Servicios Temporales del Meta Ltda. “TEMPOMETA” ¹ was created according to Public Deed No. 9,230 of December 22, 1994 and registered in the Chamber of Commerce under No. 10,672 of Nit. 800.250.275-2, authorized by the Ministry of Labor and Social Security according to resolution NO. 001023 of April 4, 1995; to offer the services of personnel selection and hiring of temporary personnel.
The company Tempometa Ltda. Arises as a detected need in the region since a company was needed at this time to provide such services.
Therefore, in the following essay I will apply the concepts acquired throughout the semester in the subject Organization Theory.
THE MANAGEMENT FUNCTION
In the development of the daily activities of each type of organization there must be someone who takes the reins and guides the company to the achievement of its objectives and the normal flow of its activities in the business world; and Tempometa is not the exception here who assumes the managerial function of organizing and directing is Don José Antonio Parrado, a hard-working man and in whom falls the hard work of keeping Tempometa as an organized company, and outstanding in the provision of temporary services and the selection of personnel.
It is under the direction of this man that the roles in Tempometa flow according to the assigned activities only in order to achieve their goals and always work for continuous improvement.
THE FORMAL ORGANIZATION
Tempometa is an organized company that has ICONTEC certification, and therefore develops an organization chart where the five hierarchical levels that the company has are evidenced, and the position that the eight plant employees occupy within them. account and ranging from senior management to operational levels:
ORGANIZATIONAL STRUCTURE (ORGANIZATIONAL CHART)
Observing the previous organizational chart, it can be seen that the organization carries out an organization in narrow sections for the development of its activity, which allows it due to its size to have certain advantages² such as:
- Closer supervision Rapid communication between subordinates and superiors Establishing clear policies Delegation of certain activities by superiors
In my opinion, I consider that the company applies an organization in narrow sections, because although its staff is not very large for a certain number of subordinates that the Manager can supervise.
THE DEPARTMENTALIZATION
Within the managerial function of organizing, it is important to take into account certain considerations that are of vital importance for the company: Reflect objectives and plans, Reflect authority, Show the environment and context and finally take into account the behavior of people.
Grouping by activities and people in departments makes the organization spread. Tempometa is a company that is organized under a functional departmentalization where the coordination of activities and the organizational hierarchy are clear. In addition, a logical reflection of the functions performed by each of its workers is evidenced, where the principle of work specialization is preserved.
Knowing the type of departmentalization that manages the company and based on the knowledge acquired, I dare say that it is adequate for the development of its normal functions and performance in the business market in which they operate; Although I believe that another type of departmentalization that could be applied to the organization is that of per group of clients, which would also be facilitated taking into account the type of clients that demand their services in the supply of personnel.
AUTHORITY AND POWER
These are two words that tend to be confused within any activity that the human being develops; but the truth although they go hand in hand are two very different things. In Tempometa, the authority is evidenced according to the position indicated by each position within the organization chart, with the Board of Partners as the highest body within the organization. However, as Manager and head of the company is Don José Antonio Parrado in company of his wife Martha Montoya the Assistant Manager, those who have the authority and legitimate power to decide and lead the company in its daily dynamism.
However, it is they who have the requirements to exercise legitimate power and leadership within the organization³:
- The will or interest to exercise power The ability to do it The position within the structure that gives them that power
THE EMPOWERMENT
This is a topic that many managers do not like, because they believe that by implementing it within their companies they will lose authority and power vis-à-vis their subordinates; But the reality is different. The truth is that empowerment benefits the organization to a great extent since it allows employees at all levels of the organization to receive the power to make decisions without asking for authorization from their superiors. Well, everything indicates that those who are closest to the task are more capable of making decisions.
To apply empowerment, it is vital to trust employees and believe that they are capable of making certain decisions because they know what they are doing.
Tempometa is an organization where Management trusts the knowledge that their subordinates have and therefore offers them the opportunity for them to make certain decisions that are incumbent upon them while carrying out their work.
THE SCALAR PRINCIPLE AND LINE AUTHORITY
The Scalar Principle is defined as follows: The clearer the line of authority, the clearer the responsibility for decision-making and the more effective the organizational communication. The Line Authority is known as: The Relationship in which a superior exercises direct supervision over a subordinate.
