theory of organization structures: nature and consequences 1 facilitator and course coordinator:...
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Theory of Organization Structures: nature and
consequences
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Facilitator and Course Coordinator:
Vinayshil Gautam PhD, FRAS(London)(Founder Director IIM K; Leader Consulting Team IIM S)
A Al_Sager Chair Professor and First Head,
Management Department, IIT D
Chairman, DKIF
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Objectivesidentify key elements
describe various structures and their characteristics
understand vertical and horizontal specialization and control
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Objectives
identify and understand factors favouring different structures
examine organizational structure
identify an integrated view of organizational structure
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Need of a structure
Enhances performance through proper resource utilization Monitors activitiesProvides a system to promote accountability and co-ordinationAllows flexibility to respond to various environmental influences Brings the social satisfaction of its members
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Nature and origin of structure
Emerges just after the inception of an organization
Not static and may change several times
The changes may be in whole or part
It defines job responsibilities for each personnel
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Some basic structural consideration
Three level of hierarchy
Institutional level
Administrative level
Technical level
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Features of different levels
Institutional level
Development of organizational goal, output
Maintain the structure of organization
Establishment of an appropriate administration climate for subordinate managers
Formulation of policies, rules and regulations
Administrative level
They are middle level managers
Here policies, rules and regulations are interpreted
Stress is given on planning, organizing and controlling
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Features of different levels
Technical levelLower level managers
Rules and regulations are implemented
Products are produced
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Organizational process
Communication
Coordination
Control
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Communication
Communication is the vehicle through which decisions taken at various levels are transmitted to other levels
It involves information flow across a structure
It has a specific direction and it involves time
Communication is successful when the fullest understanding amongst the persons communicating with each other is achieved
It is also the flow of attitudes, ideas and opinions
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Coordination:
Coordination refers to the measurement of inter-dependencies in work situations
In small organizations, coordination is handled by its manager(s)
Coordination need not necessarily be the role of one single individual at a higher level in the organization
Large organizations need:
Personal methods of coordination
Impersonal methods of coordination
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Personal methods of coordination
Dialogue, discussion, innovation, creativity, and learning, both within and across units
Direct contact between and among organizational members
Assignment to committees to improve coordination across departments
Use of task forces
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Control: Control refers to the ability of influencing the behaviour of other organizational members
A set of mechanisms to keep actions or outputs within the specified limits
Setting standards
Measuring results against standards
Taking corrective action
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Vertical Specialization:
A hierarchical division of labour
Distribution of formal authority
Creation of a hierarchy of authority
Work positions arranged in order of increasing authority
This depends on the organization’s:
Environment
Size
Technology
Goals
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Horizontal specialization
A division of labour that establishes specific work units or groupsAlso referred to as experimentationSpecialization leads to departmentalisationPure forms of departmentations are:
By functionBy divisionBy matrixBy Legal
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Different forms of Organization
Functional
Division of labor by function (marketing, production, finance etc.)
Division of labor on the basis of specialization knowledge
All the worker have specific skills and action
Widely used in organization
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Divisional
It is designed around
Product
Clients
Territories
In complex organization it is a typical pattern
There may be divisions at the top of the hierarchy (marketing division may be divided into industrial sales, governmental sales and consumer sales divisions)
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Matrix combination of functional and product departmentalization
occurs frequently in construction (e.g., building a bridge), in aerospace (e.g., designing and launching a weather satellite), in marketing (e.g., an advertising campaign for a major new product)
this may be made more effective through:Defining objectives of the project or taskClarifying the roles, authority, responsibilities of the managers and team membersSelection of appropriate manager for leadershipUndertaking organization and team development
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Matrix Structure (contd...)
Advantages:
Orientation towards end results
Maintenance of professional identification and efficient allocation of specialists
Pinpointing product-profit responsibility
Disadvantages:
Conflict in organizational authority (due to power struggles)
Possibility of disunity of command ( due to dual chain of command)
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Matrix Structure (in a college of Business Admn.)
Progm
Depts.
UG PG PhD Research Exec. Devt.
Comny. Service
Accounting
Admn. Studies
Finance
IT
Mktg.
