...10 Creating Charts and Graphics In this chapter, you will learn how to ✔ Create charts. ✔ Customize the appearance of charts. ✔ Find trends in your data. ✔ Summarize your data by using sparklines. ✔ Create dynamic charts by using PivotCharts. ✔ Create diagrams by using SmartArt. ✔ Create shapes and mathematical equations. When you enter data into a Microsoft Excel 2010 worksheet, you create a record of important events, whether they are individual sales, sales for an hour of a day, or the price of a product. What a list of values in cells can’t communicate easily, however, is the overall trends in the data. The best way to communicate trends in a large collection of data is by creating a chart, which summarizes data visually. In addition to the standard charts, with Excel 2010 you can create compact charts called sparklines, which summarize a data series using a graph contained within a single cell. You have a great deal of control over your charts’ appearance—you can change the color of any chart element, choose a different chart type to better summarize the underlying data, and change the display properties of text and numbers in a chart. If the data in the worksheet used to create a chart represents a progression through time, such as sales over several months, you can have Excel extrapolate future sales and add a trendline to the graph representing that prediction. Just as you can create a PivotTable dynamic view to reorganize your data dynamically, you can create...
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...1/ ORGANIZATIONAL STRUCTURE• Job Descriptions • MEMBERSHIP AND VOLUNTEERS • Series 1 Relationships • ORGANIZATIONAL AUTHORITY • Structure • DEVELOPMENT Module 2 Organizational Structure MODULE Organizational Structure Introduction Types of organizational structures Organizational growth stages and their structural impact So you still want to change your organization’s structure Preparing a memorandum for structural change Remember ……. An organogram illustrates Jobs descriptions Organizational relationships Organizational types and functions Managing members and volunteers 1-2 3 6 8 9-10 1 1 12-16 17-19 20 21-22 Table, Figures and Exercises Figure 1: Figure 2: Figure 3: Figure 4: Figure 5: Figure 6: Exercise Figure 8: Structure of a traditional, hierarchial organization Team structure A network structure Characteristics of organizations at different stages of growth Growth structure Model organogram (consolidation or mature structure) Reviewing job descriptions … Formal and informal organizational relationships 3 4 5 7 1 1 12-18 1 7 18 v Introduction Every program manager should be concerned about organizational structure, but it is often the last thing on his or her mind. An effective structure facilitates management and clarifies relationships, roles and responsibilities, levels of authority, and supervisory or reporting lines. By reviewing an organization’s structure, a manager will be able to determine which human, financial, and technical resources are available...
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...Organizational Structures After reading this chapter, you should be able to discuss: ■ The differences between line and staff positions as shown on organization charts. ■ How an organization chart is structured showing the lines of authority. ■ The different types of organizational structures presently used by retailers. ■ The beginnings of organization structuring for large department stores and how they have changed to suit today’s companies. ■ Reasons why chain organizations conduct their businesses as centralized op- erations. ■ Why some chains have decentralized some of their functions. ■ Reasons for separating the buying and selling functions. Once the decision has been made to begin a retail venture, it is necessary to plan its organ- izational structure in a way that maximizes efficiency and profitability. All of the duties and responsibilities of those in the company must be identified, and lines of authority must be carefully delineated so that all members of the organization will understand what their job responsibilities are. By doing so, everyone knows who will report to whom, who the deci- sionmakers are, and which advisory personnel is on hand to assist in the decision-making process. No matter how large or small the operation, whether it is a major department store or single-unit boutique, each company must be structured in such a way that best serves its needs and makes the business a success. To clarify their organization’s structure so that all employees...
