Organizational Design of Ready Cash

The essay discusses the organizational design of Ready Cash, a flat structured organization that operates in two major business lines. It analyzes the roles, responsibilities, and work structure of the organization and how it influences the ways by which managers collaborate with employees. The essay concludes that Ready Cash will be able to operate in a profitable manner with the help of implementation of flat structure.

Running head: ORGANIZATIONAL DESIGN OF READY CASH
ORGANIZATIONAL DESIGN OF READY CASH
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL DESIGN OF READY CASH
Introduction
Ready Cash is an organization that has its operations in two major business lines. The
first business line in this case is based on the sales of different second hand based goods and
also providing instant or short term based credits to the individuals. The organization is
owned privately and was established in the year 1957. At present Ready Cash employs more
than 700 people in different departments of the organization. More and more stores of the
organization are being added in different states in Australia. The growth based area of the
organization has also started increasing in the last few years (Ashkenas et al. 2015).
The essay will be based on the ways by which design can be developed for the
organization in for its future operations in the industry. The resource based and process
related needs of the organization will also be analysed and included in the design.
Organizational structure of Ready Cash
As discussed by Bai et al. (2017), the business model that has been followed by
Ready Cash is flat in nature and the organizational design has also been developed on that
basis. The organization mainly consists of different departments that operate under the
managers who are responsible for communicating with the employees. The communication
based process is important for the proper development of the future operations of Ready Cash
in the industry. According to Benzer et al. (2017), the managers or heads of various
departments are responsible for providing reports based on the operations of different
departments. The decision making based process is totally dependent on the reports that have
been provided by different departments regarding the operations. The goals and objectives of
the organization are also based on the ways by which Ready Cash is able to develop an
effective structure.

2ORGANIZATIONAL DESIGN OF READY CASH
Figure 1 – Organizational Design of Ready Cash
Source – Created by author
Roles, responsibilities and work structure of Ready Cash organization
CEO or management head of Ready Cash
As discussed by Dedahanov, Rhee and Yoon (2017), yhe CEO of Ready Cash has the
most significant responsibility in order to ensure the coordination between the different
departments. CEO has the responsibility of maintaining the position of the organization and
ensuring flawless performance of different departments as well. The plan which has been
developed by the organization for its future operations will be analysed and implemented in
an effective manner by the CEO. Consistency in the operations of different departments is an
important factor that is able to affect the work process of the CEO.
CEO
Finance
Department
Human Resource
Department
Sales Department
Operations
Department
HR manager Sales Manager Assets ManagerAccounts manager

3ORGANIZATIONAL DESIGN OF READY CASH
Sales department of Ready Cash
As discussed by Král and Králová (2016), the sales based department of the
organization is mainly responsible for the marketing and promotional activities that are
performed by the employees. The sales based objectives that have been set by Ready Cash
are also fulfilled by the sales department of the organization. The reduction of losses that can
be faced by the organization is a major function that can be faced by Ready Cash in the
industry.
According to Lee, Kozlenkova and Palmatier (2015), the major roles which are played
by the sales department of Ready Cash are mainly include, Director of sales, Sales manager
and the supervisors who are a part of different regional stores. The marketing manager of the
organization is also an important part of the ways by which different promotional activities
can be performed by Ready Cash. The communication and advertisement are considered to
be important responsibilities that are performed by the department.
Human resource department of Ready Cash
As discussed by Levine (2018), the human resource based department of the company
is mainly responsible for the ways by which employees are able to provide the highest levels
of performance. The human resource based manager of Ready Cash is able to manage the
organization and different operations of the organization as well. The Payroll Manager on the
other hand has to manage the compensation based levels of the employees. The compensation
provided to the employees are mainly related to their job process.
As opined by Král and Králová (2016), the responsibilities that are provided to
employees are analysed in order to decide the compensation levels. The HR manager of a flat
organization has major levels of responsibilities based on the ways by which employees can
be managed in such a manner so that they are able to provide best levels of services. The

4ORGANIZATIONAL DESIGN OF READY CASH
cooperation levels of employees also depend on the operations of a human resource manager.
The proper management of flat organizations is easier as compared to the organizations
which have various hierarchies. The human resource manager of Ready Cash will also be
able to manage the employees belonging to different departments easily within the flat
structure.
Operations Department
According to Mallén et al. (2016), the operations department is able to maintain the
assets of Ready Cash and the loans and risks that are faced by the organization as well. The
IT manager and Assets manager of the organization has the responsibility of managing the
logistics of Ready Cash. The goods that have been acquired by the organization are managed
by the members or the manager of Ready Cash. The database of the organization is managed
in an effective manner by the IT manager of Ready Cash. The information based on different
factors can be effectively gained by the IT manager of Ready Cash. Assets manager on the
hand is able to manage the cash flow in different stores of the organization. The storage
related factors are also managed by the organization effectively. The regional assets based
supervisors have some major responsibilities of the members who are a part of this
department (O'Neill, Beauvais and Scholl 2016).
Flat organizational structure Ready Cash
As discussed by Rahman Seresht, Alizadeh and Abdollahi (2017), the flat structure of
an organization is quite supportive for the ways by which different departments are able to
operate. The productivity levels of Ready Cash can be increased with the help of proper
implementation of flat structure. The hierarchical levels that are present in the organization
are also less and collaboration between employees and managers is high The control levels of
employees in organization that has a flat structure are high. The work culture of Ready Cash

