es.
District
Centeredne
ss.
Excess
ive
Initiativ
es.
Excess
ive
Initiativ
es.
Excess
ive
Initiativ
es.
Excessive
Initiatives;
Weakening
Curriculum/Cou
rse Content,
Value, and
Standards.
Single
Accreditatio
n; Neglect
of
Developme
ntal
Education.
C1
C2
Small Classes.
Image/Prestige.
Affordability.
Marketing.
Value.
Image/Presti
ge;
Marketing.
Affordability.
Image/Prestige
Affordability.
Image/Prestige
Affordability.
Image/Prestige
Affordability.
Program/Cour
ses Variety.
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The Jose Rizal University is an example of Simple and Complex Dimension were it
concerns environmental complexity, which refers to heterogeneity, or the number
and dissimilarity of external elements relevant to organizations operations.
CHAPTER VII
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RECOMMENDED CHANGE
In order to appreciate and visualize the Jose Rizal University, the proponent
has devised specific functional thrusts.
The following are the functional strategies and programs that each structure
will undertake to gain and sustain a competitive advantage.
A. OPERATIONS
1. MONITORING
Monitor Performance (costs and returns) and effectiveness of the school programs
with annual reports.
2. QUALITY MANAGEMENT AND ENHANCEMENT
PROGRAMS
student feedback.
Intensify alumni linkages
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5.
6. LIFELONG LEARNING
Continue to work to encourage learners and individual learning plans
Develop a framework for the Schools provision to improve its responsiveness to
and community.
Maintenance of continuous community exposure
B. HUMAN RESOURCES
1. DEVELOPMENT OF A SELF MANAGED LEARNING ORGANIZATION
Streamlining the designated functions, authorities and responsibilities with the
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GRADUATE SCHOOL
members
Development of a more effective Accountability Review and Reporting System
that is designed to pinpoint the causes of performance successes or pitfalls, and
urge team members to learn from each other and build on each others learning.
Formulation / Implementation of an industry competitive package for both full
SUPERVISORY,
AND
TEACHING
SKILLS
OF
ADMINISTRATORS/FACULTY/STAFF
Design Faculty and Recruitment and Development Program that aims to build a
CONCLUSION
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How work is done, business processes, information sharing and how people are
incentivized; all of these directly affects how well the organization performs. All of
these factors are facets of the organization's design and each facet is important to
organization's success.
Given the importance of organizational design, why is it so often to blame for
inefficiency and ineffectiveness? The reason is because organizations often evolve
rather than get designed. With little or no planning and intervention, the organization
design that emerges is likely to be flawed with misaligned incentives, processing gaps
and barriers to good communications.
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