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Analysis of Different Organizational Structures

   

Added on  2020-03-16

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ATHE - Unit A/615/2680: Organization Behavior- Assignment Answer-Student: SamerEllaham /ID:19488Document InformationUnit DescriptionATHE Assignment Answers/ Year:2017Unit SubjectOrganization BehaviorUnit ReferenceUnit A/615/2680ATHE Learner NameSamer EllahamATHE Learner ID19488Task 11.1 Analysis of Different Organizational StructuresDifferent organizations have different structures that are based on their objectives and culture. The structure of any organization would be the determinant of the way of the operations and the performances. Structures permit the responsibilities that are necessary for different processes and functions to be plainly allocated to different employees and departments. The most common forms of organizational structures are: flat, tall, hierarchical, centralized and decentralized (Naqshbandi and Kaur 2013). 1.1.1 Flat Structure:A flat organizational structure contains fewer levels of management betweenthe executive level and the front-line employees. The premises behind the flat organizational structure would be of empowering employees by means ofthem being turned into a bigger part of the decision-making process. This type of organizational structure displays good communication amongst the top management people and the employees, a good working spirit, lesser bureaucracy, easier decision making and fewer management levels (Lunenberg 2012). Toyota is an organizational example of flat structure, which has adopted 1

ATHE - Unit A/615/2680: Organization Behavior- Assignment Answer-Student: SamerEllaham /ID:19488this approach, and gained profits. Toyota had completely given up micromanaging its employees.1.1.2 Tall Structure:A tall organizational structure contains several levels of management and supervision. A long chain of command runs from the top of the organization to the bottom of it. The span of control is narrow, with a clearer managementstructure having clearer and distinct function in each layer. Coca Cola has tall organizational structure, it is managed by vertical hierarchy in which decision-making are made by upper level, while decisions related to daily operation are made by line manager who is in medium level.The tall structure of organization consists of various levels of hierarchy with multiple managers playing the roles of controlling and managing the employees and staffs. It is kind of complex, because of which, it takes more time to respond to the changes. The various levels of management within this organizational structure develop certain rules, regulations and laws that are needed to be followed by the lower level employees. The communicationprocess is managed quite easily, though the decisions made take lots of time. Because of the involvement of multiple managers and supervisors, the costs of managing the business operations are more and due to this, it creates certain complexities as well (Alvesson 2012). Examples of tall organizational structure could be IBM, Wal-Mart that followed this kind of structure because of its large size as well as various departments consisting of managers. 1.1.3 Hierarchical StructureInside the hierarchical structure of an organization, power and accountabilitywould be clearly quantified and allotted to the individuals in accordance to their standing and position inside the hierarchy. British Gas is an example of organization having hierarchical structure.2

ATHE - Unit A/615/2680: Organization Behavior- Assignment Answer-Student: SamerEllaham /ID:194881.1.4 Centralized and Decentralized StructureCentralized organizational structures have reliance only on a single individualfor making decisions and providing directions for the organization. On the other hand, decentralized organizational structures most of the time contain individuals who are accountable for taking different business decisions and the running of business (Pekgun, Griffin and Keskinocak 2016). Microsoft is a centralized organization, whereas Tesco has a decentralized structure. Craigslist and Facebook are examples of organizations having both.A proper organizational culture helps in managing shared values and beliefs to make people understand their roles and responsibilities and even understand how the organization functions. 1.2 Influence of Organizational Culture on Organizational effectiveness Organizational culture is considered by many as a factor that requires getting investigated from the perspective of organizational life. For accomplishing the objective of organizational performance level in the present competitive workplace, assessment of the degree of influence of the factors regarding this are getting more and more concentrated on by both academicians and practitioners. Organizational environment as being considered as a determining effect getting complex on the stratagem that enables the achievement of organizational level could play out a vital role in the association between organizational culture and organizational efficiency. The types of organizational culture have some relation with some organizational efficiency dimensions. In this association, the stability and variability of both the external and internal organizational environment and the values of the top managers have a moderating role to play. If commitment, possession of norms and values as per the organization, can beseen from the side of the employee, an increase in performance for 3

