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Advantage of organizational structure
Advantage of organizational structure
Organisational structures pros cons
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Every company has its own unique organisational structure. This can be described as the system or pattern of relationship in which power and roles are given to the employers and employees. It also involves how the company is designed in order to achieve its goals and its communication channels. A good structure is crucial because the strategic decisions made can either benefit or worsen an organisation (Mullins, 2005). For example, a good structure would encourage and motivate employees in order to keep morale and job satisfaction at the highest possible level so that productive efficiency can be reached. This essay will describe the different designs of organisational structures and assess whether in today’s world, organisations are better off with flatter organisational structures or not. The essay will essentially conclude that there are no one best template structure all companies should choose to adopt because certain companies in certain industries will be better off will flatter structures whilst other are better off with taller structures. It is best to have a balanced of both. Not only this but it is not only about flat or tall structures but internal and external factors such as learning and cultural factors which influence employees all plays a part.
There are many different types of organisational structures. A few examples can be the functional structure where the structure arranges each section of a company to what it does so that each part has a functional purpose to aid both internal and external customers. Another structure could be the matrix structure which involves repeating substructures within each department under the same place. So in this structure, staffs could have multiple bosses with multiple projects ...
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...le at: http://www.centralbanking.com/central-banking/news/2323971/bank-of-italy-adopts-new-organisational-model
Mullins, L. J. 2005. Management and organisational behaviour. Harlow, England: Prentice Hall/Financial Times.
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The Organisation structure of a company addresses the fact that every organisation has specific units that are responsible for different roles and actions in the organisation and that no department within the organisation stands alone, they are intertwined. The organisational chart or structure should be designed to divide up the work load, responsibilities and roles to be done
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Robbins, S. P., & Judge, T. A. (2009). Organization behavior. (13th ed.). Upper Saddle River, NJ: Prentice Hall.
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The Foodcorp is a big organization of more than twenty thousand employees. The structure should help the organization achieved established goals and objectives. Therefore, the appropriate structural design is very crucial. The performance and the efficiency of the organization can be enhanced through specialization and appropriate division of labor. Foodcorp used a matrix structure but the management style of Foodcorp seemed to be a one boss arrangement. Information and decisions directly comes from the top. As we can see from the chart, group members report and communicate primarily with president. In my opinion, this style will work best in a simple organization, but not for a big organization like Foodcorp. If it relies too much on the president, the employees might face with many problems such as delays and bad decisions. Finally, Foodcorp may suffer from its structure. In my ...
This type of organisational structure has many levels of management. The organisational structure has been structured according to its own function i.e. marketing, finance, human resources and sales. This is known as a functional organisation. The hierarchical organisational structure of Wednesbury IKEA is very similar to a tall organisation structure.
.... “The set of deep beliefs and assumptions-the story-that develops over time in a learning organization is so different from the traditional hierarchical, authoritarian organization worldview that it seems to describe a completely different world” (Senge, 1994, p. 21).
Senge, P.N. (1990) The Fifth Discipline: The Art & Practice of the Learning Organisation London: Century Business
Organizational structure within an organization is a critical component of the day to day operations of a business. An organization benefits from organizational structure as a result of all it encompasses. It is used to define how tasks are divided, grouped and coordinated. Six elements should be addressed during the design of the organization’s structure: work specialization, departmentalization, chain of command, spans of control, centralization and decentralization. These components are a direct reflection of the organization’s culture, power and politics.
In his book The Fifth Discipline, Peter Senge emphasizes his model of a "learning organization," which he defines as "an organization that is continually expanding its capacity to create its future." A learning organization excels at both adaptive learning and generative learning.
Smith, M. K. (2001, 2013). Chris Argyris: theories of action, double-loop learning and organizational learning. In The encyclopedia of informal education. Retrieved from [http://infed.org/mobi/chris-argyris-theories-of-action-double-loop-learning-and-organizational-learning/
In earlier years, organizations relied on traditional forms of communication; they are perhaps considered primitive means on this day. These forms of communication ...
First of all, organizational structure determines the hierarchy, the levels of communication, and how job tasks are formally divided, grouped and coordinated within an organization (Langton, Robbins, & Judge, 2013). There are six key elements that managers need to address when they design their organization’s structure: work specialization, departmentalization, chain of command, span of control, centralization and decentralization, and formalization (Langton et al., 2013). The way in which an organizational structure is constructed and implemented can affect company productivity.
Shafritz, J. M., Ott, J. S., & Jang, Y. S. (2011). Classics of organization theory. Boston, MA:
Organizations must operate within structures that allow them to perform at their best within their given environments. According to theorists T. Burns and G.M Stalker (1961), organizations require structures that will allow them to adapt and react to changes in the environment (Mechanistic vs Organic Structures, 2009). Toyota Company’s corporate structure is spelt out as one where the management team and employees conduct operations and make decisions through a system of checks and balances.