Organizational Structure of Green River

Organizational Structure of Green River

Length: 1384 words (4 double-spaced pages)

Rating: Excellent

Open Document

Essay Preview

More ↓
Organizational Structure of Green River

FMC is and has been a successful company for the last fifty-six years. First originated in 1948 and produced 1.3 million tons of various grades of soda ash a year. The success of the first business brought about a second refining plant in 1953, which was completed in 1970. FMC Aberdeen, located in South Dakota with a population of 30,000 is also a successful subsidy of FMC. FMC Aberdeen employs one hundred people, produces one product, which is a missile canister for the U.S. Navy. FMC Green River managed by Mr. Dailey, produces various chemicals, has over 100 domestic and international customers, 1,150 employees, creates several products and works closely at times with the United Steel Workers of America. (Clawson, 2005)
"Organizational structure is the formal system of task reporting relationships that controls, coordinates, and motivates employees so that they cooperate and work together to achieve and organization's goals." (George & Jones, 2005, p. 535) Organizational structure is important because it is the foundation for how a company will be run. Aberdeen's structure was simple, staff of 100 people and has only one product, and one customer. The two plants are very different in age and industry as well, with Green River as an older company in the chemical industry, and Aberdeen, a five year-old "start up" company in the defense industry. Aberdeen's structures are placing all of their employees in work groups and are given the authority to make business decisions for the company. They are able to solve problems and appear to have obtained from its employees a very high level of performance from each team member. At Aberdeen while forming these small groups, the groups themselves have the ability to choose their leader and also, decide on how long they want a specific person to lead that group.

How to Cite this Page

MLA Citation:
"Organizational Structure of Green River." 15 Dec 2019

Need Writing Help?

Get feedback on grammar, clarity, concision and logic instantly.

Check your paper »

Business Analysis of FMC Corporation's Green River Facility Essay

- Business Analysis of FMC Corporation's Green River Facility FMC Corporation’s Green River facility is a large organization with many different product lines that cater to many different customers. The industry it serves is the chemical industry. With over 1,000 employees, they service over 100 customers with several different product lines. The Aberdeen facility on the other hand, has only 100 employees who service to only one customer with a single product. The Aberdeen facility, although small in numbers, has proven to be successful in growth and organizational effectiveness to the point that the Green River facility is interested in its organizational behaviors to incorporate them into...   [tags: Business Management Green River Essays]

Research Papers
1000 words (2.9 pages)

Green River Plant Essay

- Purposes of the Report The purposes of this report are (1) to give a general overview of the organizational structure of the Green River plant and also (2) give an overview of the Aberdeen plant. We will also, (3) compare managerial styles between the two different plants and (4) show how these styles affect worker/company performance and satisfaction. Finally, (5) we will give our recommendation for the changes that can be made to Green River to increase productivity. We used a couple of different types of research to get our information for this analysis....   [tags: essays research papers]

Free Essays
336 words (1 pages)

Concepts In Organizational Behavior Essay examples

- Organizational behavior is the study of the many factors that have an impact on how people and groups act, think, feel, and respond to work and organizations and how organizations respond to their environments. (George & Jones, 2005) Organizational behavior is particularly important to managers, who are responsible for supervising the activities of one of more employees. A manager has four principal functions or duties of management. These include; the process of planning, organizing and leading an organizations human, financial, material, and others resources to increase its effectiveness....   [tags: Organizational Behavior]

Research Papers
1448 words (4.1 pages)

Organizational Structure Essay

- Organizational Structure Introduction In this paper we will be talking about organizational structure and cultures, and what strategies Ken Dailey will have to consider as he starts building on the team concept in the company. We will also talk about how to keep Green River moving forward in the facility and organizing the planning to make them successful. Organizational Structure Organizational structure is a formal relationship between management and the employees. It is a way to motivate the employees and get them to working....   [tags: Employee Organization Management Business Analysis]

