introduction to business organisations organisational structure
TRANSCRIPT
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Introduction to Business Organisations
Organisational Structure
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What does organisational structure show?
Names of the main departments Employee job titles Management structure Relationship of staff
Administration Manager
Administration Supervisor
WP Operator Filing AssistantReceptionist
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KEY TERMS
Span of Control The number of employees each
person (manager) is directly responsible for
Chain of Command The passing of information or
instructions from one level to another
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Relationships
LATERAL RELATIONSHIP Link between staff on the same level Staff who report to the same Line
Manager
LINE RELATIONSHIP Link between Line Manager and staff
immediately below them
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Managing Director
Finance Manager Sales Manager Purchasing Manager
Sales Rep Buyer BuyerClerk
Line Relationship
Lateral Relationship
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Benefits of an organisation chart to:
CUSTOMER/VISITORS show size of the organisation what activities are carried out who to contact within the organisationEMPLOYEES show size and structure of the organisation reporting structure lines of communication/span of control relationships between staff promotion opportunities
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Reporting Structure
ACCOUNTABILITY – an employee must be able to explain their action to their manager
AUTHORITY – the power that an employee has to instruct others and make decisions
RESPONSIBILITY – to take charge of a task, situation or person
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TYPE OF ORGANISATION STRUCTURE TALL FLAT
5 levels 3 levels
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STRUCTURE - FEATURES
TALL Many levels of management posts Narrow span of control Number of specialised jobs
FLAT Few levels of management posts Wide span of control
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STRUCTURE - ADVANTAGES
TALL Easier to supervise
staff More promotion
opportunities Better worker/manager
relationship Staff will have a clear
idea of the scope of their duties
FLAT Staff are given more
responsibility – more motivating
Better communication More likely to be
involved in decision-making
Team working may be developed
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STRUCTURE -DISADVANTAGES
TALL Employees may not feel
involved in decision-making
complicated communication channels
Many levels of high paid jobs
Lack of opportunity to show initiatives
FLAT Workloads likely to
increase Less chance of
promotion Wider span of
control Staff feel isolated
from management
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RESTRUCTURING
How organisations change
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GROWTH
An increase in the amount or range of goods sold
Employment of additional staff Additional departments added or
expansion of existing departments Increase in size and number of
premises
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DOWNSIZING
Number of staff reduced without reducing output
Staff are made redundant not sacked
Departments can be reduced in size or removed Main reasons for downsizing is to
save money
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DELAYERING
Removing a whole level of management
Should lead to management cost savings
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OUTSOURCING
Buying in services from another organisation
Reduces the cost of employing specialist staff
Allows staff to focus on core activities Examples – security, office cleaning,
reprographic (brochures)
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RESTRUCTURING
BENEFITS Improved
communication Organisation
becomes more efficient
Can reduce staff costs
More delegation opportunities
PROBLEMS Staff morale can be
low Resistance to change Costs Redundancies Confusion after
restructure
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TEAM WORKING
WHY Solve problems Improve quality of product/service Wide range of skills and knowledge Improve inter-department
relationships
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What makes a good team?
Everyone is working towards the same goal Everyone is committed to achieving the goal Members help each other Skills, experience and qualities of each
person is used Everyone is responsible for success/failure There is team planning and regular
discussion