ORGANISATIONAL STRUCTURE & CULTURE

WHAT IS ORGANISATIONAL STRUCTURE

Definition:

An Organisational structure is where job tasks are formally divided, grouped, and coordinated.

Key Elements:

• Work specialization

• Departmentalization

• Chain of command

• Span of control

• Centralization and decentralization

• Formalization

WHAT IS ORGANISATIONAL STRUCTURE (CONT’D) Work Specialization

The degree to which tasks in the organization are subdivided into separate jobs.

Division of labor:

• Makes efficient use of employee skills

• Increases employee skills through repetition

• Less between-job downtime increases productivity

• Specialized training is more efficient.

• Allows use of specialized equipment.

WHAT IS ORGANISATIONAL STRUCTURE (CONT’D)

Departmentalization

The basis by which jobs are grouped together.

Grouping Activities By:

• Function

• Product

• Geography

• Process

• Customer

WHAT IS ORGANISATIONAL STRUCTURE (CONT’D)

Authority

The rights inherent in a managerial position to give orders and to expect the orders to be obeyed.

Chain of Command

The unbroken line of authority that extends from the top of the organization to the lowest echelon and clarifies who reports to whom.

Unity of Command

A subordinate should have only one superior to whom he or she is directly responsible.

WHAT IS ORGANISATIONAL STRUCTURE (CONT’D)

Span of ControlThe number of subordinates a manager can efficiently and effectively direct.

Concept: Wider spans of management increase

organizational efficiency.Narrow Span Drawbacks:• Expense of additional layers of management.• Increased complexity of vertical communication.

• Encouragement of overly tight supervision and discouragement of employee autonomy

WHAT IS ORGANISATIONAL STRUCTURE (CONT’D)

Centralization The degree to which decision making is

concentrated at a single point in the organization.

Decentralization The degree to which decision making is

spread throughout the organization. Formalization The degree to which jobs within the

organization are standardized.

COMMON ORGANIZATION DESIGNS (CONT’D)

Bureaucracy

A structure of highly operating routine tasks achieved through specialization, very formalized rules and regulations, tasks that are grouped into functional departments, centralized authority, narrow spans of control, and decision making that follows the chain of command.

THE BUREAUCRACY

Strengths Functional economies of scale Minimum duplication of personnel and

equipment Enhanced communication Centralized decision making

Weaknesses Subunit conflicts with organizational goals Obsessive concern with rules and regulations Lack of employee discretion to deal with

problems

TYPES OF ORGANIZATIONAL STRUCTURE

Functional structure: Groups people together because they hold

similar positions in organization, perform similar set of tasks, or use the same kind of skills. It also allows an organization to be effective

FUNCTIONAL STRUCTURE

Advantages :

1. Easy communication among specialists

2. Quick decisions

3. Learning

4. Facilitates performance evaluation for supervisor

5. Facilitates performance evaluation for peers

6. Creates teamwork

7. Creates a career ladder

Disadvantages:8. Serving needs of all products9. Coordination10. Serving needs of all regions

DIVISIONAL STRUCTURE

Divisional structure: Overlays functional groupings, allows an organization to coordinate intergroup relationships more effectively than functional structure. It can be a product, market or geographic divisional structure

Product : Each product division contains the functions necessary to the service or specific goods it produces

Market: The group functions into divisions that can be responsive to the needs of particular types of customers

Geographic: The group functions into regional divisions to service customers in different geographical areas

DIVISIONAL STRUCTURE

Advantages:

1. Quality products and customer service

2. Facilitates communication

3. Customized management and problem solving

4. Facilitates teamwork

5. Facilitates decision making

6. Clear connection between performance and reward

7. Customized service

8. Identification with division

Disadvantages:9. High operating and managing costs10. Poor communication between divisions11. Conflicts among divisions

MATRIX STRUCTURE

Concept: It is a complex form of organization used to

control their activities results in matrix structure. It simultaneously groups people into two ways – by the function of which they are member and by the product team on which they are currently working. They have two bosses: functional boss and product boss

MATRIX STRUCTUREAdvantages: Facilitates rapid product development Maximizes cooperation and communication between

members Facilitates innovation and creativity Facilitates face-to-face problem solving Provides a work setting in which managers can decide to

solve non-programmed problems Facilitates frequent product changes of membership in

product teams Freedom and autonomy to take responsibility for their work

activities

Disadvantages: Increase role conflict and role ambiguity High levels of work stress Limited opportunities for promotion

NEW DESIGN OPTIONS (CONT’D)

Virtual Organization

A small, core organization that outsources its major business functions.

Highly centralized with little or no departmentalization.

