2 L earning ObjectivesBe able to describe predominate organizational structureTell what factors influence the amount of centralization and decentralization.Explain how formalization is used in organizational design.
3 L earning ObjectivesDiscuss Woodward’s findings on the relationship of technology and structure.Explain how environmental uncertainty affects organizational design.Explain the relationship between strategy and structure
4 Defining Organizational Structure The formal arrangement of jobs within an organization.Organizational DesignA process involving decisions about six key elements:___________________________________________________
5 Purposes of Organizing Divides work to be done into specific jobs and departments.Assigns tasks and responsibilities associated with individual jobs.Coordinates diverse organizational tasks.Clusters jobs into units.Establishes relationships among individuals, groups, and departments.Establishes formal lines of authority.Allocates and deploys organizational resources.
6 Organizational Structure Work SpecializationThe degree to which tasks in the organization are divided into separate jobs with each step completed by a different person.Overspecialization can result in human diseconomies from boredom, fatigue, stress, poor quality, increased absenteeism, and higher turnover.
7 Departmentalization by Type FunctionalGrouping jobs by functions performedProductGrouping jobs by product lineGeographicalGrouping jobs on the basis of territory or geographyProcessGrouping jobs on the basis of product or customer flowCustomerGrouping jobs by type of customer and needs
11 Process Departmentalization AdvantageMore efficient flow of work activitiesDisadvantageCan only be used with certain types of products
12 Customer Departmentalization AdvantageCustomers’ needs and problems can be met by specialistsDisadvantagesDuplication of functionsLimited view of organizational goals
13 Organization Structure (cont’d) Chain of Command is the continuous line of authority that extends from upper levels of an organization to the lowest levels of the organization and clarifies who reports to who.
14 Organization Structure (cont’d) AuthorityThe rights inherent in a managerial position to tell people what to do and to expect them to do it.ResponsibilityThe obligation or expectation to perform.Unity of CommandThe concept that a person should have one boss and should report only to that person.
15 Organization Structure (cont’d) Span of ControlThe number of employees who can be effectively and efficiently supervised by a manager.
16 Organization Structure (cont’d) Width of span is affected by:Skills and abilities of the managerEmployee characteristicsCharacteristics of the work being done____________________________
17 Organization Structure (cont’d) CentralizationThe degree to which decision-making is concentrated at a single point in the organizations.Organizations in which top managers make all the decisions and lower-level employees simply carry out those orders.
18 Organization Structure (cont’d) DecentralizationOrganizations in which decision-making is pushed down to the managers who are closest to the action.Employee EmpowermentIncreasing the decision-making authority (power) of employees.
19 Organization Structure (cont’d) FormalizationThe degree to which jobs within the organization are standardized and the extent to which employee behavior is guided by rules and procedures.Highly formalized jobs offer little discretion over what is to be done.Low formalization means fewer constraints on how employees do their work.
20 Mechanistic versus Organic Organization • High specialization• Rigid departmentalization• Clear chain of command• Narrow spans of control• Centralization• High formalization• Cross-functional teams• Cross-hierarchical teams• Free flow of information• Wide spans of control• Decentralization• Low formalization
21 Contingency Factors Structural decisions are influenced by: Overall strategy of the organizationSize of the organizationTechnology use by the organizationDegree of environmental uncertainty
23 Contingency Factors (cont’d) Strategy and StructureAchievement of strategic goals is facilitated by changes in organizational structure that accommodate and support change.Size and StructureAs an organization grows larger, its structure tends to change from organic to mechanistic with increased specialization, departmentalization, centralization, and rules and regulations.
24 Contingency Factors (cont’d) Technology and StructureOrganizations adapt their structures to their technology.Woodward’s classification of firms based on the complexity of the technology employed:Unit production of single units or small batchesMass production of large batches of outputProcess production in continuous process of outputs
25 Woodward’s Findings on Technology, Structure, and Effectiveness
26 Contingency Factors (cont’d) Environmental Uncertainty and StructureMechanistic organizational structures tend to be most effective in stable and simple environments.The flexibility of organic organizational structures is better suited for dynamic and complex environments.
27 Common Organizational Designs Traditional DesignsSimple structureLow departmentalization, wide spans of control, centralized authority, little formalizationFunctional structureDepartmentalization by functionOperations, finance, human resources, and product research and development
28 Common Organizational Designs Traditional DesignsDivisional structureComposed of separate business units or divisions with limited autonomy under the coordination and control the parent
29 Strengths and Weaknesses of Traditional Organizational Designs
30 Contemporary Organizational Designs Team structuresThe entire organization is made up of work groups or self-managed teams of empowered employees.
31 Contemporary Organizational Designs Matrix and project structuresSpecialists from different functional departments are assigned to work on projects led by project managers.Matrix and project participants have two managers.In project structures, employees work continuously on projects; moving on to another project as each project is completed.
32 Contemporary Organizational Designs Boundaryless OrganizationAn flexible and unstructured organizational design that is intended to break down external barriers between the organization and its customers and suppliers.Removes internal (horizontal) boundariesEliminates external boundaries
33 Removing External Boundaries Virtual Organization - consists of a small core of full-time employees and that temporarily hires specialists to work on opportunities that arise.Network Organization - a small core organization that outsources its major business functions (e.g., manufacturing) in order to concentrate what it does best.Modular Organization A manufacturing organization that uses outside suppliers to provide product components for its final assembly operations.
34 Organizational Designs (cont’d) The Learning OrganizationAn organization that has developed the capacity to continuously learn, adapt, and change through the practice of knowledge management by employees.
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