More handpicked essays just for you.
Organization structure essay abstract
Organization structure essay abstract
Organisational structure and its core principles
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Organization structure essay abstract
After researching the top 100 companies for class, Zappos.com popped up as one of the top places to work for in 2013. I found an article on Quartz’s website that could explain all the positive reviews about the company. “Zappos is Going Holacratic: No Job Titles, No Managers, No Hierarchy,” examines the company culture of Zappos, and why they are switching from a hierarchal, powerful organization to a holacratic organization (Groth, 2013). Traditionally, the majority of organizations are ordered in some type of hierarchy with communication running from the top to the bottom (Kokemuller). These organizations tend to struggle with power relationships, because there is so much distance between those in charge, and employees (Kokemuller). What Zappos has implemented is a holacracy. According to an article, “Holacracy: How it Works,” a holacracy is defined as, “a distributed authority system – a set of “rules of the game” that bake empowerment into the core of the organization. Unlike conventional top-down or progressive bottom-up approaches, it integrates the benefits of both without rel...
Companies tend to have two very different business models. In Michael Lewis’s “Pyramids and Pancakes”, Lewis talks about how Askme.com found distinctions between the two business structures. There is the first, which is a pyramid. Lewis states that, “In pyramid-shaped, hierarchical organizations, the bosses tended to appoint themselves or a few select subordinates as the ‘experts’. Questions rose up from the bottom of the organization, the answers flowed down from the top, and original hierarchy was preserved, even reinforced”(95). The second business model is a pancake. Lewis states that, “In less hierarchical, pancake-shaped companies, the bosses
Management does not communicate with the workers, so they cannot discuss problems that are accruing, and possible solutions that may help the business run smoother. You can see this at Carson’s, the study mentioned that employees had no say in important decisions and were even afraid to address concerns to management. The study also mentioned that employees were not given proper constructive criticism. Instead of management teaching employee’s better ways to handle tasks, they would get upset and punish their employees. This is another aspect to an Exploitative Authoritative structure. According to text, all rewards are given to management. Instead of rewarding good things that their employees do, management punishes and threatens. After looking at the Exploitative Authoritative System that was used to run the Carson’s location, it is easy to see how and why the employees are
Under corporate governance, the Board of Directors has majority power. After shareholders elect the Board, said Board selects the CEO who is responsible for managing the business. The key problem with Chipotle’s central and formal governance is that their strategy does not encourage innovation or employee moral. Instead, the Board of Directors decides what they feel Chipotle’s franchisees should implement, and tells managers to relay their decisions to in-store employees. Therefore, corporate representatives strive to improve in-store quality through strict supervision of each franchisee. They make decisions regarding all processes from the preparation of the product, customer service, and marketing strategies, which are enforced at each location. This system is slow and decreases efficiency. Since store employees are kept out of the immediate circle, it is difficult for them to have confidence in Chipotle’s operations, resulting in low employee empowerment. Two solutions to consider include bridging gaps between hierarchical levels and making the company more decentralized. Chipotle can implement a few liaisons (brokers and structural holes) to make sure that all professional networks within corporate and store levels are communicating effectively and working as a
One has to work hard to consider their values in particular issues and how strongly they feel. This is the choice many people make when they invest in mutual funds, and have no idea where their mutual funds are invested. Many vocal opponents to shopping at Wal-Mart might discover they hold investments in the Wal-Mart. There are 1050 mutual funds that are invested in Wal-Mart, some of the largest mutual funds in the world. There are many people who have no idea where their investments lie. If you want to be true to your value against shopping at Wal-Mart, you need to be careful to remove yourself from investments that support Wal-Mart. You have to review your investments and find out where your money is invested.
General Motors became a “centralized organization, so decision-making authority is concentrated in the hands of top-level managers, and little authority is delegated to lower levels” (Ferrell et al., 2015, p. 199). Centralized organizations have little upward communication and top-level manager may not be aware of problems and unethical activities. According to Ferrell et al., (2015), it has been noted that “centralized organization may exert influence on their employees because they have a central core of policies and codes of ethical conduct” (p. 201). Conversely, to survive at GM employees praised the CEO intelligence and carried out their orders by keeping a low profile, and never made waves. GM rewarded employees who followed the old traditional ways and those that challenged their thinking lost promotion opportunities or their jobs. However, General Motors experienced conflict between corporate management responsibility and social responsibility. Consequently, General Motors “attempted to implement a new mentality upon its management in a short period of time” (Goussak, Webber, & Ser, 2012, p. 49) by changing the company’s environment, but
John Updike’s “A&P” is a great short story to evaluate the complexity of human relationships and the challenging values of the world. The story is from the narrator’s point of view. The story setting takes place at a market where Sammy and his fellow co-worker witness three women come in and captivate their attention. The most beautiful girl, named “Queenie”, truly gets Sammy’s attention. The three girls were wearing nothing but bathing suits, which leads to the the manager causing a scene at the register. The narrator is so upset that the manager acted harshly towards the women that he quits on the spot and walks out of the market. Throughout the story, there are various complexions and values arise in the narrator’s mind.
