Republic of the Philippines

Commission on Higher Education

Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

Subject: EDUC 204 (Educational Management) Professor’s Remarks:

Module No. 5
Module Title: PROBLEM SOLVING AND DECISION
MAKINGORGANIZATIONAL STRUCTURE, CULTURE AND
CHANGE
Name of Student: PAULA ANGELIE M. ERRAZO
Date Submitted: MAY 25, 2024

My Reflections:

1. How do the principles of organization in bureaucracy contribute to the effectiveness of

bureaucratic organizations? Provide examples of how these principles are applied in real-
world bureaucratic structures and discuss their impact on efficiency and productivity.

- The principles of organization in bureaucracy contribute to the effectiveness of

bureaucratic organizations by providing a clear and rational structure for decision-
making, task allocation, and communication. These principles include hierarchy, division
of labor, specialization, rules and regulations, impersonality, and standardization. For
example, in a school district, the hierarchy principle is applied by having a clear chain of
command from the superintendent to the principals to the teachers. The division of labor
principle is applied by assigning specific tasks to each employee, such as teaching,
counseling, or administration. The specialization principle is applied by having employees
who are experts in their respective fields, such as math teachers or special education
teachers. The rules and regulations principle is applied by having clear policies and
procedures for decision-making, such as budgeting or curriculum development. The
impersonality principle is applied by treating all employees and clients equally, without
favoritism or bias. The standardization principle is applied by having uniform procedures
and processes for all tasks, such as grading or assessment. These principles contribute to
the efficiency and productivity of bureaucratic organizations by reducing ambiguity,
increasing predictability, and facilitating coordination and control.

2. Give an example on how organization modify their bureaucratic system.(Matrix Organization,

Flat Structures, Downsizing, and Outsourcing).

- Organizations can modify their bureaucratic system by adopting alternative

organizational structures, such as matrix organizations, flat structures, downsizing, and
outsourcing. A matrix organization is a hybrid structure that combines functional and
product-based departments, allowing for greater flexibility and specialization. For
example, a school district may adopt a matrix structure by having both subject-area
departments, such as Math or Science, and grade-level departments, such as elementary
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 Republic of the Philippines
Commission on Higher Education
Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

or high school. This allows for greater collaboration and coordination between teachers
and departments, as well as more specialized expertise for specific subjects or grade
levels.

- Flat structures, also known as horizontal organizations, are characterized by fewer levels
of management and a greater emphasis on employee autonomy and collaboration. For
example, a school may adopt a flat structure by eliminating some layers of management,
such as assistant principals or department chairs, and empowering teachers to make
more decisions and take on more responsibilities. This can lead to greater innovation,
creativity, and job satisfaction among employees, as well as faster decision-making and
problem-solving.

- Downsizing and outsourcing are two strategies that organizations may use to reduce costs
and increase efficiency. Downsizing involves reducing the size of the workforce, either
through layoffs or attrition. For example, a school district may downsize by eliminating
non-essential positions, such as administrative assistants or custodians, or by offering
early retirement packages to older employees. Outsourcing involves contracting with
external vendors or consultants to provide goods or services that were previously provided
in-house. For example, a school district may outsource its food service or transportation
services to private companies. These strategies can help organizations to reduce costs,
improve efficiency, and focus on their core mission and competencies.

3. How can the six dimensions significantly influence organizational culture? Site situations.
The six dimensions of organizational culture, as proposed by Cameron and Quinn (2006),
include:

 Dominant characteristics: the values, beliefs, and assumptions that are most widely
shared and influential in the organization. For example, a school district may have a
dominant culture of collaboration, innovation, and student-centeredness.
 Organizational leadership: the style and behavior of the leaders, as well as their values
and vision. For example, a school district may have a transformational leadership
style, characterized by inspiration, motivation, and empowerment.
 Management of employees: the policies, practices, and procedures for managing and
developing employees, as well as the expectations and norms for performance and
behavior. For example, a school district may have a coaching and mentoring culture,
characterized by feedback, support, and growth opportunities.

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 Republic of the Philippines
Commission on Higher Education
Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

 Organizational glue: the rituals, routines, and symbols that reinforce the culture and
create a sense of identity and belonging. For example, a school district may have a
tradition of recognizing and celebrating outstanding teachers and students.
 Strategic emphases: the priorities, goals, and strategies that guide the organization's
decisions and actions. For example, a school district may have a strategic emphasis on
academic excellence, equity, and social responsibility.
 Key success factors: the critical elements or factors that contribute to the
organization's success and sustainability. For example, a school district may have key
success factors such as strong community partnerships, effective communication, and
data-driven decision-making.

These dimensions can significantly influence organizational culture by shaping the attitudes,
behaviors, and values of the employees, as well as the norms, practices, and structures of the
organization. For example, a school district with a collaborative and innovative culture may
have more open communication, shared decision-making, and creative problem-solving,
while a school district with a hierarchical and bureaucratic culture may have more formal
procedures, rigid roles, and top-down decision-making.

4. Describe key aspects of managing change, including gaining support for change.

Managing change involves several key aspects, including:

 Assessing the need for change: identifying the opportunities, challenges, or threats
that require a change in the organization's strategy, structure, or culture. For
example, a school district may need to change its curriculum, technology, or
assessment practices to meet the needs of diverse learners or to comply with new
standards.
 Creating a vision for change: developing a clear and compelling vision of the desired
future state, as well as the benefits and outcomes of the change. For example, a school
district may have a vision of becoming a model of excellence and innovation in
education, with high-quality teaching, learning, and leadership.
 Building support for change: engaging and mobilizing the stakeholders, such as
employees, parents, community members, and policymakers, to support and
participate in the change. For example, a school district may use communication
strategies, such as town hall meetings, newsletters, or social media, to inform and
involve the stakeholders in the change process.
 Implementing the change: designing and executing the change plan, including the
roles, responsibilities, timelines, and resources needed for the change. For example, a

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 Republic of the Philippines
Commission on Higher Education
Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

school district may use project management tools, such as Gantt charts, work
breakdown structures, or risk assessments, to plan and monitor the change.
 Evaluating the change: assessing the impact and effectiveness of the change, as well
as the lessons learned and the areas for improvement. For example, a school district
may use data analytics, such as student achievement, teacher satisfaction, or
stakeholder feedback, to evaluate the change outcomes and impact.
 Gaining support for change is critical for the success and sustainability of the change,
as it helps to build trust, commitment, and ownership among the stakeholders. To
gain support for change, leaders can use several strategies, such as:
 Communicating the rationale and benefits of the change, as well as the risks and
challenges of not changing.
 Involving the stakeholders in the change process, such as by soliciting their input,
feedback, and ideas.
 Providing training, coaching, and support for the stakeholders to develop the skills
and knowledge needed for the change.
 Celebrating the successes and achievements of the change, as well as recognizing and
rewarding the contributions and efforts of the stakeholders.
 Building a culture of continuous improvement and learning, where change is seen as a
normal and necessary part of the organization's growth and development.