Organizational Structure, Emotions, and Effective Team Characteristics

This article discusses the advantages and disadvantages of divisional organizational structure, the impact of positive and negative emotions in the workplace, and the importance of open communication in effective team characteristics. It also explains how these characteristics relate to teamwork and how they can help improve the work environment. The article includes references to support the information provided.

Running head: INTRODUCTION OF MANAGEMENT
Introduction of management
Name of the student:
Name of the university:
Author note:

1INTRODUCTION OF MANAGEMENT
Answer to Q1:
1.1 Explain an organizational structure including its advantages and disadvantages:
Organizational structure is widely known to have a variety of structure stating different
functionality and hence, productivity. Popularly, few structures are line organizational structure,
divisional organizational structure, matrix organizational structure and hybrid organizational
structure (Islam, Jasimuddin and Hasan 2015). In this study, the main focus is on the Divisional
organizational structure.
The divisional organizational structure is further divided into various sections like
function, product, project, geographic territory and combination (Earnhart and Leonard 2016).
Departmentalization into various kinds of functions serves a varied range of purposes. Therefore,
the different departmentalization based on distinguished functions provides a different set of
advantages and disadvantages to its possessor. Departmentalization is done to address a
distinguished set of functions.
Advantages: Divisional structure helps to an emphasis on the end result. It enables
focusing on a particular product line. HODs are connected to each other by means of functional
division. Hence, reporting is in a much-improved form. It further means that product-wise
emphasis is bigger which is supported by a differentiation of the product lines and facilitation of
improved communication between SEO and the HODs. Production of managers is another
advantage. Due to a separate division of distinguished product lines, senior or skilled employees
get ample of time to get settled with the managerial skills. Measurement of performance
becomes easier due to the emphasis on the end result of the separate product line. Emphasis on

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profits gets deeper due to the separation of product lines into the different division (Carley and
Prietula 2014).
Disadvantages: The structure is costly as managers are needed for the separate product
line. Hence, it is feasible only for a few organizations. Recruitment of more managers may be
required if the organization lacks to have sufficient bench of managers. It may also have a lack
of specialization as more resources are required (Dedahanov, Rhee and Yoon 2017).
Answer to Q2:
2.1 Defining emotions:
Emotion can be defined as a short-term or even a long-term belief that employee carries.
This may be understood as perceptions which employees possess. Such perceptions are the result
of external influences such as the workplace environment, employee behavior and the
organizational policies (Vranjes et al. 2018). Emotions can be both positive and negative.
Positive emotions may be extremely advantageous for employees and also the employers. On the
other hand, negative emotions may be harmful as well. There are lists of positive emotions such
as enthusiasm. One of the negative emotions is anxiety (Vranjes et al. 2018).
2.2 Impact of one positive and one negative emotion at the workplace:
Impact of one positive emotion (Enthusiasm): Enthusiasm is one of the keys to
employee’s success. Employees filled up with sheer enthusiasm perform to their potential.
Enthusiasm in someone is self-generated and in few, it is created under the influence of some
external factors. Those who are born with the enthusiasm they excel at the different stage that
they become a part of. It helps them in academics to stand against the odds and deliver the

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performance. It keeps them calm and composed in trouble situations when they are at their work.
External resources can be anything which is motivating to its bearer. In academics, this can be
the tutors. At home, parents can motivate. Effective leaders or the managers influence at the
workplace (Wall, Russell and Moore 2017).
Impact of one negative emotion (Anxiety): This is immensely threatening to the
productivity at any level in life. It can be fatalistic during the studies. Employees with anxiety
due to various reasons like work-pressure, employer's work policies, workplace environment,
and others are in severe threats. Anxiety is one of the causes of mental illness. Mental illness
does not only affect the performance but, it also hampers he personal life. Those who have
anxiety are not able to concentrate on their personal things also (Hoffmann 2016).
Answer to Q3:
3.1 Describing one characteristic of an effective team
3.1.1 Explain and give a definition of the selected characteristic
Team characteristics are of various kinds; however, in this section, the focus will only be
on the "open communication". Open communication can be defined as a state where
organizations claim to have practicing an effective communication. Effective communication in
this regard means that there are no barriers in between the management and the employees.
Additionally, team members do also practice effective communication when they exchange an
open communication. It means they give no values to such thing that might also damage the team
spirit. One of such things is racism that affects the cultural values and also gives space to cultural
conflicts in the team (Gordon, Feldman and Leonard 2015).

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3.1.2 Discuss how this characteristic relates to teamwork
Open communication does have an influence on teamwork. When the team members
have open communication between them it means they are aggressive to the solution
(Cornelissen and Cornelissen 2017). They do it through an elaborated discussion. However,
when one or few members lack in open communication, that really affects the team’s
productivity. It is because they develop a tendency to form few smaller groups within the team
and hence, remain confined just to their selected kind of group. On the other hand, when a team
promotes the open communication there will be no place for racism. Racism is indeed a reason
for team conflicts (Cornelissen and Cornelissen 2017).
3.1.3 How the chosen characteristic can help improve the work environment:
The chosen characteristic if positively being implemented, team productivity will
definitely improve. It is important to know what keeps a team away from the performance.
Racism, hatred feelings for others and conflicts are some of the possible reasons that affect the
team's productivity. An open communication is indeed the solution. Open communication gives
ample time to team members to settle their differences and be like a team. Open communication
promotes the team spirit and cooperative nature. Hence, coordination within the team will
improve that is essential to the success of a project (Neuliep 2017).

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References:
Carley, K.M. and Prietula, M.J., 2014. The" virtual design team": Simulating how organization
structure and information processing tools affect team performance. In Computational
organization theory (pp. 19-36). Psychology Press.
Cornelissen, J. and Cornelissen, J.P., 2017. Corporate communication: A guide to theory and
practice. Sage.
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.
Earnhart, D. and Leonard, J.M., 2016. Environmental audits and signaling: The role of firm
organizational structure. Resource and Energy Economics, 44, pp.1-22.
Gordon, S., Feldman, D. and Leonard, M. eds., 2015. Collaborative Caring: Stories and
Reflections on Teamwork in Health Care. Cornell University Press.
Hoffmann, E.A., 2016. Emotions and emotional labor at worker-owned businesses: Deep acting,
surface acting, and genuine emotions. The Sociological Quarterly, 57(1), pp.152-173.
Islam, M.Z., Jasimuddin, S.M. and Hasan, I., 2015. Organizational culture, structure, technology
infrastructure and knowledge sharing: Empirical evidence from MNCs based in
Malaysia. Vine, 45(1), pp.67-88.
Neuliep, J.W., 2017. Intercultural communication: A contextual approach. Sage Publications.

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Vranjes, I., Baillien, E., Vandebosch, H., Erreygers, S. and De Witte, H., 2018. Kicking someone
in cyberspace when they are down: Testing the role of stressor evoked emotions on exposure to
workplace cyberbullying. Work & Stress, pp.1-21.
Wall, T., Russell, J. and Moore, N., 2017. Positive emotion in workplace impact: the case of a
work-based learning project utilising appreciative inquiry. Journal of Work-Applied
Management, 9(2), pp.129-146.