1. ORGANISATIONAL STRUCTURE

2. AKO ORGANISATIONAL STRUCTURE
MANAGER
AKO MANAAKI
AKO LINK
SUPERVISOR
SUPERVISOR
BARISTA
BARISTA

3. FLAT ORGANISATIONAL STRUCTURE
A flat organisational structure is one which has minimal levels of management between the manager and the employees. How ever with the fewer layers of management it calls for a wider span of control, this means that it is more easier to communicate between the levels of management with more ease.
With a flat organisational structure it calls for more employees to take initiative and taking more responsibility for decision making. This as a positive would create a more motivated workplace amongst the employees.
A flat organisational structure allows for small business to change how its run in response to the market, this includes what the customers are wanting and the competitors.
Advantages: With the fewer levels of management, it allows for an easy flow of decision making between management teams and level. Because this structure removes layers of management there is more speed or communication amongst the employees.
Disadvantages:
With this sort of structure employees often lack with who they are reporting to, this easily creates confusion around management.
A flat organisational structure is more seen with small business such as Ako Manaaki and Ako Link.

4. AKO DESCRIPTION
A flat organisational structure applies to both Ako Manaaki and Ako link, this is because it is a small business meaning the there are fewer levels of management.
In this case there is the manager, Mark Lane who is positioned on the organisational structure at the top of the hierarchy. Then there is the supervisor who is the lady who foresees both cafes and makes sure everything is under control. Lastly there is the baristas, in each cafe there is one main barista and then they get the occasional help from others if need be.
From this it is easy to see just how small the organisational structure is and how many levels of hierarchy there is.

5. TALL ORGANISATIONAL STRUCTURE
PHILIP CULLEN – CHIEF OPERATING OFFICER
MARK LANE
SUPERVISORS
SUPERVISORS
SUPERVISORS
SUPERVISORS
BARISTA
BARISTA
BARISTA
BARISTA
BARISTA
BARISTA
BARISTA
BARISTA

6. TALL ORGANISATIONAL STRUCTURE
A tall organisational structure has many more levels of hierarchy then that of the flat. There are more managers involved taking charge of their own group of people to order. With a tall structure, brings more complication and complexity.
Because of how large tall organisational structures can be, it makes it harder for them to make rapid changes in response to what the customers are wanting or what the competition brings.
A tall structure means more managers who take on a small number of employees to supervise. This is a benefit because they are able to supervise more closely and spend extra time training employees.
As any business grows the number of management levels also increases and therefore the organisational structure gets tall creating a tall structure.
Advantages: Because of the narrow span of control, it allows for closer supervision of employees and more time and effort spent on training employees, this creates a good work place to work in as your efforts are more recognized.
Disadvantages: As an organisation begins in increase in size this is where the problems start to occur. Communication can be hard to control as there are many levels in which it has to travel and this can cause miscommunication, decision making then gets harder to put into action.

7. COMPARISON – FLAT VS TALL
Span of control:
The span of control is the number of subordinates that a manager is responsible for. In this case the flat organisational structure is an example of a wider span of control. This is because it is a small business with little level of management meaning it gives employees more of a chance to branch out and be independent. The tall organisational structure is more of a narrow span of control and this allows for closer supervision for employees.
Centralisation:
This is when decision making is kept at the top of the hierarchy, being the manager of the boss of the organisation. This prevents other parts of the small business from becoming too independent, however the decision making is a much faster process then in a flat structure.
Decentralisation:
This is when decision making is delegated downward to the lower level of the organisation and this is shown in Ako. This benefits the business as decisions are made closer to the customer so it could benefit the customer service immensely. This also improves the employees and staffs motivation as they are essentially generating happier customers.

8. REFERENCES