The Structure And Types Of Organizational Structure, And Cultures

1. Organizational structures and cultures

Organizations have different structures and cultures depending upon location, size, environment, etc. and have an impact on behaviour of its employees. It shows the flow of authorities, responsibilities and information of the business. Organizations can be structured on the basis of area, structure and functions.

TYPES

1) Simple

It is more of a flat structure where the control is centralised authority. This is also called a product structure and each unit could give different profits. This can be useful to encourage internal competition.

2) Bureaucratic

This is a highly formalised structure and has specialized departments. Control of the departments is narrow and decisions flow through a chain. This structure is implemented by medium to large scale organizations.

The advantage of this structure is specialization and the departments know exactly what is to be done. This structure is followed by Hilton Hotel.

3) Matrix

This structure consists of multiple lines of authorities. This is majorly implemented by research and developmental organizations, consultancies, etc. It enables the organization to focus on products and services delivered. It is useful for flexible working methods but possibility of conflict within teams may cause problems.

Others shown below are contemporary forms

4) Virtual

This organization gets its major/core functions outsourced. There is no departmentalisation and is centralized e.g. Nike.

5) Boundary less

These types of organisations have flattened hierarchies and minimum status ranks, e.g. Motorola.

This enables participative decision making.

6) Shamrock

Organisation is divided, each category is managed, organised and rewarded differently (Handy 1989). B...

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... work hard.

• If the task allotted to the employee is the one enjoyed by him/her, then employee is motivated to work long hours.

• Good environment and work rotation also acts as a motivating factor.

• If the management works for the career development and social needs of the employees then motivation would increase as stated in Abraham Maslow’s theory of self actualization.

• Allotment of responsibility would also improve the behaviour of the employee contributing to emotionally motivating them

Impacts

• A highly motivated employee will improve the efficiency of the processes in the organization.

• Moreover the quality of service provided will also improve leading to satisfied customers thereby higher goodwill for the business.

• Higher employee satisfaction would improve the attitude and environment of the entire organization.

• Employee turnover would also reduce