Organizational Structure And Culture Essay

Understand the relationship between organizational structure and culture.

1.1 Compare and contrast different organizational structure and culture.

Structure in one way is the planning of duties used for the job to be done whereas culture is the intricate as a whole which includes information, belief, art, ethics, customs and any other potentials and habits obtained by members of a society.

An organization is a ‘social arrangement for the controlled performance of collective goals’ according to Buchanan and Huczynski. Chester Barnard also described an organization as ‘a system of co-operative human activities’. Organization can also be define as; ‘A deliberately formed group of human being with known boundaries and common goal’. Or, a group

We have we have various organizational culture. Power culture which is also known as web structure. This is usually and commonly associated with the small organizations. This is where the central character, usually the founder has all authority and is typically surrounded by people they get on with and usually seen with empowerment since there is lot of trust between the webs. There is a central power source and the rays of influence spread out from that central figure. In this type of organization individuals rather than a group make all the decisions. The danger of this sort of culture is that, because it is autocratic, there can be a feeling of suppression and lack of challenge in the workforce. Since this is associated with small organizations there are not many theories associated with it and are only seen in smaller companies, which shows it, will only work on small scale. The role culture is typical of bureaucracies. In the role culture, the jobs that people do – are more important than the people themselves. Managers have power and influence due to their status within the organization and not because of personal influence or expertise. Business would be divided into various functions (e.g. finance, marketing, production, accounting.). These would then have a hierarchical ordering of offices (e.g. Finance director, Production manager, Supervisors, operators.). Role cultures can only be successful where the environment in which the business is operating remains stable. Where a business faces rapid change, the role culture is likely to collapse. The large organizations, which can be difficult to control often, have a role culture. Task cultures have become very important in business in the first decade of twenty first century. The task culture focuses on getting the job done. Groups or teams