Question # 1: What factors affect an organization structure?
The materials review provides common features of organizational structure types and shows several definitions of organizational structure. " In essence, composition is the buildings of business competence, leadership, talent, useful relationships and management” (Wolf, 2002, pra. 2). Walton (1986) identifies structure while the basis for organizing, to feature hierarchical levels and covers of responsibility, roles and positions, and mechanisms intended for integration and problem solving. (p. 7) Organizational structure can be defined in the Dictionary-Organizational Patterns (2003) since: " The established routine of human relationships among the aspects of parts of a firm. The way that a company is usually set-up. The formally defined framework of the organization's task and authority relationships” (p. 2). Underdown (2003) says organizational composition " may be the formal system of task and reporting associations that controls, coordinates, and motivates workers so that they work to achieve an organization's goals” (para. 2). Organizational structure for Andrews (1995) " … involves job positions, their associations to each other (e. g., impartial, part of a work-group or team, and reporting relationships) and accountabilities for process and sub-process deliverables” (para. 3). Sablynski (2003) succinctly defined company structure as " How job responsibilities are technically divided, arranged, and coordinated” (para. 1). In " Organizational theory” Borgatti (1996) asserts a company develops depending on its size, its technology and its environmental requirements. (para. 2) Borgatti includes degrees and types of side to side and vertical differentiation, control and coordination mechanisms, formalization and centralization of electricity as determinants of organizational structure. (para. 1) Peguin (2003) supports Borgatti once commenting about horizontal and vertical difference by talking about the up-down (vertical) conversation linkages dealing with efficiency and control, as well as the left-right (horizontal) communication cordons fill organizational needs pertaining to coordination and collaboration. (para. 2) Scholl (2003) believes control and coordination will be two important functions performed by a company structure. The first, " Control -- Insuring basically makers in any way levels utilize the managerial or hierarchical constraint as one of the criteria in making all their decisions” (para. 1). Scholl (2003) goes on to say there are four general types of control systems: 1 . Centralization- decisions are produced at the top of the business. 2 . Formalization- decision authority is delegated using procedures that guide decision- producing. 3. Outputs- established objectives.
four. Cloning- posting values and expectations being a basis for control. Results and cloning are linked to organic, extremely unstructured, agencies. (para. 4) Sablynski (2003) has several definitions pertaining to formalization and decentralization. Formalization is the level to which jobs are standardized. Decentralization is usually Sablynskis term for pressing decision power downward to lower level workers. (para. 6) Centralization and formalization are commonly associated with mechanistic or bureaucratic organizations. Scholl' (2003) second essential organizational function, " Coordination -- Insuring that decision makers in any way levels use lateral or perhaps peer restrictions as criteria in their decision making” (para. 1). Coordination, according to Scholl, is determined by how an organization differentiates the activities. Two coordination strategies used are functional buildings and the divisional structures. Functional structures group knowledge, skills, and abilities by activity. Divisional framework is based on outputs of products, geography, customer, and services. (para. 6) Scholl continues " Functional and Divisional buildings represent two pure strength types available at the opposite ends of the...
Dissertation Title: " The Importance and Elements of Organisational Structure” By Peter Kambona: [email protected] ..