Republic of the Philippines

Tarlac State University

COLLEGE OF TEACHER OF EDUCATION
CENTER OF DEVELOPMENT
Lucinda Campus, Tarlac City
Tel. No. (045) 982-6062; Fax No. 982-0110
Re-Accredited Level IV by the Accrediting Agency of Chartered Colleges and Universities of
the Philippines

CATHERINE P. PASCUAL
EDD-EDMA, 1st Trimester, AY 2024-2025
cpascual03664@student.tsu.edu.ph

DR. ERWIN P. LACANLALE

Professor, EDUC 609: Records Management

EDMA 603: LEADERSHIO THEORY AND BEHAVIOR

I. TITLE

ORGANIZATIONAL SYSTEM AND BEHAVIOR

II. OBJECTIVES

A. Explain the key elements of organizational systems, including structure, processes,

technology, and policies, and their impact on the overall functioning of an
organization
B. Describe fundamental concepts of organizational behavior, such as motivation,
leadership, team dynamics, and organizational culture, and assess their role in shaping
workplace outcomes.
C. Analyze how organizational systems and employee behavior interact and propose
strategies to improve organizational efficiency, culture, and adaptability in response to
various challenges.

III. PREVIEW

Organizational systems and behavior are fundamental elements that shape how any
organization operates, evolves, and succeeds in today’s complex and dynamic environments.
Whether in a corporate, educational, healthcare, or governmental setting, the interplay
between the systems that structure an organization and the behavior of the individuals within
it is crucial to its long-term success. Organizational systems encompass the frameworks,
processes, and policies that guide the daily operations and strategic direction of a company,
while organizational behavior focuses on how individuals and groups interact within these
frameworks, influencing decision-making, collaboration, and overall performance.

Understanding how these two components—systems and behavior—interact is vital for

comprehending the health and effectiveness of an organization. Systems provide the structure
and define the roles, responsibilities, and workflows that keep the organization functional and
efficient. On the other hand, organizational behavior reflects the human element—how
employees, teams, and leaders perceive and engage with these systems. This interaction can
either drive success or lead to dysfunction, depending on how well-aligned the systems are
with the needs and behaviors of the people within the organization.

This report delves deeply into the core aspects of organizational systems and behavior,
examining how they influence the effectiveness, efficiency, and overall health of
organizations. It will explore the components of organizational systems, including structure,
processes, and policies, as well as key dimensions of organizational behavior, such as
motivation, leadership, and team dynamics. By analyzing the interaction between these two
critical elements, we can gain insights into how organizations can optimize their internal
operations and create environments that support sustainable growth and success.

IV. CONTENT

ORGANIZATIONAL SYSTEM

An organizational system refers to the structured framework and processes that a company
uses to operate, manage resources and achieve its objectives. It encompasses everything from
how decisions are made, roles and responsibilities, communication channels, workflow
processes and the overall culture within the organization. Essentially, it’s the DNA that
shapes the way an organization functions.

Organizational systems refer to the structured processes, procedures, and frameworks that
guide an organization’s operations. These systems ensure that tasks are carried out
efficiently, resources are allocated appropriately, and objectives are met.

The main components of organizational systems include:

A. STRUCTURE - The organizational structure defines how tasks are divided, coordinated,
and supervised. Common structures include hierarchical, flat, matrix, and networked
structures. Each has its own advantages and disadvantages depending on the organization's
goals, size, and environment.

1. Hierarchical Structure

A hierarchical structure, also known as a traditional or bureaucratic structure, is one of the

oldest and most straightforward organizational designs. In this setup, authority flows from
the top down, with a clear chain of command. Each level of the hierarchy has a specific set of
responsibilities and reporting relationships.

Advantages & Disadvantages of Hierarchical Structures

One advantage of a hierarchical structure is clarity in decision-making and accountability.

Employees know who their superiors are and there is a well-defined path for reporting issues
and concerns. This can help maintain order and discipline within the organization.
However, hierarchical structures can be slow to adapt to change and may stifle innovation.
Information and decisions must pass through multiple layers, which can result in delays and a
lack of agility. Hierarchical structures can also foster a rigid and bureaucratic culture, which
may hinder employee engagement and creativity.

2. Functional Structure

A functional structure is a widely used organizational design in which a company is divided

into specific departments or functions based on the nature of their work. Each department is
responsible for a particular set of tasks or activities, and employees within each department
typically have specialized skills and expertise related to their function. This structure is often
found in larger organizations and is known for its clear chain of command.