O.B.
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LegalThe last pure form of specialization is by legal entity
It is not new, but it has recently received considerably more attention
As organizational analysis has spread to Governmental units, legal entity has been recognizable as a pure form
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Key elements in a proper structure
Work specialization
Chain of command
Span of control
Centralization and decentralization
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Work specialization:
It is the division of labour
ensures efficient utilization of skills of workers
early 20th Century, Henry Ford utilized this concept in Ford company
Training is more efficient, easy and less costly
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Chain of Command:
an unbroken line of authority extends from the top to the lowest level
clarifies who reports to whom
ensures authority, responsibility and unity of command
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Span of Control:
determines the number of levels and managers
no. of managers to total operative level employees
wider spans reduce effectiveness due to lack of leadership and support
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Span of Control:
Small spans ensures a close control but:
They are not cost effective
Vertical communication in the organization becomes complex
Tight supervision discourages employee autonomy
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Span of ControlSpan of Control
1
4
16
64
256
1024
4096
1
8
64
512
4096
Members at each levelSpan of 4
Span of 8
Operatives= 4096
Managers (level 1 to 6) = 1365
Operatives= 4096
Managers level 1 to 4 = 58528
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Centralisation:
A degree to which decision making is concentrated at a single point in the organization
Top management makes key decisions
Lower level managers merely carry out top management directives
Decision making responsibility is moved upward in the hierarchy
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Decentralization
Lower level personnel can provide inputs and can act closely with the top management
advantages
Effective communication
Participatory decision making
Higher employee productivity
Higher subordinate satisfaction
Quicker response to a series of unrelated problems
Assists the subordinates for higher level positions
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Integrated view of Organizational Structure
Mechanistic structureMechanistic structure
Organic structureOrganic structure
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Mechanistic Structure
A structure characterized by
Extensive departmentalization
High formalization
Limited Information Network
High centralization
Little participation by low level members in decision making
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Features of Mechanistic Structure
Rigid hierarchical relationship
Fixed duties
High consistency
Specific communication channel
Centralized decision authority
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AdvantagesAdvantages
Emphasizes on vertical specialization and controlWell documented rules, procedures, and policiesHas well-documented control systemsStrong middle management supported by a centralized staffSpecifies techniques for decision making.Brings in efficiency
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Limitations
Employees dislike rigid designs, which makes work motivation problematic
Unions may further solidify rigid designs
Key employees may leave
Low organization’s capacity to adjust with environmental changes or emerging of new technologies i.e. lower flexibility
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Organic structureOrganic structure
It looks a lot like boundary less organization
It is a flat type of organizationLow formalizationIncrease in coordinationPossess a comprehensive information
networkHigh participation in decision making
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Advantages
Low hierarchical differentiationCollaboration (both vertical and horizontal)Adaptable dutiesProcedures are minimal, and those that do exist are not highly formalizedDecentralized decision authorityGood for problem solving and serving individual customer needsGood at detecting external changes and adjusting to new technologies
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Limitations
Lower level of rules and regulations
Sacrifices ability to respond to central management direction
No fixed duties
Less control of higher authority to the lower authority
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Conclusion
An organization’s internal structure:
Exercises control and ensures co-ordination
Explains and predicts employee behaviour
linked to overall productivity and profit
Reduces ambiguity and clarifies relationships
Shapes employees’ attitude and facilitates and motivates the workers
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Conclusion (contd…)
An appropriate or integrated structure may have:
limited specialization
wide span of control
provide employees greater freedom
Ensures team spirit and coordination amongst employees
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References:
Gautam V & S.K. Batra, Organisational Development Systems, V. P. House, 1993Gautam V., Background paper on Organisation Management, IITDStephen P. Robbins, Essentials of Organizational Behaviour, EEE, 8th Edition, Prentice Hall India Publicationhttp://www.cba.uri.edu/scholl/Notes/Organizational_Structure.htm dated 11.09.2005 Time 11:00 amhttp://www.exsci.rutgers.edu/courses/330/330OrgStruc.S05.htm dated 11.09.2005 Time 11:10 am
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THANK YOUTHANK YOU
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