5ORGANIZATIONAL DESIGN OF READY CASH
is decentralized in nature and the process of change implementation in these organizations is
also easy in comparison to the other organizations which have a hierarchical structure.
According to Rhee et al. (2017), the manager is also able to monitor different
organizational activities in a flexible way. Communication between employees and managers
is able to play a major role in the ways by which different organizational objectives can be
fulfilled. The feedback related factors are also considered to be important for the
organizations in order to manage the operations efficiently. The managers of each and every
department need to communicate with the employees who are a part of team. Feedback needs
to be provided by the employees to the managers and this feedback is further provided to the
CEO of Ready Cash.
As discussed by Wu (2015), the levels of productivity and rates of money transaction
are important factors that need to be considered by the CEO. The investments that can be
made in different operations of a flat organization are low. The departments that are a part of
a flat organization are managed with the help of managers and the cooperation that is
provided by the employees as well. The issues which are faced by the employees can be
easily solved with the help of flat structure that has been developed by Ready Cash.
According to O'Neill, Beauvais and Scholl (2016), the flat organizational structure
can be considered to be a major factor which is can improve the profitability levels and the
revenues of Ready Cash. The organization needs to interact effectively with the customers in
order to provide them with information that are required for meeting their demands and
needs. The employees who are a part of a flat structured organization are able to understand
the demands and needs of consumers within lower amounts of time. The cost effectiveness of
the structure is also able to play a major role in the ways by which Ready Cash can make
investments in many other organizational aspects. Flat organizations are able also able to

6ORGANIZATIONAL DESIGN OF READY CASH
understand and fulfil needs of employees in order to gain the levels of trust (Dedahanov,
Rhee and Yoon 2017).
Conclusion
The essay can be concluded by stating that Ready Cash will be able to operate in a
profitable manner with the help of implementation of flat structure. The organizational
structure is able to influence the ways by which managers are able to collaborate with the
employees. The proper communication and collaboration of different departments are
considered to be important factors that are related to flat structured organizations. The
managers of different departments of the organization are also able to play a major role in the
ways by which the operations are managed.

7ORGANIZATIONAL DESIGN OF READY CASH
References
Ashkenas, R., Ulrich, D., Jick, T. and Kerr, S., 2015. The boundaryless organization:
Breaking the chains of organizational structure. John Wiley & Sons.
Bai, W., Feng, Y., Yue, Y. and Feng, L., 2017. Organizational structure, cross-functional
integration and performance of new product development team. Procedia engineering, 174,
pp.621-629.
Benzer, J.K., Charns, M.P., Hamdan, S. and Afable, M., 2017. The role of organizational
structure in readiness for change: A conceptual integration. Health services management
research, 30(1), pp.34-46.
Dedahanov, A.T., Rhee, C. and Yoon, J., 2017. Organizational structure and innovation
performance: is employee innovative behavior a missing link?. Career Development
International, 22(4), pp.334-350.
Král, P. and Králová, V., 2016. Approaches to changing organizational structure: The effect
of drivers and communication. Journal of Business Research, 69(11), pp.5169-5174.
Lee, J.Y., Kozlenkova, I.V. and Palmatier, R.W., 2015. Structural marketing: Using
organizational structure to achieve marketing objectives. Journal of the Academy of
Marketing Science, 43(1), pp.73-99.
Levine, J., 2018. Organizational Structure. Handbook of Healthcare Analytics: Theoretical
Minimum for Conducting 21st Century Research on Healthcare Operations, pp.1-20.
Mallén, F., Chiva, R., Alegre, J. and Guinot, J., 2016. Organicity and performance in
excellent HRM organizations: the importance of organizational learning capability. Review of
Managerial Science, 10(3), pp.463-485.

8ORGANIZATIONAL DESIGN OF READY CASH
O'Neill, J.W., Beauvais, L.L. and Scholl, R.W., 2016. The use of organizational culture and
structure to guide strategic behavior: An information processing perspective. Journal of
Behavioral and Applied Management, 2(2), p.816.
Rahman Seresht, H., Alizadeh, M. and Abdollahi, H., 2017. The effects of organizational
structure and job characteristics on job satisfaction and organizational
commitment. Management Research in Iran, 20(4), pp.147-176.
Rhee, J., Seog, S.D., Bozorov, F. and Dedahanov, A.T., 2017. Organizational structure and
employees' innovative behavior: The mediating role of empowerment. Social Behavior and
Personality: an international journal, 45(9), pp.1523-1536.
Wu, Y., 2015. Organizational structure and product choice in knowledge-intensive
firms. Management Science, 61(8), pp.1830-1848.