Designing a Collaborative Organizational Structure

The assignment content appears to be a research paper on organizational structure and its impact on employee performance. The paper highlights the importance of understanding the level of interest and motivation among employees, as it can significantly influence their work quality and productivity. It suggests that organizations should focus on creating a collaborative environment where workers feel valued and motivated to perform well. The paper also references various studies and research papers that support its findings.

Research Project

TABLE OF CONTENT
TASK 1............................................................................................................................................1
1.1................................................................................................................................................1
1.2................................................................................................................................................2
1.4................................................................................................................................................4
1.5................................................................................................................................................5
TASK 2............................................................................................................................................6
2.1................................................................................................................................................6
2.2 & 2.3......................................................................................................................................7
TASK 3............................................................................................................................................9
3.1 & 3.2......................................................................................................................................9
3.3..............................................................................................................................................15
TASK 4..........................................................................................................................................16
IN PPT.......................................................................................................................................16
REFERENCES..............................................................................................................................17

TASK 1
1.1
Introduction
In today's modernised business era, a precise development of organisational structure and
culture is referred to be an utmost consideration of all the businesses. It is mainly with reference
to their defined objectives with a general target of making timely distribution of goods and
services to the clients and users. An organisational structure with its own influential power is
additively impacted by varied other factors in terms of their designed goal, size and quality of
work that they are referring to provide their customers (Ashkenas and et.al., 2015). There
together exists certain extrinsic factors along with the cultural dimensions of their respective
markets with reference to which, the organisational structure can in turn take varied accessible
forms. However, the chosen structure of the enterprise will eventually govern the entire
organisation with a significant orientation of their culture. An organisational culture showcases
the integral attributes of work along with a meticulous depiction of their workplace environment.
In addition to which, they together determines the associated factors of an establishment where
both its structure and culture envisions their forthcoming abilities.
Background of the study
A coherent aim of this study is to determine the impact of organisational structure and
culture on business performance of ASDA, UK where it has also framed some relevant number
of objectives to carry out the research in a substantial manner. This is where employees are
always considered to be a principle association of ASDA where they are treated with enormous
esteem and are well preserved in an honourable position (Englmaier and Leider, 2012). With an
analogous reference to it, the personnel resources are directly affected by an adopted set of
organisational structure and culture that in turn impact on their relative work performances. This
subsequently impacts upon the productivity of the entities like ASDA with a simultaneous effect
on their sales and profitability rates. It is thus important for the administrative parties of ASDA
to make a clear referral of their intrinsic stakeholders like employees, shareholders and investors,
etc., in adapting a peculiar structure of their firm. This will ultimately regulate their
organisational culture and some relatively undertaken projects of the enterprise.
Research aims and objectives
1

The main aim of this study is “To determine the impact of organisational structure and
culture on business performance: a study on ASDA, UK”. On whose basis, below defined are
some framed objectives that are required for a meticulous orientation of the research-
 To ascertain the concept of organisational structure and culture in ASDA.
 To discover the factual relationship among the structure and culture of ASDA.
 To identify the influential means of these associated factors that directly impacts upon the
business performance of ASDA. To recommend considerable ways of enhancing the business performance by inculcating
some contemporary formats of organisational structure and culture at the workplace of
ASDA.
Research questions
 What is the concept of organisational structure and culture in ASDA?
 What depicts a factual relationship among the structure and culture of ASDA?
 What are the influential means of both these factors that directly impacts upon the
business performance of ASDA?
1.2
This section is to depict the rationalised context of the study with reference to ASDA that
has given a prior sense of electing this particular topic to the investigator. Organizational
structure and culture are two interconnected concepts of an establishment that directly defines
the behaviour of the appointed set of workforce. This is for instance to describe about a
considerable structure of the organisation that in turn reflects a strong organisational culture
(Fellows and Liu, 2015). Employee engagement is also a definite part of these concepts where
the personnels of ASDA can refer to interact within an open format of communication. This will
in turn assists the workforce to make an open discussion with their employers where they can
also tend to share their work related concerns with them. A leading beneficial tact of such work
environment will also lead to combat any conflicted situation at the workplace with lesser
number of dispute among the workers.
1.3
This section is to critically analyse the defined measures of this survey with respect to
attain its outlined aims and objectives. It has therefore represented three of its major intents as
stated below-
2

