unit 1: the dynamic new workplace organizational structure & communication
TRANSCRIPT
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Unit 1:The Dynamic New Workplace
Organizational Structure & Communication
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“There is no degree of human suffering which in and of itself is going to bring about change. Only organization can change things.”
Susan George (1950 - ), author
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Structure This Unit looks at the various ways that businesses
organize their human resources. In a small business (sole proprietorship), there may
be an informal organizational structure the owner or boss has a range of job roles including
Marketing Operations Finance
they also carry out more mundane tasks such as being a sales person and a stock controller.
The sole trader changes roles depending on the demands of the job at a particular point in time.
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Need for Structure
Accountability Shows who is held responsible (or answerable)
for what job
Responsibility Shows who is in charge of whom
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Formal Organization
Takes into account Relationship between individuals Who is in charge Authority to make decisions How information is to be
communicated
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Business Structure
Two types of structures are:Built up (develop)
Developed as a result of current skills employees possess
Created Appropriate jobs are determined and
employees are then hired
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Organizational Charts
Illustrate the structure of a businessReasons for producing one include:
Identify communication problems Identifies a specific employee and their
respective responsibilities Pinpoints areas where specialists are needed Shows the relationships between departments
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Example
Managing Director
Sales Director Finance Director Production Director
Sales manager Accountant Production Supervisor
Sales People Accounting Clerks Technicians Quality Control
Operators
Exercise – Ainscough Engineering
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Chain of Command
Management hierarchy and span of control must be taken into account when setting up an organizational chart
Hierarchy Order of management from lowest to highest
Chain of command The way authority is organized
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Span of Control
The number of subordinates working under a specific supervisor
Between three and six subordinates has been identified as the optimum span of control Tight managerial control Limitations to any managers ability to control large
numbers of people
Exercise – School Structure
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Authority
Line Most common and shows authority a supervisor has over
a subordinate Work allocation and a clear understanding
Staff Manager in one department has authority in another
department
Functional A specialist has authority to make a manager accept
his/her recommendations
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Delegation Passing of authority and responsibility down the
organizational chart Spetzer Study (1992) suggested employees need
to be empowered in order to make effective decisions
Requires planning and clear explanations Interference should be avoided Only suitable candidates should be asked
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Mini Case Study
Case: Manchester Film AssociationSource: Business Studies, 3rd Edition; Hall, Jones,
Raffo, pg 412
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Levels of Hierarchy
Refers to an organizational structure based on a ranking system
Those at the top include the CEOThose at the bottom include the most
unskilled employees in the organizationThe person directly above an employee on
the next level is known as the line manager
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Advantages
Show clear lines of communication within the organization Which in turn improves coordination and
productivity
Establishes departments or teams Creates a sense of belonging in the workplace
and acts as a form of motivation
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Limitations
Departmentalization can lead to isolation (within the organization as a whole)
Little contact with other departmentsThis might be problematic when external
influences force change in the hierarchical structure
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Flat and Tall Organizations
Tall structures have many layers of organizational hierarchy
Each manager has a narrower span of control
By contrast, flat structures have fewer levels in the hierarchy, thus each manager has a wider span of control
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The Inverse Relationship
List some advantages and disadvantages of each organization
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Delayering
Process of removing one or more levels in the hierarchy in order to flatten out the organization structure
Reduces the numbers and widens the span of control
Exercise – Re-Engineering
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Purpose of Delayering
Reduces cost by removing levels of management
Improves communication speed within the structure
Encourages delegation since wider spans of control should provide opportunities for employees to take on more responsibility
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Downside of Delayering?
Often associated with layoffs, further reducing the size of the core staff
Creates anxiety and insecurityOverstretch employees as their workload
increasesDecision making ability is reduced as
managers take on more subordinates
Case Study – Havant College