Introduction:
This case work will be talking about the Organization’s structure and it significant effects on it members. I will examine the Behavioral of different designs and determine which of the different Organizations the best is and what the effect on the members of the Organization is
1. What might those effects be?
I have included several examples of Organizational consequences and effect that could damage the employees motivation to continue working as a strong worker and a motivated employee, some of this characteristic can damage the reputation not only of the company or Organization but of all members working for the company or Organization, we must continue to be fair in are work environment and always think about what we are getting ready to do any bad decision or movement conducted in the company will affect all personnel in the company even the one on the Top like the executive officer and manager of the companies. For example let look at some of this consequences.
Individual Consequences of Centralization
Employees working in more centralized organizations experience less autonomy as a result of the increased control over resources and information by individuals at the upper levels in the organization. According to Hack man and Oldham's Job Characteristics Model, reduced autonomy would be expected to result in lower motivational levels and ultimately in lower job performance. Also, the reduction in control resulting from lower levels of participation in the decision-making process can result in increased levels of stress. It would appear that decentralization is a more positive organizing mechanism from an individual perspective, although decentralization is not without some negative consequences. For exam...
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... Modern approaches to structure, such as the use of work teams, the adoption of a matrix structure, organizational learning, globalization, and the use of alternative employment relationships, reflect more of an organizing or process orientation to organizational structure, although they are not independent of centralization, formalization, and specialization. There are positive and negative aspects of all of these aspects of organizational structure, and context is important in understanding the choice of various aspects of organizational structure. It is recognized that structure should follow strategy so that the impact of the structure is consistent with the organization's strategy.
Works Cited
Puffer, S. M., (2004). Changing Organizational Structure: An Interview with Rosabeth Moss Kanter. Academy of Management Executive, 18, 96-105. http://library.tuiu.edu
The structural frame considers that right roles and relationship for people working in an organization to be one of the main keys to success. According to Bolman and Deal (2008), organizations are characterized by goals and objectives, well defined structure and division of labor, various forms of coordination and control, rational conduct and policies. These features help to make an organization more efficient and improve its performance. When an organization faces problems, they are resolved through analysis and restructuring.
Spector, B. (2013). Implementing organizational change: theory into practice. (3rd ed.). Upper Saddle River, NJ
... culture and structure allow managers to focus on the continual improvements of both the business and its employees. A strong culture and an appropriate business structure serve as the foundation for positive results from satisfied employees who are making the best possible decisions for the organization.
The Company observes the practice of decentralization where the responsibility and authority in all decision-making for the divisions’ operations lie in its respective division managers, except those relating to overall company policy.
(2014) is “the way in which leaders interact, make decisions, and influence others in the organization” (p 237). The culture needs to foster cooperation from all areas of an organization, while providing the ability for adaptation and growth. Not all organizations culture will be the same, there is not a correct one that can blanket all organizations to cozy success. (3) Talent Systems. Human capital drives all organizations, the right people need to be in the right jobs with the correct opportunities for growth and advancement. There must be a constant search for strategic thinkers and leaders able to step up with called upon. The authors mention “Talent Sustainability” (p. 248), there must be enough qualified employees ready to move up so the organization will not stall while searching for others to replace others due to attrition, or other opportunists. (4) Organizational Design, must take a number of variables into account while providing structure to an organization. Hughes et al. (2014) state “the design of the organization is a trade-off between options, each with advantages and disadvantages” (p 253). The correct design can help clear the hierarchy of an organization and the proper channels for
Kanter, R.M., Stein, B.A. and Jick, T.D. (1992) The Challenge of Organizational Change (New York: The FreePress).
Besides that, OB can serve managers, leaders and customers’ purposes. To begin with managers who have to expand their information about the attitude and group’s behavior to improve the organization work environment and to create a business plan to have a successful organization. First of all, managers can build a better workplace by recognizing the challenges that face any organizations because of some strategies that used in business environment. For example, one of the challenges are that having a cultural diversity in organization, so managers can build the organization with different cultures which help to encourage employee to do their job well and communicate with others in appropriate way. Secondly, managers can measure the effectiveness and efficiency; also, they can identify the strength and weakness of the organization. According to national institutes of health, Organizational effectiveness is about each individual doing everything they know how to do and doing it well (NIH, 2004). Moreover, OB offers ways that provide ways in how managers can trust their employees’ potential and using a reward system to enhance employees’ performance. OB is helping the managers on providing some strategies such as indentifying problems by searching and gathering information to have an accurate decision.
Organizational structure is one of the three key organizational assets that could contribute to the effectiveness of operations of any organization (Zheng, Yan and Mclean 2009) It is joined together by different flows of information, decision processes, hierarchy of authority, specialization and working materials. (Enz 2009; Mintzberg 1980) Furthermore, it also determines the operating workflow, control of information, decision-making in the organization and the line authority (Mintzberg 1980). The facets of the organizational structure, the relationships that exist within it, and how the business processes (Bititci et al 2011) are controlled, determine the managerial style that should be utilized in addition to the strategies the organization could implement. Going further, a company’s organizational design and the parts that constitute it are seen as a contributing factor to superior performance, which ultimately provide an organization with competitive advantage over its competitors. (Enz 2009; Zheng, Yang, and Mclean 2009)
The Different Ways Organizations Can Be Structured and Operated There are four major ways a company - organization can be structured and operate. P.C.G (o) Ltd I would dare say that is structured and operates with the functional structure. In order to make it clear and understandable I am analyzing here below the four ways that organizations can structure and operate. We will observe that all four structures have there advantages and disadvantages. In order also to assist you understand better the differences of the four ways that organizations can be structured see in Page 4 & 5 Figures 1,2,3 which are the layout of the organization charts for each structure: 1.
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.
Organizations can be configured in many different ways. Their overall classifications can be summarized by characteristics of complexity within the system, the level of formalization, and the centralization of decision-making power. The structure of each organization is influenced by many factors. Such factors include; the goods and services provided, the overall individuality of the staff providing the service and producing the products. The overall beliefs and values of the individuals performing the services that are being delivered, the technology that is utilized to help deliver the services and aid in product production, as well as the needs, desires, and generalized characteristics of the consumer population that requires or demand the product or service. (Yoder-Wise, 2007, p. 145) The organization will have different operating priorities based on its ownership. The main goal behind most business is to make money. The private owned institution strives to make its shareholders money, while a non-profit institution reinvests all of its revenue back into the orga...
Organizational structure is the way that an organization arranges people and jobs so that work can be performed and goals can be achieved. Good organizational design helps communications, productivity, and innovation. Many organization structures have been created based on organizational strategy, size, technology, and environment. Robbins and Judge (2011, p. 504) listed three common structures: simple, bureaucracy, and matrix. In this post the author will describe the matrix structure, and discuss its advantages and disadvantages.
Jones, G. R. (2010). Organizational theory, design, and change. 6th Ed. Upper Saddle River, NJ: Prentice Hall
Graetz, F, Rimmer, M, Lawrence, A, Smith, A 2002, Managing organizational change, John Wiley & Sons Australia, Queensland.
Organizations are established in specific ways to obtain different objectives, and the structure of an organization can help or restrain its advance toward accomplishing these goals. Organizations of different sized and types can achieve higher sales and other profit adequately by identifying their requirements with the structure they use to operate.