Concept of organisational structure and culture
Forrow and et.al. (2012) have stated organisational structure and culture to be the two
leading terms in an establishment that envisions a long term probability of success. It is where
the structure defines the hierarchical structuring of the venture with relation to depict their
considerable size and other quantifiable terms. Culture is however stated to address the working
surrounds of a workplace in terms of canvassing a relative interest of the workforce as mentioned
by Harper (2015). He has also stated some major forms of an organisational structure where most
of the establishments mainly works in either a functional or divisional set of work. Martin and
et.al. (2012) with a contradictory sense have stated that an adopted organisational structure in
turn designs the culture of the workplace and thereby acts as a guiding approach at the
workplace. Their exists some affiliated organisational culture such as a role, task, power or
person culture, etc., and out of which, most of the companies refers to work within two leading
approaches of role, task and power culture.
Factual relationship between organisational structure and culture
Petkova (2016) have addressed a factual relationship between these terms where both are
interdependent on one another. It is mainly with reference to the dependable nature of one
another where an organisational structure tends to decide the culture of the workplace.
Psacharopoulos (2014) with a contrary perspective have stated that the adopted set of culture is a
dependent clause where it is entirely relied upon the organisational structure. This is however a
realistic scenario that has ultimately proved them to be two interlinked clauses where both of
them are conditional on one other.
Influential means of this factor that directly impacts upon the business performance
An adopted set of organisational structure and culture is considered to make a direct
impact on the business performances of the ventures as explicated by Skaggs and Galli-Debicella
(2012). It is mainly due to their leading influential means where both of them will firstly make a
significant impact on the behavioural consent of the workforces. Tracy (2012) with another
reflective sense have declared that an optimistic culture along with a collaborative structure of
work will definitely result into some substantial outcomes. It is where the solicitous entities will
hereby acquire certain positive measures of enhanced productivity with an augmented market
shares, sales and revenues in the market which will consequently benefit all their affiliated
stakeholders with an increased ratio of profitability.
3

1.4
This is to fundamentally define the adopted methodology of investigating the elected
subject matter with some below mentioned tools that will in turn aid the researcher to
systemically conduct the survey.
Research design- The current investigation hereby depicts a descriptive study which is based
upon a general subject matter of organisational structure and cultural (Venkatesh, Brown and
Bala, 2013). These are the two premise compositions of each and every corporation that in turn
reflect their entire work prospectives.
Research approach- The present study have defined an inductive approach of carrying out the
study by the investigator where it will be easy to apply the specific context of the elected topic
on a generalised context of other correspondent companies (Taylor, Bogdan and DeVault, 2015).
Data collection- The recent survey have opted for both the measures of primary and secondary
aggregation of data. In which, the primary method is usually done with a direct approach of
interviewing the responders via a designed set of questionnaire (Shoghi, Ghobadi and Habibi,
2013). The secondary data however opts for another approach of gathering the subsisting
information via online sites, books and journals.
Sampling- The present research have opted for a selective zone of 5 managers from ASDA
enterprise that has depicted a purposive sample distribution (Tuckman and Harper, 2012).
Data analysis- The present report have opted for a qualitative analysis of data with well-defined
formation of themes.
Ethical issues- A researcher at the time of making an investigation faces various type of issues
where a primary concern is to maintain the private consent of the amassed information. This is
mainly with reference to use some tactful measures by which any third party cannot assess the
collected set of data without any prior permission of its major involved parties (Petty, Thomson
and Stew, 2012). Another ethical concern is to conduct a moralised and philosophical survey
with authentic sources of data. A primary data collection however depicts a genuine format
where a direct approach is usually being used by the researcher. Whereas, the investigator is also
accountable for referring to some trustworthy sources of internet while attempting a secondary
data collection.
1.5
Key Activities Week Week Week Week Week Week Week Week 10 Week 11
4

1 2 & 3 4 5 6 7 8 & 9
Preparation of
Introduction
Literature Review
Collection of
Secondary
Information
Examination of
the Collected Data
Research Design
Research
Methodology
Acquiring Primary
Data
Analysing Primary
and Secondary
Data
Conclusion and
Recommendations
Completion of
Leftover Work
Revision and Draft
Final Submission
5