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...eadBreadTalk Background In 2000, BreadTalk was founded and it has rapidly turned into a particular Singapore brand that has increased universal advance. It has set up its check on globally with its bread kitchen, eatery and nourishment chamber foot shaped impressions. Moreover, it has also opened nearly 1000 outlets with 7000 total employees around the globe such as Hong Kong, Middle East, Singapore and China. 1. Write the mission or purpose of the organisation is a few sentences. As stated in Company official site, their mission is “Leading a new lifestyle culture with new, innovative changes and creative differentiation to craft products with passion and vibrancy”(Breadtalk.com, 2015). Their mission clearly states that the company is always trying to bring and create new products. Hence, their main focus is on their products. 2. What are the specific tasks to be completed to accomplish the mission? BreadTalk may not seem like it has a complex or complicated business model; indeed, the company was designed to sell bread and pastries, and this is something that it has been doing with significant success in the Asian market for a number of years. However, there have been changes made recently, and the company is trying to take its business in a new direction (Breadtalk.com.sg , 2015). The company’s current tagline is “get talking” (Breadtalk.com.sg, 2015). George Quek, the Chairman of the BreadTalk group, writes “After 12 years and 3 generations on, Generation4...
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...questions can be directed to the course mentors at MBAOrgBehavior@wgu.edu. Thank you! A. Company Culture | | | | | (0) Unsatisfactory | (1) Does Not Meet Standard | (2) Minimally Competent | (3) Competent | (4) Highly Competent | The candidate does not provide a logical comparison of each company’s culture before the merger to the 4 types of organizational culture, using the Competing Values Framework. | The candidate provides a logical comparison, with no detail, of each company’s culture before the merger to the 4 types of organizational culture, using the Competing Values Framework. | The candidate provides a logical comparison, with limited detail, of each company’s culture before the merger to the 4 types of organizational culture, using the Competing Values Framework. | The candidate provides a logical comparison, with adequate detail, of each company’s culture before the merger to the 4 types of organizational culture, using the Competing Values Framework. | The candidate provides a logical comparison, with substantial detail, of each company’s culture before the merger to the 4 types of organizational culture, using the Competing Values Framework. | There are two components that should be included in your response to this prompt. First, you should categorize the symphony and the opera into one of the four cultures represented in the competing values framework (i.e. adhocracy, clan, market, hierarchy) and you should provide support from the case study...
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...Atha Coorporation’s Executive Plan Table of contents: Executive Summary……………………………………………………………………………………………….. 1 Description of functional area and purpose statement………………………………………….. 1 Goals and Activities…………………………………………………………………………………………………3 Organizational Structure………………………………………………………………………………........... 5 Interview Questions……………………………………………………………………………………………….. 6 Performance Standards………………………………………………………………………………………….. 6 Conclusion of Personal Insight………………………………………………………………………………… 7 Appendices…………………………………………………………………………………………………………….. 7 Human Resources SAW…………………………………………………………………………………………...7 Operations and Production SAW……………………………………………………………………………..12 Human Resources Organizational Chart…………………………………………………………………..17 Operations and Production Organizational Chart…………………………………………………….18 Executive summary: This project was organizing, planning, and developing both the HR functional area as well as the Operations and Production functional area. This consisted of revamping the Org chart to add the new employees, creating important interview questions for hiring new employees, and setting standards for each department. Along with these tasks, there was also creating a purpose for the department which is one of the most vital tasks of this project, without a purpose what is the department there to do? Description of the functional area and purpose statement. Human Resource As the Human Resource Department we strive to ensure that the Atha...
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...reorganize itself, including its legal or corporate structure to take advantage of existing or new tax regulations. A merger or acquisition of a company may result in a reorganization of the company ownership, equity structure, management, and operations to take advantage of the efficiencies of new management, new technologies, and new capital assets. Why It Matter Reorganization is an important step for a business since it has the potential to open up new opportunities, increase efficiencies and profits, and give legal and financial protection during difficult times. A company's organizational chart typically illustrates relations between people within an organization. Such relations might include managers to sub-workers, directors to managing directors, chief executive officer to various departments, and so forth. When an organization chart grows too large it can be split into smaller charts for separate departments within the organization.The different types of...