Research Papers
1599 words (4.6 pages)

FMC Aberdeen vs. FMC Green River Plant Essay

- FMC Aberdeen vs. FMC Green River Plant Background Kenneth Dailey has been the site manager for FMC Corporation's Green River facility for 18 months. He is currently supervising the construction of three new, smaller plants at the facility. Based on what he has heard about the results achieved at the FMC Aberdeen plant as well as their different type of organizational structure and management, a team was sent to the facility to research their operating procedures and determine if they will work at the Green River facility....   [tags: Compare Contrast Business Employee]

Free Essays
1811 words (5.2 pages)

Essay on What Are The Differences In Leadership At Green River And Fmc Aberdeen?

- What are the differences in Leadership at Green River and FMC Aberdeen. Green River's leadership is hierarchical and referred to autocratic/authoritarian style with the control (all decision made at the top) coming from the top management, often employing authoritarian leadership style versus participatory model (like Aberdeen), with particpatory/transformative leadership style. The former is hierarchical, whereas the latter is a more flattened structure, employing the team approach, where decisions have input from all team players - through the use of groups and teamwork....   [tags: Business Management]

Free Essays
1468 words (4.2 pages)

Essay about Organizational Management

- Managing Changes – Renewing Organizational Structure and Culture In their 2005 book, Understanding and Managing: Organizational Behavior, Jennifer George and Gareth Jones define organizational structure as "the formal system of task and reporting relationships that controls, coordinates, and motivates employees so that they cooperate and work together to achieve an organization's goals." A logical consequence to an organization's structure is the resulting culture, which George and Jones further define as "the set of shared values, beliefs, and norms that influences the way employees think, feel, and behave toward each other and toward people outside the organization." Finding the right...   [tags: Business Management]

Research Papers
1580 words (4.5 pages)

Organizational Behavior Essay

- Organizational Behavior: A Case of Effective Management “Organizational structure is the formal system of task and reporting relationships that controls, coordinates, and motivates employees so that they cooperate and work together to achieve the organization’s goals”. (George et al, 2002). The importance of structure can’t be stressed enough. Having an organizational structure ensures that each member of the organization has the correct goals of their particular department set. A good structure will give people the motivation needed to achieve those goals, and enhance their performance....   [tags: essays research papers]

Research Papers
969 words (2.8 pages)

Effective Organisational Structure Of An Organization Essay

- 1. Introduction This report develops the issue of ineffective organisational structure, in the context of productivity and innovation, as outlined in the brief. The management function of organising, defined as “the process of arranging people and other resources to work together to accomplish a goal” (Schermerhorn, 2014, p.237) is used to frame the limitations of the current functional structure, and offers matrix and amoeba managed structures as alternatives. Recommendations involve discussing the deficiencies of the current functional structure and the development of a new one with employees, and drafting a new matrix structure with the aim to increase effectiveness across all facets of t...   [tags: Organizational structure, Structure, Organization]

Research Papers
1452 words (4.1 pages)

Organizational Structure Of An Organization Essay

- An organizations structure is identifiably made up of an array of different individuals who have aspired to be valuable when giving out their opinions, ideas and talents that bring out the best in any organization when it comes to making structural changes. These structural differences have been known to be somewhat beneficial when incorporated with the aspirational aspects of change in the organizations culture which can show it to be indubitable and indissoluble. When one thinks about the culture or structure of an organization it can have a strong influence on the function and potential success or failure of any facility....   [tags: Organization, Structure, Organizational structure]

Research Papers
1209 words (3.5 pages)