Advantages & Disadvantages of Functional Structure

One of the primary advantages of a functional structure is efficiency. It allows employees to

specialize in their roles, leading to increased productivity and expertise in their respective
areas.
Another benefit is the potential for cost savings. By grouping similar functions together,
organizations can reduce duplication of resources and equipment. However, functional
structures can have their drawbacks. Communication between departments may become
fragmented, which can hinder collaboration and innovation. Silos may form, leading to a lack
of coordination between functions.

3. Matrix Structure

A matrix structure is a more complex organizational design that blends elements of both
functional and project-based structures. In a matrix structure, employees have dual reporting
relationships, typically to both a functional manager and a project manager. This structure is
commonly used in industries where flexibility and collaboration are crucial.

Advantages & Disadvantages of Matrix Structure

One significant advantage of the matrix structure is flexibility. It allows organizations to

respond quickly to changing market conditions or project needs by assembling cross-
functional teams. This can lead to enhanced innovation and problem-solving.
Additionally, employees in a matrix structure often have the opportunity to develop a broader
skill set as they work on various projects and collaborate with different departments.
On the downside, the matrix structure can lead to confusion and power struggles. Employees
may face conflicting priorities from their functional and project managers, which can be
stressful and counterproductive.

4. Flat Structure

A flat structure, also known as a horizontal or decentralized structure, minimizes levels of

hierarchy within an organization. In a flat structure, there are typically only a few layers of
management and employees have more autonomy and decision-making authority.

Advantages & Disadvantages of Flat Structures

Flat structures are known for their speed and flexibility. Decision-making is decentralized,
enabling quick responses to changing conditions or customer needs. This can lead to
increased innovation and employee engagement. They often have open communication
channels, fostering a culture of transparency and collaboration. However, flat structures may
struggle with maintaining control and consistency. With fewer layers of management, it can
be challenging to coordinate and standardize processes across the organization. Not all
employees may thrive in a flat structure, as it requires a high level of self-direction and
accountability.

B. PROCESSES:

These are the sequences of actions or steps taken to achieve a particular outcome.
Organizational processes include communication, decision-making, and workflow
management. Effective processes are essential for smooth operations and achieving strategic
objectives.

C. TECHNOLOGY:

Technology supports the organizational system by providing tools for communication, data
management, and automation. The integration of technology in organizational systems
enhances productivity, facilitates innovation, and allows for scalability.
D. POLICIES AND PROCEDURES:

These are the formalized rules and guidelines that dictate how an organization operates.
Policies ensure consistency, compliance, and alignment with the organization's values and
objectives. Procedures provide detailed instructions for carrying out tasks within the
organization.

ORGANIZATIONAL BEHAVIOR

OB is the study that examines how people think, feel, and behave in an organization and how
managers can influence them to act in specific ways that are beneficial to the organization.

It encompasses a range of topics, including:

a. Motivation:

Motivation is the driving force behind employee actions. Theories such as Maslow's
Hierarchy of Needs, Herzberg's Two-Factor Theory, and Vroom's Expectancy Theory
provide insights into what motivates employees. Understanding these theories helps
managers design strategies to boost employee engagement and productivity.

b. Leadership:

Leadership plays a crucial role in shaping organizational behavior. Different leadership

styles, such as transformational, transactional, and servant leadership, impact how employees
perceive their roles and responsibilities. Effective leadership fosters a culture of trust,
innovation, and commitment.

c. Team Dynamics:

Teams are the building blocks of organizations. Team dynamics refer to the interactions and
relationships between team members. Factors such as group cohesion, communication, and
conflict resolution influence the effectiveness of teams. Understanding team dynamics is
essential for creating high-performing teams.

d. Organizational Culture:

Culture refers to the shared values, beliefs, and norms within an organization. It shapes how
employees interact, make decisions, and approach their work. A strong, positive culture
aligns with organizational goals and promotes a sense of belonging among employees.

ELEMENTS OF OB

1. People

The existence of an organization is impossible without people. Managing and treating them
well is essential. Managers must be able to understand and study the nature of their
employees. That will enable them to build better relationships with their employees. A better
understanding of this element will eventually lead to improved productivity.

2) Structure

In an organization, structure defines the roles and relationships of people. It leads to a

division of work. The structure clarifies the authority responsibility relationships. All of these
people are related to each other to accomplish the objectives in a coordinated manner.
An organization’s structure is related to the roles and relationships among its members. The
roles and responsibilities of each individual in an organization should be clearly defined.
There will be no confusion and the people working there will be more efficient. The right
work can be assigned to the right person by properly dividing the whole work.
When employees are assigned work based on their skills, they contribute more efficiently to
the achievement of goals. Hence, the structure plays an important role in developing an
effective employer-employee relationship.

