Organizational Design and Culture: A Case Study of Kellogg's

This report provides a comprehensive analysis of Kellogg's organizational design and culture. It begins by outlining the company's hierarchical structure, emphasizing its traditional corporate structure with a clear chain of command. The report then delves into Kellogg's organizational culture, highlighting its strengths in employee motivation, adherence to regulations, and adoption of new technologies. Furthermore, the report explores various organizational design theories and models employed by Kellogg's, including the departmental/functional model and the flatarchy model, discussing their advantages and disadvantages. Finally, the report examines the behavioral approach to management, focusing on how individual behavior, influenced by factors like biological/demographic characteristics, abilities, and perceptions, affects Kellogg's performance and structure. The conclusion summarizes the importance of effective organizational structure and culture for overall management and success.

Kellogg's relevant
theories and models
of organisational
design and culture

Table of Contents
INTRODUCTION...........................................................................................................................1
Task..................................................................................................................................................1
Structure of kellogg's...................................................................................................................1
Theories of organizational structure and culture.........................................................................3
Behavioural approach to management.........................................................................................4
Conclusion ......................................................................................................................................5
References........................................................................................................................................7
Books and journals .......................................................................................................................7

INTRODUCTION
Organizational design is a structure that refers all activities, task, coordination and
supervision in organization for achieve task and organizational goal. It is related to work flow of
organization and implement new changes like technology and people (Winnubst, 2017). So
organizational design majorly focus on increase profit and performance. Kellogg's is a public
organization that work of food processing. It was founded in 1906 by Will Kieth Kellogg.
Headquarter situated in battle creek and Michigan and us. Products is cereals, cookies, crackers
and frozen waffles. This report will be covered structure, culture and theories of design of
organization and culture.
Task
Structure of kellogg's
Traditional corporate structure are present in Kellogg's organization with chairman on top
position, chief executive officer, president at different position, vise president. It majorly focuses
on cereals. Hierarchical organizational structure are followed by Kellogg. Because it does
business at global level that has need of many departments and peoples so its chain of command
flow top to bottom. Senior and top management level make decision and passed from to bottom
for follow its decision. If bottom level members and officers want to make decision so it can do
but it has to take approval from top level. It has limited products like cereals, cookies and waffles
but its distribution at high level so this structure is very helpful for management and control
quality, design and production of organization. Many types of roles and helps provide through
this structure to organization members and peoples.
All members of organization from top level to bottom level and employees of kellogg's
has responsibility and authority clearly defined for work with efficiently and effectively. It does
business at global level so it has needs of effective management. Through this structure it divides
different department for every work like production, sales and marketing and human resource so
all knows their responsibilities and work with each other. Every work easily going and confusion
also not create about work and responsibilities (Madi, 2018).
Promotion of employees and members of kellogg's clearly evaluate according to their
performance because all have responsible for their work so management of organization evaluate
and analyze performance of employees and give promotion according to their performance. This
structure helps in motivate to employees as well.
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Command is clear clearly defined in kellogg's because it flows top to bottom so control of
command. Decision makes by people that has authority so it also helps in make unity and
employees also get order of any related by only authorized person so it prevents conflicts. This
structure helps in make discipline in organization and members of organization work with
effectively and efficiently for promotion and it increases sales and profit.
Disadvantage :-
Hierarchical structure also has disadvantage like communication barriers that means
many levels of management and departments are present in organization for do works and
expand business at global level. But due to many level communication barriers increase in
Kellogg's and coordination not establish. Because all are engaged in their own work and for
promotion competition also increase. So jealousy also increase among all employees through
promotion that it affect to organization.
Organization culture :-
Culture of organization is majorly affected to Kellogg's performance and it also helps in
motivate to employees and members. Its culture is very strong because all employees of
organization well knows that management expectation from them and it also depends on how
they respond in any situation (Chu, Feng and Lai, 2018).