TASK 2
2.1
Demographic information
Name:
Age:
 From how long you are working in ASDA?
◦ 2 years
◦ 3 years
◦ 5 years
◦ More than 5 years
 What is the present organisational structure of ASDA?
◦ Lined
◦ Functional
◦ Divisional
◦ Matrix
◦ Hybrid
 What organisational culture is being followed by ASDA?
◦ Role
◦ Task
◦ Power
◦ Person
◦ Clan
 Are you satisfied with both these enforced strategies of operating the organisation in
terms of its implicated structure and culture?
◦ Yes
◦ No
 Organisational structure and culture enormously affects the business performance.
◦ Strongly agreed
◦ Agreed
◦ Neutral
6

◦ Disagree
◦ Strongly disagree
 What are the influential means of an adopted organisational structure and culture that
directly impacts upon the business performance?
◦ Enhanced sales and revenues
◦ Increased market shares
◦ Augmented productivity
◦ Raised profitability index
◦ All of the above
 Does your organisation refer to change their adopted structure and culture to
correspondent with the changing period of time?
◦ Yes, they often used to adapt the new trend.
◦ Sometimes we are able to address the altered mode of working
◦ No, they always work into a standardised format with no such modifications.
 Kindly provide your valued proposals to amend the business performance with some
precise adaptation of organisational structure and culture at your workplace.
______________________________________________________________________________
______________________________________________________________________________
_________________________________________________________
2.2 & 2.3
The above collected data that has been congregated from the referred respondents of the
survey is as depicted below. It has however showcased a primary approach of accumulating the
information with a set base of total 5 top managerial bodies of ASDA. It is thereby considered to
be an essential mean by with the gathered information from the framed set of questionnaire
should generate a factual, precise and circumstantial outcome to determine respectable set of
belief and schemes. The data generated from the respondents is as mentioned below:
From how long you are working in ASDA ? Number of respondents
2 years 0
3 years 1
5 years 2
More than 5 years 2
7

What is the present organisational structure
of ASDA?
Number of respondents
Lined 0
Functional 2
Divisional 3
Matrix 0
Hybrid 0
What organisational culture is being
followed by ASDA?
Number of respondents
Role 2
Task 0
Power 2
Person 1
Clan 0
Are you satisfied with both these enforced
strategies of operating the organisation in
terms of its implicated structure and
culture?
Number of respondents
Yes 4
No 1
Organisational structure and culture
enormously affects the business
Number of respondents
8

performance.
Strongly agreed 2
Agreed 2
Neutral 1
Disagree 0
Strongly disagree 0
What are the influential means of an adopted organisational
structure and culture that directly impacts upon the business
performance?
No of respondents
Enhanced sales and revenues 1
Increased market shares 1
Augmented productivity 0
Raised profitability index 1
All of the above 2
Does your organisation refer to change their adopted structure
and culture to correspondent with the changing period of time?
No of respondents
Yes, they often used to adapt the new trend. 2
Sometimes we are able to address the altered mode of working 3
No, they always work into a standardised format with no such
modifications.
0
TASK 3
3.1 & 3.2
An overall assessment of the above framed questionnaire has depicted some major
queries of the researcher with a further assistance of scrutinising the obtained results. This will in
turn aid the investigator to conduct a precise study of the elected subject matter with a
9

subsequent attainment of its defined aims and objectives. It will also enable them to take some
considerable decisions for the enterprise with some further depiction of work strategies. With a
similar context of it, the above information has been concentrated from a predefined set of 5 top
level managers of ASDA from each organisational fields of sales, marketing, operation and
production, etc. The questionnaire have thus generated some respectable themes to carry out the
qualitative research, as represented below-
Theme 1: Most of the managers are hereby working in ASDA with a minimal period of at least
than 3 years.
Interpretation: The above depicted table have stated that 2 out of 5 number of respondents are
working in ASDA from more than 5 years. It is similar to yet another alternative of mere 5 years,
where it has also portrayed an analogous statistics of total 2 managers who are working from a
long time period of 5 years. However, their exists only a single administrative body in ASDA at
an upper level position who is working here from only last 3 years.
Theme 2: Majority of responders are agreed with only two alternatives of organisational
structure that is being enforced in ASDA.
10
2 years 3 years 5 years More than 5 years
0
0.5
1
1.5
2
2.5
Most of the respondents are working from a longer period of
time
Number of respondents