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...3/29/2014 1 CIO Organization Memo Before you begin this assignment, be sure you have read the “Wobbly Wheels Case Study,” as well as Chapter 21, Service Management, and Chapter 22, Balancing IT’s Workload. You will also need to review any feedback you received on your IT Strategic Plan assignments. Purpose of this Assignment This assignment gives you the opportunity to apply the course concepts to address the organizational changes needed to evolve the information technology (IT) department into a true CIO organization to support the Wobbly Wheels Distribution Company (WW). This assignment specifically addresses the following course outcome to enable you to: explain the roles and responsibilities of an information technology department to support an organization’s IT strategy CIO Organization Memo For this assignment, you will assume the role of the Chief Information Officer (CIO) at WW (i.e., you are Carol). Since you are WW’s first CIO, the Chief Financial Officer (CFO) has asked you for a plan for the organizational changes you need to make. One of the first things you realize is that the organization that exists is just an ‘IT Department’ and you know that what WW needs, and has hired you to do, is to create an organization that fulfills the broad responsibilities of a Chief Information Officer. You know that your proposal needs to be convincing to the CFO in order for you to get the resources you need. Assignment You will develop a memorandum addressed to the CFO...
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...thinks that the flow of their job would be natural and satisfying if the subordinates are not minding the positions of their bosses. The manager suggests that the Team Work must always be at the top and the organizational chart as a supplemental basis. Statement of the Problem Major problem: The major problem would be, Ms. Linda Ignacio and Mr. Johnny Ramos are not having the same perspective in running the company. Specific Problem.: 1. The president does not believe in the concept of the organizational chart. By that, the level of experience of each employee with a higher profile would be disregard. 2. Ms. Linda Ignacio does not completely obey the president’s mindset, that would result to an issue that could affect the business’ management. 3. The company is in the verge of collapsing due to having different point of view of the two sides. Objectives The objectives of putting Team Work at the top and Organizational Chart as a supplemental basis has its good and bad sides, here are those. 1. Team Work could give the employee their satisfactory and enjoyment in working. 2. It gives low profile employees to speak their opinions to the high profile ones. 3. Also, it makes the employees works in harmony and sync. 4. If the organizational charts are the priority, there would be an intimidation between co-workers. 5. z Areas of Consideration Mr. Johnny Ramos is compromising to the work of his employees while focusing on earning annual profit...
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...check-in staff and engineers. Depending on how an airline is organized and on how much work it ‘contracts out’, it may also employ chefs, cleaners, telesales personnel, insurance experts and accountants. Some airline employees will spend nearly all of their time in offices, whilst others work in passenger terminals, cargo terminals or aircraft hangars. Somewhere behind the scenes there will also be a group of managers who make sure that the airline and its many operations run smoothly. All these people are of different nationalities. This case study shows how one large company, Singapore Airlines, organizes itself to make the most effective use of its resources, particularly its human and fiscal resources to achieve its organizational goals. Organizational Systems In the most efficient organizations, all employees should know and understand their role and how it fits into the work of the organization as a whole. They will also want to do the best that they can, not only in the interests of the organization that employs them, but also in their own interest. With such a large and diverse group of employees operating in widely differing working environments, giving each of them a sense of belonging to a community with a common goal is a...
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...are growth and expansion of their plants. Acne and Omega’s top managers have different opinion on how to achieve plants’ goals. President of Omega believe that; in order to reach efficient performance and high company profits, knowledge of employees for their responsibilities should be clear, and everyone should do their narrowly defined jobs following their organization charts and job descriptions. However, Omega’s president didn’t believe in charts because the organization was small enough for employees to communicate without written memos and etc. Moreover, he and his top management team believed that everyone should be familiar with activities throughout the organization so that interaction between the departments would increase. The goals of growth and expansion are to be achieved with different strategies. Acme will likely build embark on their expansion with a strategy that will put an emphasis on efficiency and specialization which will thus be in line with their “tight ship” philosophy. Omega strategy to achieving the goals will be one that puts great importance on innovation and their organizational structure allows for specialists freely flow within the organization this removing any barriers that may be encountered when they wish to collaborate with anyone in the organization. Part II. The organization Omega Electronics will produce better results. This is because Jim Rawls, President of Omega has an organic structure in which he his firms operates daily. This...