In Kellogg's organization culture is very effectively established because management
listen to employees all feelings and expression and solve it. So conflicts also prevent through it
culture. It follows all rules and regulation for protect and provide safety to employees. That
means it follows laws and employment legislation for provide protection to members of
organization like health and safety, minimum wages and discrimination. So through these acts it
provides training for use safety tool and techniques for emergency and for safety on workplace.
It helps in reduce risk and illness that employees attract from these things and do work with their
full effort. Minimum wages act helps in provide fair wages to employees according to decided by
government so they also encourage from organization honesty. In Kellogg's organization
discrimination not present like discriminate to employees according to color, caste, disability and
region so employees in this organization do work effectively and it helps in increase sales and
profitability (Dedahanov, Rhee and Yoon, 2017).
Its culture is very strong and play vital role in success because it adopts new technologies
and innovations time to time for improve and develop their business at global level. Employees
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and customers attract and appreciate through it. Customers of Different countries demand
different products so through technology employees produce and not suffer and show
carelessness because organization invest huge capital in adopt technologies for provide facilities
to their members.
Culture of Kellogg's contribute in success and it effective performance. If culture of
organization not well establish so workers do not work effectively and labor turnover increase.
Reward and incentive strategy also well work in this organization that means top management of
this organization time to time evaluate and analyze performance of employees and give reward to
them according to their performance. So they motivate from this process and trust and
relationship well establish among them (Driskill, 2018).
Leadership and management Kellogg's follow effective style for handle and tackle all
situation and workers that they do work under them. Leaders are followed democratic styles for
tackle and handle to work and their situation. In this style leaders and supervisors take decision
not their own wish infect they include their all employees for making decision. It listens all
things and wants of members and then take decision this make strong and well culture in
Kellogg's and they work with efficiently because they feel belonging with workplace as well as
understand rights and authority.
Theories of organizational structure and culture.
Kellogg's follow different models for manage structure and culture of organization. It is
depended on revenue of company, members, location facilities and many other things so it
follows departmental or functional model and flatarchy model.
Departmental and functional model refers that Kellogg's do business at global level and
hierarchical structure are present in this organization. Because many departments and functions
are operated for systematic and proper production and distribution that it make very huge
structure. So this model use by company for give authority and responsibilities to members like
sales, customer services, accounting, production, marketing, finance and research and
development. Each department has separate managers and supervisors and employees as well
(Lu,Lai and Ma, 2017).
Advantage of this model is that divide peoples with specific skills and efficiency
according of their work than give responsibility. So in particular department employees focus on
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achieve target of department and meet objective that make well culture. Model is very useful for
large scale organization.
Disadvantage of this model that employees of Kellogg's focus on single objective so
they feel boring at point of time and knowledge gain by them only related to their field not to
other field. Conflict also create from this model because all are work for their own department
and management easily evaluate to their performance for give promotion so conflicts rise
through jealousy (Helms Mills and Mills, 2017).
Flatarchy model is related top hierarchical structure and Kellogg's follow this model. In
starting organization start their business with small level. This model refers that employees
making decision according to their knowledge because they are more productive and they can
direct communicate with top management. Through this model communication increase among
all employees of members. All departments are use flatarchy for control of management of
peoples and performance.
Behavioural approach to management.
Behavior approach is includes socials and psychological aspect of employees and
members of organization. These things direct affect to Kellogg's performance and structure. So
this approach is use by organization for prove and evaluate that behave and thinking of members
affect to performance, structure and culture or not. Through this management and leadership
understand behavior of employees and try to improve for achieve organizational target and meet
objective through do well behave with them. It also tries to feel employees that they are special
for the group and important assets for Kellogg's. For this thing's management of organization
provide employees satisfaction through understand their needs and wants and improve working
condition for attract them. It focuses on Maslow hierarchical theory for provide employees
satisfaction because if they get satisfaction so that it helps in make well behavior. So they focus
on their basic needs like food and clothes and shelter that is a basic needs and if it satisfies of
them, then human has needs of safety so for that they save money for future and get safety
through purchase insurance after that they have desire of love and they want to love and affection
then self esteem. In last need their desire is get self respect and everyone give respect to him so
all these things motivate to employees and their behavior maintain. Following elements of this
approach :-
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Individual behavior :- individual behavior of peoples of Kellogg's are closely related
with group and change in his behavior so individual evaluate and observe all changes that occur
in group. It affects to culture and structure of organization because set of individual make group.
