Lecture no. 2 org.structure
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Transcript of Lecture no. 2 org.structure
![Page 1: Lecture no. 2 org.structure](https://reader036.fdocuments.in/reader036/viewer/2022070521/58ef30171a28abc7088b4587/html5/thumbnails/1.jpg)
ORGANIZATIONAL STRUCTURE
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What Is Organizational Structure?
Key Elements (WDC-SC/DF) :
• Work specialization• Departmentalization• Chain of command• Span of control• Centralization and
decentralization• Formalization
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What Determines Organizational Structure?
To what degree are tasks subdivided into separate jobs?
On what basis will jobs be grouped together? To whom do individuals and groups report? How many individuals can a manager efficiently and
effectively direct? Where does decision-making authority lie? To what degree will there be rules and regulations to
direct employees and managers?
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Key Design Questions and Answers for Designing the Proper Organization Structure
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Strategy
Why DoStructures
Differ?
OrganizationSize
Technology Environment
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Common Organization Designs
A Simple Structure:Jack Gold’s Men’s Store
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Organizational Chart of a Manufacturing FirmBoard
memberBoard
memberBoard
memberBoard
member
ChiefExecutive
OfficerLegal
counsel
President
IndustrialProductsDirector-Human
Resources
ConsumerProductsDirector-Human
Resources
WesternRegion
IndustrialProducts
SalesManager
EasternRegion
IndustrialProducts
SalesManager
WesternRegion
ConsumerProducts
SalesManager
EasternRegion
ConsumerProducts
SalesManager
etc. etc. etc. etc. etc. etc. etc. etc. etc. etc.
IndustrialProductsDirector-
Production
ConsumerProductsDirector-
Production
IndustrialProductsDirector-
R&D
ConsumerProductsDirector-
R&D
V.P Researchand Development
V.P Sales/Marketing
V.P HumanResources
V.P Production
IndustrialProductsDirector-
Sales
ConsumerProductsDirector-
Sales
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Tall versus Flat OrganizationsChief
Executive
ChiefExecutive
Tall
hier
arch
yFl
at h
iera
rchy
Relatively widespan of control
Relatively narrowspan of control
Tall Organization
Flat Organization
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A Product Organization
Pro-duction Acctg.Sales R&D Pro-
duction Acctg.Sales R&DPro-duction AcctgSales R&D
ProductGroup 2
ProductGroup 1
ProductGroup 3
President
ChiefExecutive
Officer
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A Horizontal Organization
Team responsible for core process(e.g., generating and fulfilling orders)
Team responsible for core process(e.g., product development)
Team responsible for core process(e.g., flow of materials)
Adviser
Adviser
Adviser
Overall Manager
Objective:Reducedcycle time
Objective:More new products
Objective:Enhancedproductquality
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Common Organization Designs
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The Bureaucracy
Strengths– Functional economies of scale– Minimum duplication of personnel and
equipment– Enhanced communication– Centralized decision making
Weaknesses– Subunit conflicts with organizational goals– Obsessive concern with rules and regulations– Lack of employee discretion to deal with
problems
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Decentralization: Benefits When Low and When High
Low Decentralization(High Centralization)
Eliminates the additional responsibility not desired by people performing routine jobs
Permits crucial decisions to be made by individuals who have the “big picture”
High Decentralization(Low Centralization)
Can eliminate levels of management, making a leaner organization
Promotes greater opportunities for decisions to be made be people closest to problems
Table 12-1
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The Matrix Structure
Cross-FunctionalCoordination
ClearAccountability
Allocation of Specialists
Dual Chainof Command
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A Matrix Organization
ProjectGammamanager
Productionsupportgroup
Legalsupportgroup
Accountingsupportgroup
Engineeringsupportgroup
ProjectBeta
manager
Productionsupportgroup
Legalsupportgroup
Accountingsupportgroup
Engineeringsupportgroup
ProjectAlpha
manager
Productionsupportgroup
Legalsupportgroup
Accountingsupportgroup
Engineeringsupportgroup
Productiondepartment
Legaldepartment
Accountingdepartment
Engineeringdepartment
Farm MachineryDivision
President
Functionalauthority
Projectauthority
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Mechanistic vs. Organic Designs
Dimension
Stability
Specialization
Formal rules
Authority
Mechanistic
Change unlikely
Many specialists
Rigid rules
Centralized in a few top people
Organic
Change likely
Many generalists
Considerable flexibility
Decentralized, diffused throughout the organization
Structure
Table 12-2
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Mechanistic Versus Organic Models
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A Virtual Organization
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Organization Structure: Its Determinants and Outcomes
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New Design Options
Concepts:
Provides maximum flexibility while concentrating on what the organization does best.
Disadvantage is reduced control over key parts of the business.
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What Is Organizational Structure? (cont’d)
Division of labor:• Makes efficient use of
employee skills• Increases employee skills
through repetition• Less between-job
downtime increases productivity
• Specialized training is more efficient
• Allows use of specialized equipment
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Economies and Diseconomies of Work Specialization
E X H I B I T 15-2
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What Is Organizational Structure? (cont’d)
Grouping Activities By:• Function• Product• Geography• Process• Customer
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What Is Organizational Structure? (cont’d)
Narrow Span Drawbacks:• Expense of additional
layers of management.• Increased complexity of
vertical communication.• Encouragement of overly
tight supervision and discouragement of employee autonomy.
Concept:Wider spans of management increase organizational efficiency.
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Contrasting Spans of Control
E X H I B I T 15-3
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What Is Organizational Structure? (cont’d)
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Common Organization Designs (cont’d)
Key Elements:+ Gains advantages of
functional and product departmentalization while avoiding their weaknesses.
+ Facilitates coordination of complex and interdependent activities.
– Breaks down unity-of-command concept.
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New Design Options
Characteristics:• Breaks down
departmental barriers.• Decentralizes decision
making to the team level.• Requires employees to
be generalists as well as specialists.
• Creates a “flexible bureaucracy.”
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New Design Options (cont’d)
T-form Concepts:
Eliminate vertical (hierarchical) and horizontal (departmental) internal boundaries.
Breakdown external barriers to customers and suppliers.
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Why Do Structures Differ?
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Why Do Structures Differ?
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Why Do Structures Differ? – Strategy
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The Strategy-Structure Relationship
E X H I B I T 15-9
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Why Do Structures Differ? – Technology
Characteristics of routineness (standardized or customized) in activities:
• Routine technologies are associated with tall, departmentalized structures and formalization in organizations.
• Routine technologies lead to centralization when formalization is low.
• Nonroutine technologies are associated with delegated decision authority.
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Why Do Structures Differ? – Environment
Key Dimensions:• Capacity: the degree to
which an environment can support growth.
• Volatility: the degree of instability in the environment.
• Complexity: the degree of heterogeneity and concentration among environmental elements.
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What Is Organizational Structure? (cont’d)
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The Three Dimensional Model of the Environment
E X H I B I T 15-10
Complexity
Volatility
Capacity
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Organizational Designs and Employee Behavior
Research Findings:• Work specialization contributes to higher employee
productivity, but it reduces job satisfaction.• The benefits of specialization have decreased rapidly as
employees seek more intrinsically rewarding jobs.• The effect of span of control on employee performance is
contingent upon individual differences and abilities, task structures, and other organizational factors.
• Participative decision making in decentralized organizations is positively related to job satisfaction.