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...Student Self-administered case study Organization structure changes at Body Shop 45-60 Case duration (Min): Organizational Behaviour (OB) Organization structure and design Worldwide Case summary: There are many work tasks to be done in a large organization and consequently the work must be divided up and allocated. In this case we consider what is meant by organization structure and design; consider why it is necessary to structure human resources, discuss how we should set about this enormous challenge and ask how we can make efficient and effective use of human resources in order to attain goals and derive a sustainable competitive advantage. In particular we consider issues associated with bureaucracy and hierarchy. Body Shop grew and with it came particular design challenges. Learning objectives: Define and discuss the nature of organization design. Outline the main structural choices available to organizations. Explain the limitations of the organizational chart in describing activity within an organization. Case problem: What is organizational structure and why do large organizations need continually to consider the designs of their organization? What may be the consequences of a good or bad design for a specific organization? Personal Products Company Body Shop www.thebodyshop.com Founded in 1976 by Anita Roddick, The Body Shop International plc, known as The Body Shop, has 2,400 stores in 61 countries, and is the second largest cosmetic franchise in the world...
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...Organizational Chart XMGT/230 Organizational Chart McDonald’s Organizational Chart When I was sixteen years old, I worked at McDonalds as my first job. McDonalds was my first exposure to the business world, and how they were structured. The McDonald’s I worked for was franchised, with the owner also acting as the CEO for that particular store. Below the CEO was the store manager, then the store manager’s assistant, followed by supervisors. The supervisor’s duties at the McDonald’s I worked for also included crew training on top of their controlling and monitoring functions. Organizational Chart The organizational chart above illustrates the hierarchy of authority, the division of labor, through a traditional vertical organizational structure. The objective of McDonald’s is to deliver food to their customers, so their organizational structure needed to consider specialization, integration, and differentiation. The specialization aspect of McDonald’s organizational structure utilizes a series of three different job functions to arrive at the final product. First, the window cashiers needed to take the orders and collect the money from the customer. Then, the cooks prepared the food and placed it in a heating bin for the drive-thru worker or cashier to pick up and deliver to the customer. Each of these job functions performed specific tasks of the larger task (Bateman, 2011). McDonald’s organizational...
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...BUSINESS & MANAGEMENT ASSIGNMENT FRONT SHEET Student Name: | Certification: I certify that the whole of this work is the result of my individual effort and that all quotations from books, periodicals etc. have been acknowledged. | Student Signature: | Date: | Student Registration Number: | Student email address : | Programme : Pre MBA | Year/Level : 6 | Academic Year : 2013/14 | Trimester : 3 | Module title : Management Fundamentals | Assignment no. : 2 | Module code: BUS 620 | Word guide: 4000 ±10% | Percentage Weighting of assignment 2( of the module): 70% | Issue date : 07/07/2014 | | Return date : 18/08/2014 | | Lecturer : Gopinath Vedula | Second marker : Sandhya S Thirunagari | Notes for students : 1. Your E-portfolio should be submitted through the Turn tin. 2. Students should ensure that they comply with Glyndwr University’s plagiarism policy. 3. Students should make correct use of the Harvard referencing method. | Learning Outcomes Tested in this Assignment :For successful completion of this assignment, students are required to demonstrate, through different tasks, the following learning outcomes: 1. Analyse, apply and evaluate the basic principles of management 2. Explain the main management processes: planning, organising...
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...organization based on established policies. Historically, organizing involved creating an organization chart by identifying business functions, establishing reporting relationships, and having a personnel department that administered plans, programs, and paperwork. Now and in the future, effective managers will be using new forms of organizing and viewing their people as perhaps their most valuable resources. They will build organizations that are flexible and adaptive, particularly in response to competitive threats and customer needs. Progressive human resource practices that attract and retain the very best of a highly diverse population will be essential aspects of the successful company. Organizing activities include attracting people to the organization, specifying job responsibilities, grouping jobs into work units, marshalling and allocating resources, and creating conditions so that people and things work together to achieve maximum success (Bateman & Snell, 2009). McDonald’s Corporation McDonald's Corporation franchises and operates 32,478 McDonald’s restaurants in 117 countries employing more than 1.5 million people. In 2009 McDonald's served an average of 60 million customers every day around the world (McDonald’s 2009 Annual Report, 2010). McDonald’s uses a collaborative management approach which has resulted in the strongest global leadership team in McDonald’s history. Because of the constant cross-fertilization of ideas and innovations, their leaders have been...
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