Kellogg's mainly affected through them behave because it creates issues and no one follow any
order and rules and regulation. Many factors that affect to behave of individual (Winnubst,
2017).
Biological and demographic :- employees of Kellogg's belong to different backgrounds
because it does business at global level and they also have experience from different fields. So
this factors effect on performance and behavior of employees. It includes age, gender, race and
tenure. All these things affect behavior because if they work in different organization so they
have knowledge about other work. So it gets knowledge slowly and learn work and increase
confidence so these things direct effect behavior of individual.
Abilities :- abilities is majorly affected to behave of individual because every worker has
different abilities like intellectual, physical and self awareness abilities. That means memory and
capabilities of learning is intellectual abilities, physical stamina, strength and body coordination
is included in physical abilities and self awareness includes person feels about task so it manager
evaluate and solve it. All these things make different behavior of peoples (Stein, 2017).
Perception :- it is also a factor that affect to behave of employees and it affects to
Kellogg's because different perception of peoples are different that they listen and see many
things that make image in their mind and react according to their thinking. Like all people has
different taste, sound, speech, touch etc so perception make different from each other.
Economic factors :- it is majorly affected to behave of employees. It includes
employment level and through this they do not get job satisfaction. Wage rate effect to their
behave through different rates given by Kellogg's to employees so it impacts performance of
organization. Technological development affect to behave that it adopt new technologies and
innovation time to time so some workers are set with it but some are not change according to
technology (Cao, Huo, Li and Zhao, 2015).
Conclusion
From above study it has been summarized that effective organization structure is very
important for management of all work and performance. Culture of organization effect profit and
productivity of it. Employees are not work effectively if management not focus on culture like
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reward, promotion and their safety. It also covered that Kellogg's follow hierarchical structure
because its business is very wide and this structure helps in maintain all work of organization.
Behavior of employees affect to culture and structure of organization so management evaluate
time to time all things.
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References
Books and journals
Winnubst, J. 2017. Organizational structure, social support, and burnout. In Professional
burnout (pp. 151-162). Routledge.
Madi, S.A. And et.al., 2018. The Organizational Structure and its Impact on the Pattern of
Leadership in Palestinian Universities.
Chu, Z., Feng, B. and Lai, F. 2018. Logistics service innovation by third party logistics providers
in China: Aligning guanxi and organizational structure. Transportation Research Part
E: Logistics and Transportation Review. 118. pp.291-307.
Driskill, G.W. 2018. Organizational culture in action: A cultural analysis workbook. Routledge.
Helms Mills, J.C. and Mills, A.J. 2017. Rules, Sensemaking, Formative Contexts, and Discourse
in the Gendering of Organizational Culture . In☆ Insights and Research on the Study of
Gender and Intersectionality in International Airline Cultures (pp. 49-69). Emerald
Publishing Limited.
Winnubst, J. 2017. Organizational structure, social support, and burnout. In Professional
burnout (pp. 151-162). Routledge.
Stein, H.F. 2017. Listening deeply: An approach to understanding and consulting in
organizational culture. University of Missouri Press.
Cao, Z., Huo, B., Li, Y. and Zhao, X. 2015. The impact of organizational culture on supply chain
integration: a contingency and configuration approach. Supply Chain Management: An
International Journal. 20(1). pp.24-41.
Lu, E.P., Lai, G.C. and Ma, Q. 2017. Organizational structure, risk-based capital requirements,
and the sales of downgraded bonds. Journal of Banking & Finance. 74. pp.51-68.
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.
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