ATHE - Unit A/615/2680: Organization Behavior- Assignment Answer-Student: SamerEllaham /ID:19488achieving the organizational goals can be seen (Hatch and Cunliffe 2013; Powell and DiMaggio 2012).The satisfaction of customers can lead to attraction as well as retention of more customers, furthermore allow them to make decisions and reduce the chances of risks associated with the organization. To make loyal customers and influence their buying behaviors, it is important to provide rewards and other benefits through the usage of loyalty cards while making any purchases (Benn, Dunphy and Griffiths 2014). The loyalty cards are designedto target various market segments to whom the rewards shall be provided and ensure that they can be benefited somehow while making the next purchase through use of the loyalty cards. The organization must understandthe needs and requirements of the customers and provide the benefits and rewards according to that, which would create customer satisfaction, attract as well as retain the new and existing customers respectively (Büschgens, Bausch and Balkin 2013). 1.3 Impact of Learning on the Effectiveness of EmployeesA workforce that is engaged possesses the required skills, expertise and knowledge that is vital for any kind of organization who is looking for achieving high level of business success. In the present business scenario, learning and development has become an important mean of keeping employees engaged for maintaining the competitive advantage. Training andteaching employees is focused on imparting the skills that are required for doing this effectively. Flourishing organizations depend on their people for performing constantly well. This could be achieved only if the employees feelmotivated and engaged. Proper knowledge in employees can help them nurture their talents and assisting them in learning new things and improvingtheir performance eventually. Most employees want to feel like they are being productive and contributing something for their organization. Learning 4

ATHE - Unit A/615/2680: Organization Behavior- Assignment Answer-Student: SamerEllaham /ID:19488and development offers an option of addressing all the different human needs and largely improves employee engagement. The learning and development would be possible by training and developmental sessions provided to the employees by the organization, which could not only facilitate the process of communication but would also result in making the employees skilled enough to reach the business goals and objectives by moving in the right direction. Using advanced technology during the learning process could increase the scopes and effectiveness of the training and developmental programs provided to the employees (Bolman and Deal 2017). Technological influence could be created by electronic learning via web based training, use of mobile technologies such as I-pad and managing simulations as well. Virtual reality could provide simulated training for making employees skilled and knowledgeable and improve the learning process for the employees within the organization. The technological advancements could also support the growth and developmentof personal and professional career of the employees with ease and effectiveness (Carter et al. 2013). Companies who are investing in their people via learning and development processes are also seen in a more favorable light by the employees than those in the company who don’t. Linking objectives with the learning processwould help make the work effective for managers. If conducted efficiently, learning and development would be able to be the means of motivation and engagement with employees like never before (Cherian and Jacob 2013; Dries, Vantilborgh and Pepermans 2012). 1.4 Impact of Teamwork on Employee EffectivenessWorking in teams encourages employees into contributing to the organization as much as possible in their capacity for reaching some common goals. Working in teams makes sure of timely delivery of work, as employees working in teams are more reliable, confident, proactive and 5

ATHE - Unit A/615/2680: Organization Behavior- Assignment Answer-Student: SamerEllaham /ID:19488efficient. Teamwork increases the efficiency of employee, which ultimately benefits the organization and yielding of higher profits. Teamwork leads to the appropriate delegation of responsibilities in accordance with the expertise, knowledge and skills sets of the employees. If the employees get the option of contributing as per their specialization and experience, then targets would be achieved more easily. Individuals who are working in teamshave the option of interacting, discussing and brainstorming ideas for reaching any unique solution and also gaining from one another’s expertise. Work tales much lesser time when people having similar knowledge working in unison. Encouraging morning meetings at the office helps as the employees can come and meeting together on a common platform with theirteam leaders for planning their entire day. It is important that managers as well as the team members are aware of what the other team members are up to. It is impossible for people in working alone. Most of the problems evaporate if the employees get the option of voicing their concerns and discussing with their co-workers and supervisors (Farh, Seo and Tesluk 2012). There are various benefits of working as a team within the business organizations. First of all, it is easy to create a good culture and working environment and there are more scopes and opportunities to accomplish a task quickly and at the same time, focus on the enhancement of production level. The roles and responsibilities of the team members would be shared equally among themselves and tasks should be matched according to their skills and knowledge level. Team working could help people to communicate with each other effectively and even keep the goals and objectives clear and focused on (Cherian and Jacob 2013). Team working could also be possible by providing them with training and developmental sessions and furthermoreenhance their skills to understand their roles while working as a team. All these approaches could help in improving the team performance and 6

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