Concepts:

Advantage: Provides maximum flexibility while concentrating on what the organization does best.

Disadvantage: Reduced control over key parts of the business.

WHY DO STRUCTURES DIFFER?

Mechanistic Model

A structure characterized by extensive departmentalization, high formalization, a limited information network, and centralization.

Organic Model

A structure that is flat, uses cross-hierarchical and cross-functional teams, has low formalization, possesses a comprehensive information network, and relies on participative decision making.

Mechanistic Versus Organic Models

ORGANIZATIONAL CULTURE

Definition

A common perception held by the organization’s members; a system of shared meaning.

Elements Symbols: décor, signs, clothing Language: use of terminology Standards of behavior: meetings Slogans: sayings Heroes: those who embody the culture Mythology: stories that are repeated Ceremonies: special events, celebrations

DO ORGANIZATIONS HAVE UNIFORM CULTURES?

Dominant Culture

Expresses the core values that are shared by a majority of the organization’s members.

Subcultures

Minicultures within an organization, typically defined by department designations and geographical separation.

DO ORGANIZATIONS HAVE UNIFORM CULTURES? (CONT’D)

Core Values

The primary or dominant values that are accepted throughout the organization.

Strong Culture

A culture in which the core values are intensely held and widely shared.

LEVELS OF ORGANIZATIONAL CULTURE Underlying assumptions

Unspoken and unconscious but guide action

Espoused valuesStated in mission, ethical codes, etc.

ArtifactsVisible evidence of assumptions in

behavior, rituals, myths, etc.

WHAT IS ORGANIZATIONAL CULTURE? (CONT’D)

Culture Versus Formalization

A strong culture increases behavioral consistency and can act as a substitute for formalization.

Organizational Culture Versus National Culture

National culture has a greater impact on employees than does their organization’s culture.

Nationals selected to work for foreign companies may be a typical of the local/native population.

WHAT DO CULTURES DO?

Culture’s Functions:

1. Defines the boundary between one organization and others.

2. Conveys a sense of identity for its members.

3. Facilitates the generation of commitment to something larger than self-interest.

4. Enhances the stability of the social system.

5. Serves as a sense-making and control mechanism for fitting employees in the organization.

HOW CULTURE BEGINS

Founders hire and keep only employees who think and feel the same way they do.

Founders indoctrinate and socialize these employees to their way of thinking and feeling.

The founders’ own behavior acts as a role model that encourages employees to identify with them and thereby internalize their beliefs, values, and assumptions.

KEEPING CULTURE ALIVE Selection

Concern with how well the candidates will fit into the organization.

Provides information to candidates about the organization. Top Management

Senior executives help establish behavioral norms that are adopted by the organization.

Socialization The process that helps new employees adapt to the

organization’s culture. How Employees Learn Culture• Stories• Rituals• Material Symbols• Language

CREATING AN ETHICAL ORGANIZATIONAL CULTURE

Characteristics of Organizations that Develop High Ethical Standards High tolerance for risk Low to moderate in aggressiveness Focus on means as well as outcomes

Managerial Practices Promoting an Ethical Culture Being a visible role model. Communicating ethical expectations. Providing ethical training. Rewarding ethical acts and punishing unethical

ones. Providing protective mechanisms.

CREATING A CUSTOMER-RESPONSIVE CULTURE

Key Variables Shaping Customer-Responsive Cultures1. The types of employees hired by the

organization.2. Low formalization: the freedom to meet

customer service requirements.3. Empowering employees with decision-making

discretion to please the customer.4. Good listening skills to understand customer

messages.5. Role clarity that allows service employees to

act as “boundary spanners.”6. Employees who engage in organizational

citizenship behaviors.

CREATING A CUSTOMER-RESPONSIVE CULTURE (CONT’D) Managerial Actions :

• Select new employees with personality and attitudes consistent with high service orientation.

• Train and socialize current employees to be more customer focused.

• Change organizational structure to give employees more control.

• Empower employees to make decision about their jobs.

• Lead by conveying a customer-focused vision and demonstrating commitment to customers.

• Conduct performance appraisals based on customer-focused employee behaviors.

• Provide ongoing recognition for employees who make special efforts to please customers

RELATIONSHIP BETWEEN ORGANIZATIONAL STRUCTURE AND CULTURE?

Organizational structure is a mechanism through which effort and work is coordinated with supervision to produce the results that are hoped for from organizational culture.

The structure seems to be the conduits or lines of authority, the system set into place through which individuals can come together to fulfill the expectations of organizational structure.

If the football team is the organizational

culture, the specific coaches and players

comprise the organizational structure.

THANK YOU