11
Lined Functional Divisional Matrix Hybrid
0
0.5
1
1.5
2
2.5
3
3.5
Functional and Divisional structures are defined as the two most common
organisational structure
Number of respondents

Interpretation: This is mainly with reference to the above acquired statistics where none of the
respondents have referred to the three bestowed options of lined, matrix and hybrid
organisational structure. They have rather approached for the other two options in which 2 of
them have agreed that they are presently operating in a functional organisational structure.
However, 3 of the responders have united upon a divisional set of their organisational structure.
Theme 3: Most of the respondents have agreed by 3 conferred alternatives of organisational
culture that is currently being enforced in ASDA.
Interpretation: The above table have described a major unification of the referred responders in
three provided choices of role, power and clan culture that has been incorporated in ASDA. It is
where total 2 respondents out of 5 have declared a role culture in ASDA with that of 2
responders in power and only 1 for clan culture.
Theme 4: Here, a majority of responders are mitigated by the implemented organisational
structure and culture of ASDA.
12
Role Task Power Person Clan
0
0.5
1
1.5
2
2.5
Almost all organisational cultures are being adopted by ASDA
Number of respondents

Interpretation: This is on basis of the above determined facts where out of 5 responders, 4 of the
managers in ASDA have a contented sense by the applied structure and culture of ASDA. This
states a favourable outcome in support of ASDA where such fulfilled upper level bodies will
graciously handle the work related prospects of ASDA with a valuable sense of working.
Theme 5: Most of the respondents are hereby agreed by the influential terms of organisational
structure and culture where they directly impact upon the business performance.
13
Yes No
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
Most of the managerial bodies in ASDA are satisfied with its
set structure and culture
Number of respondents

Interpretation: The above defined table have clearly envisioned that almost all of the responders
have accepted that an integrated structure and culture of the organisation directly affects the
ongoing business performance. With respect to which, 2 from the total number of 5 responders
are strongly agreed to it with an equivalent ratio of 2 more respondents with a mere agreed
consent. However, their exists a single responder under a neutral consideration about the same
which means that it may or may not affect the business performance.
Theme 6: After considering a large scale ratio of respondents in favour of an adaptive
organisational structure and culture at the workplace, almost all of the responders have also
renders some justified reasons for it.
14
Strongly agreed
Agreed
Neutral
Disagree
Strongly disagree
0
0.5
1
1.5
2
2.5
Almost all the responders are agreed by both these concepts
Number of respondents

Interpretation: The above illustration have referred to a collective information of 5 responders
out of which, 1 of them is in favour of all five bestowed alternatives with an equivalent ratio of
the other four options. It is where the remaining answerers have voted in approval of enhanced
sales and revenues, an increased shares in the market, a raised profitability index and an
augmented state of productivity that can be attained by a considerable adaptation of
organisational structure and culture. This shows the major concern of top level authorities where
they are highly distressed to outlook the beneficial tact of their organisation from an integral
point of view by together outlining the performance of their subordinate workers.
Theme 7: Almost all the respondents have accepted the clause of change in their existent
organisational structure and culture with an altering period of time with a distinct perception of
each.
15
Enhanced sales and revenues
Increased market shares
Augmented productivity
Raised profitability index
All of the above
0
0.5
1
1.5
2
2.5
No of respondents

