Question

In complete and descriptive responses, describe the organizational structure at your current or most recent place of employment using the organizational characteristics discussed in Chapter 14.

• Describe the organization's structure.
• Do you think the structure is appropriate to the operations and supportive of the organizational goals? Why or why not?
• What changes do you think might make the formal structure better?  
• Why do you feel that might be the case?  
• What costs might you incur as a result of your proposed changes?

Answer 1

In my latest business, the association structure was heirarchical anf unbending. At the Top sits the MD/CEO, underneath him is VP. Beneath VP, there are heads of different divisions Operations, account, Admin, Sales, Pre-Sales, HR, IT and so on. Under every division head, they have a few levels-Senior Manager, Manager, Assistant Manager and Executive. It was bureaucratic and Functional association structure.

As and when association develops, certain degree of rules and guidelines are required to set the representatives point towards the objectives and set them up to concentrate on it as it were.

In my organization, such sort culture was to some degree worthy. In any case, there were part numerous guidelines and order that imparts dread in the representatives. representatives don't want to work for the organization entire heartedly. There was part of bureacracy. Nobody was happy to take choice autonomously. Everybody had a dread in the event that my choice outcomes in negative effect, at that point I will be the one to confront the fault. Habitual pettiness was the most loved passtime of the organization. Such things restricts the development of the organization. No worker would think ever to help the association. He will consistently advance his wellbeing first.

Every single monetary and arrangement choice requires the endorsement of MD. With this, the usage time were very long and a large number of choices regularly fell into the deathbed as no solid endeavors were taken by representatives to help their requests. I accept, no obvious pioneer could make due in such association if MD doesn't permit workers to take choice freely.

Such sort of association culture has constrained the organization's development potential. To patch up the organization, there must be sure dynamic forces at the Department Head level as well. HR must be given some influence to burn through cash on representative government assistance. No organization can become agreeably except if the representatives feel associated with the association. There voices must be heard and present day time arrangements must be embraced to supplant old reasoning style strategies.

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