3) Technology

In today’s world without technology work would be either difficult or even impossible. It
provides economic and physical resources to make people’s jobs easy. With the assistance of
technology, employees are capable of performing their work effectively.

4) External environment

The external environment is an important element of OB. An organization operates in a

larger social system and is influenced by the external environment which includes socio-
cultural, economic, political, legal, technological, and geographical forces. These forces
influence people’s attitudes, motives, and working conditions in an organization in many
ways. Similarly, the organization also has also an influence over the environment but the
degree of influence is less. The organization imports inputs from the environment and
exports output to the environment.

THE INTERPLAY BETWEEN ORGANIZATIONAL SYSTEM AND BEHAVIOR

Organizational systems and behavior are deeply interconnected. The systems in place
influence how employees behave, while the behavior of employees can drive changes in
organizational systems. For instance, a rigid hierarchical structure may stifle creativity,
leading to a need for a more flexible, matrix structure that encourages innovation. Similarly,
a strong organizational culture can drive the adoption of systems that align with the
organization's values and goals.

IMPACT ON ORGANIZATIONAL PERFORMANCE

The alignment between organizational systems and behavior is essential for achieving high
performance. When systems are well-designed and employees are motivated, engaged, and
aligned with the organization's objectives, the organization is more likely to succeed.
Conversely, misalignment can lead to inefficiencies, low morale, and ultimately, poor
performance.

V. REVIEW OF RELATED CASE STUDIES

The study of Day, Gu, and Sammons (2021) entitled Organizational Behavior and School
Climate: A Cross-Cultural Study examines how organizational behavior, particularly
leadership and communication styles, affects school climate in different countries. The
findings suggest that adaptive organizational behavior leads to a more inclusive and positive
school climate, which enhances both teacher performance and student engagement.

The study, The Impact of Organizational Systems on Teacher Motivation and School
Effectiveness, by Thoonen, Sleegers, Oort, Peetsma, and Geijsel (2020) investigates how
well-structured organizational systems, such as professional development programs and
decision-making processes, influence teacher motivation and overall school effectiveness. It
concludes that schools with clear systems in place for professional growth see higher teacher
morale and improved classroom performance.

The study by Sebastian, Allensworth, and Huang (2019) concludes that teacher leadership
plays a crucial role in how principals influence classroom instruction and student learning.
The research highlights that effective leadership isn't limited to top-down approaches but
thrives in environments where teachers are actively involved in decision-making and
instructional improvements. This collaborative leadership model positively impacts overall
school performance.

VI. SUMMARY

Understanding and managing organizational systems and behavior is crucial for the success
of any organization. By aligning systems with desired behaviors and fostering a positive
organizational culture, organizations can enhance their performance, adaptability, and
competitiveness in an increasingly complex business environment. These, in turn, creates
employees who are well-motivated and engaged; therefore, providing high chances of
organizational success.

VII. COMPREHENSION QUESTIONS

1. How would you describe the organizational system in your school, including its structure,
processes, and policies, and how do these elements influence the behavior and interactions of
teachers, students, and staff?

2. How does the organizational behavior in your workplace influence the dynamics between
teachers, administrators, and staff, and what impact does it have on the overall school
performance and culture?

3. How can leaders foster a positive interaction between systems and behavior to address
challenges like resistance to change or ineffective communication?

VII. REFERENCES
Day, C., Gu, Q., & Sammons, P. (2021). The impact of leadership on teacher-student
interactions and school climate: A cross-cultural study. Journal of Educational Change,
22(3), 377-402. https://doi.org/10.1007/s10833-021-09400-7

Kopp. (2024). What Is Organizational Behavior (OB), and Why Is It Important?.

Invetopedia. https://www.investopedia.com/terms/o/organizational-behavior.asp

Sebastian, J., Allensworth, E., & Huang, H. (2019). The role of teacher leadership in how
principals influence classroom instruction and student learning. American Journal of
Education, 126(1), 203-235. https://doi.org/10.1086/705499

The Organizational System: How Defining Your Organizational System Is the Key to
Organizational Stability. https://www.orgvue.com/resources/articles/an-organisation-is-
a-system/

Thoonen, E. E. J., Sleegers, P. J. C., Oort, F. J., Peetsma, T. T. D., & Geijsel, F. P. (2020).
How to improve teaching practices: The role of teacher motivation, organizational
factors, and leadership practices. Educational Administration Quarterly, 58(1), 98-139.
https://doi.org/10.1177/0013161X20970820