Interpretation: As per the illustrated responses of the above referred query, it has been
ascertained that almost all the responders have rendered a considerable answer with respect to
ASDA. It is where 2 of them have agreed by the frequently modifying structure and culture of
their workplace with 3 of the respondents who aforesaid that they are rarely able to address any
such modification in the organisational structure and culture of ASDA.
3.3
The above conducted study was based upon a prior aim of determining the impact of
organisational structure and culture on the business performance of ASDA, UK. It was carried
out with some prime objectives of ascertaining the concept of organisational structure and
culture in ASDA by together discovering a factual relationship among both the terms. Wherein
the last investigation was carried to identify the influential means of both these associated factors
that will directly impact upon their business performance. It is therefore on interpreting the entire
considered facts and figures of the above conducted research work in which, both organisational
structure and culture have depicted an essential role in the establishments. It is mainly with
reference to an integrated relationship between the structure and culture of the organisation
where they together effect the business and its affiliated work performances. An adopted
structure hereby depicts the set culture of the enterprise which in turn makes a direct impact upon
16
Yes, always.
Sometimes
No
0 0.5 1 1.5 2 2.5 3 3.5
Company has adopted new structure and culture with the
changing period of time
No of respondents

the other affiliated bodies of the firm. With a similar context to it, the above carried investigation
have stated that all 5 referral of managers posted in ASDA at different administrative positions.
All of them are mostly in agreement with this dual nomenclature of organisation structure
and culture that have directly impacted upon their business performances with their leading
influential quality. As a result to which, they have also presented their distinguished thoughts
that has further portrayed their valid standpoints. It is where an affirmative change in their
existent business performance have been envisioned by all of them and as a result to which, they
have also explicated certain factual clauses related to it. It is fundamentally in terms of an
augmented sales and revenues in the market with increased number of profitability ratio and an
enhanced rate of productivity by the subordinate employee as well. However, a further
recommendation on the basis of above interpreted outcome is to continually adapt the ongoing
trends. With reference to which, it is suggested that ASDA should constantly look after their
operational prospectives and accordingly change the structure and culture of their workplace.
The adapted form should however correspond with the interest level of their workers where they
will in turn work with a collaborative and valuable sense for making timely and productive
submission of their work which will also showcase an impelling work quality of ASDA.
17

TASK 4
IN PPT
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REFERENCES
Books and Journals
Ashkenas, R. and et.al., 2015. The boundaryless organization: Breaking the chains of
organizational structure. John Wiley & Sons.
Englmaier, F. and Leider, S., 2012. Contractual and organizational structure with reciprocal
agents. American Economic Journal: Microeconomics. 4(2). pp.146-183.
Fellows, R. F. and Liu, A. M., 2015. Research methods for construction. John Wiley & Sons.
Forrow, S. and et.al., 2012. The organizational structure and governing principles of the Food
and Drug Administration's Mini‐Sentinel pilot program. Pharmacoepidemiology and
drug safety. 21(S1). pp.12-17.
Harper, C., 2015. Organizations: Structures, processes and outcomes. Routledge.
Martin, R. and et.al., 2012. Anatomy of a paradox: Management practices, organizational
structure and energy efficiency. Journal of Environmental Economics and Management.
63(2). pp.208-223.
Petkova, E., 2016. a model of the organizational structure of the hotel company that allows the
performance of processes. Quaestus. (8). p.170.
Petty, N. J., Thomson, O. P. and Stew, G., 2012. Ready for a paradigm shift? Part 2: Introducing
qualitative research methodologies and methods. Manual therapy. 17(5). pp.378-384.
Psacharopoulos, G. ed., 2014. Economics of education: Research and studies. Elsevier.
Shoghi, B., Ghobadi, M. and Habibi, S., 2013. Relationship between the Organizational
Structure and the Entrepreneurial Intention of the Employees with Regard to the
Mediating Role of Knowledge Management. International Science and Investigation
journal. 2(3) pp.40-55.
Skaggs, B. C. and Galli-Debicella, A., 2012. The effects of customer contact on organizational
structure and performance in service firms. The Service Industries Journal. 32(3).
pp.337-352.
Taylor, S. J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods:
A guidebook and resource. John Wiley & Sons.
Tracy, S. J., 2012. Qualitative research methods: Collecting evidence, crafting analysis,
communicating impact. John Wiley & Sons.
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Tuckman, B. W. and Harper, B. E., 2012. Conducting educational research. Rowman &
Littlefield Publishers.
Venkatesh, V., Brown, S. A. and Bala, H., 2013. Bridging the qualitative-quantitative divide:
Guidelines for conducting mixed methods research in information systems. MIS
quarterly. 37(1). pp.21-54.
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