ABC Media Pvt. Ltd.: Organizational Structure and Culture Report

This report focuses on designing the organizational structure and culture for a new subsidiary of ABC Media Pvt. Ltd., aiming to compete with social media giants like Facebook. It proposes a functional organizational structure, emphasizing clear hierarchies and streamlined operations. The report then advocates for an adhocracy culture, promoting adaptability, employee empowerment, and innovation, which is crucial in the rapidly changing social media landscape. The report highlights the benefits of an adhocracy culture, such as fostering creativity and risk-taking, and suggests a reward system to motivate employees. The conclusion reinforces the suitability of the adhocracy culture for ABC Media, aligning with its mission and vision.

ORGANIZATIONAL BEHAVIOUR –
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Table of Contents
Introduction...............................................................................................................................3
Organizational Structure............................................................................................................3
Organizational Culture...............................................................................................................4
Adhocracy culture.............................................................................................................................4
Adhocracy culture for ABC Media Pvt. Ltd........................................................................................4
Conclusion..................................................................................................................................5
Bibliography...............................................................................................................................6

Introduction
ABC Media Pvt. Ltd. has planned to develop a new subsidiary that would compete with
Facebook and has hired a new consultant to design the organisational structure, culture,
reward system and adaptability for the subsidiary. Therefore, this report is aimed at designing
a new subsidiary for ABC Media Pvt. Ltd.
Organizational Structure
An organisation structure is used to define the hierarchy of an organisation. The
organisational structure can vary from one company to another (Alton, 2017). The most
common types of organisational structures are functional, divisional, matrix and flatarchy.
For ABC Media Pvt. Ltd., a functional organisational structure will best suit its business type.
The flowchart given below describes the organisational structure of ABC Media Pvt. Ltd.
A functional structure will divide the company on the basis of the functions that it is
supposed to perform and will allow each functional department to focus on their core
activities. A simple organisational structure will provide a greater clarity to the employees
about their roles and position in the organisational hierarchy. A functional structure would
assist the organisation in speeding up its operations by eliminating duplication of efforts and
wastage of time in communication (Gleeson, 2018). It would divide the employees of the
company on the basis of their specialities and a group of people having similar specialities
CEO
Board Of
Directors
Finance
Human
Resource
Management
Advertising Web
Development Security Customer
Care Legal

will be able to create synergies for the success of the organisation. Further, a functional
structure will also increase the control of the managers over their respective divisions.
As the company would not require multiple offices, a functional structure would suit its
business type and would prevent wastage of resources. Each of the functional division would
be able to carry out their jobs smoothly and the decision-making process would also become
easier and less time consuming. The organisational structure designed for ABC Media Pvt.
Ltd. will also promote better coordination amongst various divisions because of its simplicity.
Organizational Culture
An organisational culture is a set of deeply embedded values and beliefs that govern the
behaviour of an organisation’s workforce. The culture of an organisation is largely
responsible for keeping the employees closely knitted with each other and a good
organisational culture will always keep the employees motivated to create synergies and
achieve organisational goals and objectives. The culture of an organisation can vary from one
company to another but the most commonly used organisational cultures are the clan culture,
the adhocracy culture, the market culture and the hierarchy culture. Each organisational
culture has its own advantages and disadvantages and the selection of an organisational
culture is mainly dependent on the business type and organisational goals.
Adhocracy culture
Adhocracy culture is an organisational culture that is based upon the ability to quickly adapt
to the changing market conditions. This type of organisational culture is characterised by
flexibility, high employee empowerment and promoting individuals to take initiatives.
Leaders of an organisation, which has an adhocracy culture, are often the ones who take risks
and the people behind innovations (The Tipster, 2013). For an organisation with an
adhocracy culture, success is considered to be achieved when there are new developments
and resources discovered. Google, one of the leading tech giants, also uses an adhocracy
culture to foster rapid innovation and development in its workplace. Using such a culture, the
company has been able to rule the world of technology since decades.

Adhocracy culture for ABC Media Pvt. Ltd.
ABC Media Pvt. Ltd. is planning to enter into a business segment that experiences very
frequent changes and neck-to-neck competition. Social media websites require a lot of
innovation and development of new features in order to remain competitive and offer value
propositions to the customers. In such a business environment, fostering an adhocracy culture
would help ABC Media Pvt. Ltd. in embedding the right morals and ethical values amongst
its employees.
An adhocracy culture will make the workplace more dynamic, entrepreneurial and will also
promote creativity amongst the employees. Leaders following an adhocracy culture are often
risk takers and the employees will also follow their leaders. Taking risks, along with a sense
of creativity, will motivate the employees to conduct experiments and think differently to
develop innovative products and services, which could add value to the website (Ocai-Online,
n.d.). Further, an adhocracy culture also promotes freedom amongst the employees and
believes in empowering the employees to take initiatives. Such a culture would keep the
employees motivated and engaged in their jobs, which would ultimately boost the
performance levels of the workforce.
In an adhocracy culture, success is said to be achieved when the workforce is able to develop
a new product that are unique and can help in achieving a competency. Attaching a reward
system with achievement would help ABC Media in keeping the employees motivated and
performance oriented. When such values are instilled in the mind of the employees, they will
strive harder to meet the performance expectations of the employers and earn the rewards that
are associated with success (Tharp, 2010). Adhocracy culture will also foster a highly
dynamic environment in the workplace, which is of utmost importance because the division
would experience a lot of internal and external environment changes in its work operations.
As a result, the employees of the division would be more open to organisational changes
because of the values that their culture has embedded in the workplace.
Conclusion
Organizational cultures cannot be generalized for business organizations or an industry
because each company has its own mission and vision. A successful organization culture is

the one which fosters the right values amongst the employees and directs them towards the
achievement of their company’s mission and vision and for ABC Media Pvt. Ltd., an
adhocracy culture would prove to be one such culture.

Bibliography
Alton, L. (2017, July 9). 4 Common Types of Organizational Structures . Retrieved
December 5, 2018, from www.allbusiness.com: https://www.allbusiness.com/4-
common-types-organizational-structures-103745-1.html
Gleeson, P. (2018, June 30). Benefits & Disadvantages of a Functional Organizational
Structure . Retrieved December 5, 2018, from smallbusiness.chron.com:
https://smallbusiness.chron.com/benefits-disadvantages-functional-organizational-
structure-11944.html
Ocai-Online. (n.d.). Organizational Culture Types . Retrieved December 5, 2018, from
www.ocai-online.com: https://www.ocai-online.com/about-the-Organizational-
Culture-Assessment-Instrument-OCAI/Organizational-Culture-Types
Tharp, B. M. (2010). Four Organizational Culture Types. Retrieved December 5, 2018, from
semanticscholar.org:
https://pdfs.semanticscholar.org/b0e2/fd342fcf402920e264f15070276b79be1e25.pdf
The Tipster. (2013, May 14). 4 Types of Organizational Culture . Retrieved December 5,
2018, from www.artsfwd.org: https://www.artsfwd.org/4-types-org-culture/