Walmart, the world’s largest retailer and private employer, has established a highly profitable business centered on a low-cost strategy that utilizes logistical efficiencies to create a competitive advantage. Yet, to maintain this low-cost strategy, Walmart has engaged in ethically questionable practices, including gender discrimination in promotion and pay. While the Supreme Court recently ruled against class certification of 1.5 million women in the Dukes v. Walmart case due to a lack of proof that Walmart operated under a “general policy of discrimination”, overwhelming evidence demonstrates that gender discrimination is a persistent problem rooted in the culture of Walmart, despite gender-neutral policies (Biskupic, 2011).
Haymarket Affair: The Haymarket affair (also known as the Haymarket Massacre or Haymarket riot) was a bombing at a labor demonstration on Tuesday May 4, 1886, at Haymarket Square in Chicago. At Haymarket Square in Chicago, Illinois, a bomb was thrown at a squad of policemen attempting to break up a labor rally. The police responded with wild gunfire, killing several people in the crowd and injuring dozens more. The demonstration, which drew some 1,500 Chicago workers, was organized by German-born labor radicals in protest of the killing of a striker by the Chicago police the day before. Midway into the rally, which had thinned out because of rain, a force of nearly 200 policemen arrived to disperse the workers. As the police advanced toward
1) With which of the international competitors listed in the case is it most interesting to compare Inditex’s financial results? Why? What do comparisons indicate about Inditex’s relative operating economics? Its relative capital efficiency? Note that while the electronic version of Exhibit 6 automates some of the comparisons, you will probably want to dig further into them?
If an employee is not accessible, it could lead to negative ramifications from the management team, no matter the toll, physical or emotional. The scathing article was shared with Amazon employees and CEO of Amazon.com, Jeff Bezos, which denies these allegations. In a memo shared with his staff, Bezos encourages employees to read the negative report. Any type of behavior describing these abusive actions were encourage to be reported to Human Resources or directly to the CEO (Cook, 2015). How can this damaging reputation be remedied? The purpose of this case study, through business analysis, will provide recommendations how to improve the employee culture at Amazon.com.
Business strategy and model: Zappos.com had a differentiation strategy with which they had differentiated themselves from the rest of the market. They had use a unique corporate culture in their company which was one of the major competitive edges of the company. According to the CEO of the company, Tony Hsieh, that everything that they had done at Zappos such as their relationships with 1,200 to 1,500 brands, policies and website style could be copied, however, the only thing that no one could copy from them was their unique culture. Zappos had 10 unique core values as a basis of their company’s culture, employee performance and their overall operations. They were hiring and firing people on the basis of their abilities that whether they were living up to these core values or not.
These results are promised of holacracy as a result of the fact that it differs greatly from the traditional hierarchy organizational structure. De Kamp explains that, “in Holacracy the organizational structure consists of a holarchy of self-organizing teams, called ‘circles’. This holarchy of circles emerges in the process and evolves over time. Hereby Holacracy aspires to result in a natural hierarchy focused on work instead of individuals” (pg.16). By implementing this structure of “circles”, an organization distributes leadership throughout the entire organization instead of leaving it in the hands of just a few individuals. This allows employees to be in touch with the changing environment, thereby allowing them to sense opportunities, or “tensions”, to improve the organization as a whole (pg.17). With Holacracy, job titles are not assigned to employees or management because they are often status related and don’t describe the actual work the individual does. Instead, individuals are given roles that “have a specific purpose and include real responsibility and authority… allowing everyone to become a leader of their roles and a follower of others” (de Kamp pg.17). This takes office politics out of play and allows employees to better fulfill their roles in their circle as
In the case, Marks & Spencer and Zara, it discusses two business process designs that each company took. You first had Marks & Spencer, who had a more traditional approach. Their chain started of with the buying team, design, developers, merchandisers, technologist, suppliers, logistics, and lastly the store. Zara, however, comes up with a new innovative design. With this new design in effect the delivery of new collections only has a lead-time of 5 days. They were able to cut down this time due to the fact that products where mainly produced on Galicia.
This research has asked us to look into three different styles of management and find real life examples of companies or individuals who have or are currently using such styles of management. To begin we will take a look into the use of an autocratic style of management versus a participative. In this portion we will look into Leona Helmsley and her chain of hotels. Once this potion is completed, our next section will be looking into a centralized style of management versus a decentralized style. In this section of the research, we will be looking into Apple Inc and how they have built an empire with a centralized style of managing philosophy. Finally, in the final section of the research we will be taking a look at how Google has created an informal environment in which employees have direct access to executives and have the ability to share thoughts and ideas that are taken serious and to the heart.
An organization is a collection of individuals who do the same job. An organization can also be seen as a structure where arrangements or classifications are done. In most organizations, the proceedings are usually profitable, and for this reason, care needs to be taken when handling it. The classifications present in an organization are important in ensuring distribution of duties (Katzenbach & Smith, , 2008). Classifications may be viewed as rankings, ranging from the boss at the top to the servants and laborers at the bottom. It is apparent that the bosses at the top demand some degree of respect and honor from the employee under them. Fortunately, respect is one thing that has to be earned.