The groups also have a unique ability to work within their groups on work schedules. If a person needs some time off, the flexibility of the groups to counsel others in either a positive or negative situation. Social loafing is practically non existent due to the rotating of team leaders and responsibility placed on each individual of a group.
The family like atmosphere at Aberdeen naturally creates a strong group cohesiveness, which is very effective and creates a positive working environment. The culture at FMC Green River, they have a relationship with their coworkers as the same as Aberdeen as well as managers. The only difference is that Green River is a unionized culture. It has been that way for years. In many union environments employees are given job descriptions and job titles. At FMC Green River, Dailey's management style was very interactive, with a high level of trust for people; he was relatively open, was willing to pass out information and was eager to drive decision making down into the organization. Mr. Dailey worked well with his people but would now like to make some positive changes to better the plant in hope that the union will work with him.
In my recommendations for FMC Green River they should first of all understand that FMC Aberdeen has a great structure for the ability to create quickly various small work teams such as informal groups or self managed teams that allow the group to focus poll together ideas and come up with a solution to specific problem. The reason for this is because IT changes companies and allows them to behave in more flexible, organic ways. The effects of IT on organizational design can be seen both inside and between organizations. Once a solution is found the team disbands. Since Aberdeen's company is smaller and its employees create a family atmosphere, the role relationships between the people in the groups have a strong personal bond.
The basic idea will also work at FMC Green River but will require some modifications. These modifications are as follows: the small groups that gather to solve a specific problem mush also remember that what effects one decision in the process they are improving may have a devastating impact on another division of the same company since the company produces different products. Quickly creating teams on the spot for resolutions to specific problems as done at Aberdeen is much easier when only dealing with one product for one customer. At FMC Green River, where there are several products being produced and over 1,150 employees, trying to incorporate small teams when the need arises will work but some restrictions may have to be supplied. I would suspect more division of labor and command groups would be better suited die to the possible impact of a decision by one team, which may significantly influence another part of the organization.
The Union Leaders handles employees' issues at Green River while the employees do their job. The employees don't have the opportunity to voice their opinions or problems to the management. If they had the opportunity to voice their opinion to management then they would feel like they belonged and were apart of the team. Green River needs to let their employees form small groups to start. Then they can do larger groups. The smaller groups can meet once a week and larger groups can meet once or twice a month. It would be hard to have every employee at Green River to meet all at one time together. The culture of this organization can be changed to make the employees feel like they belong and are apart of this organization.
The implementation plan for FMC Green River should clearly define the goal that the employees will be place in small groups to meet with management then these small groups will then be put into larger groups to meet again either once or twice a month. Also the employees will be given the opportunity to put in their opinion on issues and to be able to have a chance to say their peace. The key issue is also is to ensure the employees have the abilities they need to perform their jobs effectively. The way to guarantee this is to make sure your employees are happy with not only their jobs but their positions.
Green River has an old culture. The union brings a great deal of that culture to the plants. There is a hierarchy, as far as job titles go, and it is possible that one person could take the blame or credit for anything, whereas Aberdeen's employees would take the criticism as a whole. I would call what is in place at Green River. Mr. Dailey can incorporate a new code of ethics, and make the union members more responsible for their own actions, and promote the fact that he will always be there to offer support if anyone has problems to deal with, professionally or personally. Promote the company as being a family unit. This can build a strong relationship with both organizations: the union organization and the Green River management.

In this conclusion I feel that these changes could work for FMC Green River if the union, workers and managers would and could work together so all the changes will fall into place as planned. Letting the union workers have more of a say will help build they confidence and also make them feel as if they belong more with the company. It will also help them build their trust up with upper and middle class management. Even thought Green River has older departments that are isolated from the rest of the departments these office can be renovated to make all employees feel together and friendly and a family.

George, J.M. and Jones, G. R. (2005). Understanding and managing organization behavior, (4th ed.). Upper Saddle River, NJ: Prentice Hall

Clawson, J. (2005). FMC Aberdeen from practical problems in organizations: Cases in leadership, organizational behavior and human resources. Boston, MA: Prentice Hall.

George, J.M. and Jones, G. R. (2005). Understanding and managing organization behavior, (4th ed.). Upper Saddle River, NJ: Prentice Hall.
Return to