These principles allow the organization to flow in a more harmonious way, maintaining a good organizational climate and a clear relationship between superior and subordinate, without neglecting the need to work as a team to achieve that the efforts concatenate towards the achievement of the objectives.
In Tempometa the scalar principle and the line authority is evident in the five hierarchical levels that the organization has, since the line of authority is clear and descending, allowing a superior to supervise the work of the subordinates who have position and responsibility that they have in front of the different decisions they make. Likewise, the feedback that exists between superior and subordinate with respect to everything related to the company is demonstrated in the continuous improvement of work and the efficiency of organizational communication.
On the other hand, NATURE STAFF is reflected in three positions: The Statutory Auditor, The Accountant and the Psychologist. Which are responsible for providing advice
necessary that the company requires for the handling of different situations that are presented to it throughout its commercial activity, be it for the financial management or for the training of its plant employees or its employees on mission.
DECENTRALIZATION
This is defined as the tendency to disperse decision making in an organized structure. However, such decentralization must have an equilibrium point since there cannot be a decentralization process in which a Manager delegates all his authority to a subordinate, he would lose his status and manager status, in the same way if a manager tries to retain all authority. in its hands it would end up becoming, as it is popularly said, a bottleneck for the organization.
Philosophy and Policy of Decentralization
- It involves more than just delegating: it reflects a philosophy of organization and administration. It involves the review and elaboration of clear policies for decision-making. It requires processes and policies for the selection and training of appropriate personnel and adequate controls.
It is for these reasons that Tempometa has tried to permanently implement a system that allows it to maintain a certain degree of balance where it has been chosen to always and carefully select which decisions to push down in the organization's structure and which to retain near the top.
In my opinion, it seems to me that what is being applied in this organization is appropriate because this allows it to be at a point where the company can perform in an appropriate and appropriate manner, taking into account hierarchical levels, personnel with that counts and the activity to which it is dedicated.
CENTRALIZATION
As its name implies it is the opposite, decentralization is a process where decisions are retained at a single point according to the type of centralization that the organization manages.
There are three types of centralization:
- Performance CentralizationDepartmental CentralizationAdministration Centralization
The company Tempometa manages a centralization of the Administration which is where the tendency is to restrict the delegation of decision making. Managers who are near or at the top of the organizational hierarchy retain a high degree of authority.
Although, with respect to the above, it is worth clarifying that said tendency to restrict the delegation of decision-making is not so strict and personnel who are not at the top of the hierarchy are allowed to have some independence; which seems appropriate to me since the workers are given confidence by providing an environment of commitment, responsibility and love for the company.
THE DELEGATION OF AUTHORITY *
Said delegation occurs when a superior grants discretion to a subordinate to make decisions. For this delegation process there are some well-defined steps that are:
- Determine the expected results in a position Assign tasks to the position Delegate authority to accomplish those tasks Hold the person in that position accountable for completing tasks.
It is important to clarify that although authority is delegated, the responsibility of a superior can never be delegated. For this reason, said process must focus on the principle of trust, which is vitally important so that the employee feels committed to the organization and, above all, to the objectives that have been designated by his superior.
* Carlos Hernán Pérez, Professor at the University of Los Llanos
This is why nowadays the delegation of authority and functions is something very common within organizations, and Tempometa is not the exception as they say out there to govern you have to know and Don José Antonio Parrado knows very well the staff with whom He counts, he knows about his abilities, his professionalism and his interest in the progress of the company. It is for these reasons that Don José gathers the personal attitudes of the delegation process:
- Responsiveness Willingness to Grant Willingness to Grant subordinate errors Willingness to trust subordinates Willingness to set and use controls
To finish, I can only say that Tempometa is a clear example of the businessman who has a dream and works to fulfill it and since the goal is not to get there but to stay Don José, his wife Doña Martha and the entire team of workers of the organization work day by day for offering a better service to the llanera society, with which they are committed.
"THE FAILURE HAS A THOUSAND EXCUSES, PLUS SUCCESS DOES NOT REQUIRE EXPLANATIONS" (Miguel Ángel Cornejo).
- Temporal Services of Meta - Tempometa Ltda. Carlos Hernán Pérez, Professor at the University of Los Llanos.
