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Assignment 1 (Organizational Structures

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Fahad Mohiuddin Ahmed (20142-16666) Hassan Noman Shayyan Taha Ejaz Ahmed

Institute of Business Management (City Campus) Submitted to Sir Babar Khairi Spring 2014

a broadband carrier division providing next generation internet technology as well as the country’s largest network with over 9. with another USD 1 billion being invested in network modernization. the company passionately supports education.About Mobilink: Mobilink is Pakistan’s leading provider of voice and data services.9 billion in the country to date. unmatched customer services and international roaming in over 140 countries. Mobilink offers exclusive & personalized tariff plans that empower customers and cater to the communication needs of a diverse group of people. health and environmental initiatives and promotes sustainable business practices. Mobilink has already invested over US $3. from individuals to businessmen to corporate and multinationals. Housing Pakistan’s largest distribution and contact centre networks and an unparalleled 6. bringing more people together through service excellence and product innovation. With more than 36 million subscribers. Total Strength of Employees:  Over all (Total 4500) Top Managers Middle Managers Line Managers 75 750 3675  Human Resource Department: (Total 47) Director Vise President Middle Managers Line Managers 01 04 16 26 . As a responsible corporate citizen. Mobilink offers a range of socially inclusive products and services dedicated to enhance access to information. Mobilink maintains market leadership through cutting-edge.000 cell sites making everyday a better day for its customers. the strongest brands and the largest portfolio of value added services in the industry. Mobilink provides uninterrupted countrywide connectivity.500 kilometers fiber optic backbone. integrated technology. Through Mobilink Foundation.

ORGANIZATIONAL CHART OF MOBILINK Chief Executive Officer C. Chief Operational Officer C.E.S Coordinator Continued Continued Service Center Manager Technical Support to Customer Service Frontline Operational Staff .O.O Vice President (Customer Service) Vice President (Finance) Vice President (Administration) Vice President (Human Resource) Director Customer Services Director Finance Senior Manager Director Administration Senior Manager Director Human Resource Senior Manager Senior Manager Continued Indirect C.O.

the organizational structure will be flatter. In a narrow span of control. a manger has fewer subordinates under him. which depicts a company’s structure. An organizational chart shows the way in which the chain of command works within the organization. Departmentalization follows as designers decide how to group the tasks. Grouping affects resource sharing and the ease with which people communicate and coordinate work. who do similar tasks. Each manager has to manage only few subordinates. Each manager has to manage many subordinates. But with a narrow span of control. With a wider span of control. Wide span of control results in "Flat Organization". Planners first consider a company’s goals since organizational structure must support strategy. The reporting relationships established in the final step of organizational design are easy to see on an organizational chart. the company will coordinate inter-group relationships to create a work team that can readily meet the needs of a certain customer or group of customers. Here there are few managers. . designers assign authority for tasks and areas. and to whom I report. the teams are put together based on the number of members needed to produce the product or complete the project. Once authority is assigned.Answer 1) People. The best example of divisional structure can be easily seen in Large organizations like Standard Chartered and Mobilink as the management breaks down each important function into divisions and departments. refers to the number of people a manager directly manages. In a project-organizational structure. a manager has many subordinates who report to him. to increase the people reporting to others. where key people are located. Designers next determine the tasks needed to reach the goals. I should understand how the organization is structured. Narrow span of control results in "Tall Organization. . In a matrix structure the team members are given more autonomy and expected to take more responsibility for their work. which is likely to have a positive impact on productivity. have similar skills and/or jobs in an organization are grouped into a functional structure. Organizational designers lay it out as the last step in creating an organizational structure. each position is connected to one above it by a line. planners can finally lay out the relationships between positions. Answer 6) Span of control. The advantages of this kind of structure include quick decision making because the group members are able to communicate easily with each other. coz lots of people will be reporting to lots of others. In a wider span of control. In a divisional structure. a taller organizational structure is required." Here there are many managers. Starting at the bottom. thereby creating a chain of command. Matrix structures are more complex in that they group people in two different ways: by the function they perform and by the product team they are working with. It will also help us to boost morale. how it is arranged physically. After departmentalizing. Answer 2) The command chain doesn't happen accidentally.

It is a matter of degree. Decentralization is most effective in organizations where subunits are autonomous and costs and profits can be independently measured. They tend to be more democratic and offer a greater level of innovation. small or big. The lower the level where decisions are made. Ability of sub-ordinates increases as they are given some responsibility. Managers and supervisors at all levels can lessen their burden by delegating authority. delegation is essential. skilled work groups leads to happier workers and lower turnover.Downsizing can minimize company output. Fully engaged. The flat structure revolves around qualified and competent staff. The extent to which authority is delegated to lower management levels. Centralization means minimum autonomy and maximum restrictions on operations of subunits of the organization. Flat structures facilitate a greater level of communication between employees and management. People may be worried that they will be next to be downsized. Delegation of decisionmaking to the subunits of an organization. or the state of being centralized. the act or process of combining or reducing several parts into a whole. coz there won't be fresh talent and ideas to be used. Advantages (Decentralization) 1) Empower local managers 2) Local knowledge may benefit sales and promotions targetted more effectively 3) Reduces day to day communication with head office . Delegation of authority reduces the work load. Hence work is done very quickly and efficiently. Delegation of authority helps trained sub-ordinates also. Answer 7) The act or process of centralizing. so customer knows what to expect 4) Tight financial control 4) Business is more flexible as it is able to sense customer demands faster 5) Improved motivation and performance For every organization. the centralization of commerce in a city. the greater is the decentralization. The atmosphere may be more stressful. Advantages (Centralization) 1) Consistent policies. as. the centralization of power in the general government. greater control and standardized procedures 2) Quicker decision making 3) Branches are identical. It can also affect the culture and atmosphere within the management of an office.

but may become frustrated at their relative lack of influence at lower levels within the company. Superior . The narrow span of control allows for close supervision of employees. The manager gets more time to plan and organize the future activities. Discipline will improve. 2. Challenges begin when a structure gets too tall.Subordinate relations will improve. The efforts of subordinates can be easily coordinated. there is less pressure on managers because they have only few subordinates to supervise . Communication begins to take too long to travel through all the levels. distinct layers with obvious lines of responsibility and control and a clear promotion structure. Therefore. The quality of performance will improve due to close supervision. Because one advantage a flat organizational structure has over a tall one is the level of flexibility. It encourages development of staff. There is mutual trust between superior and subordinates. Another factor that this organization has to take care most is flexibility to take decisions. These communication problems hamper decision-making and hinder progress. 6. directives and feedback can be communicated more quickly to allow for necessary changes. Control and Supervision will become easy and convenient. It provides clear. Decisions can often be made and carried out more quickly in flat structures because there are few layers of communication between the employees doing the work and those making the decisions. 9. 1.Pros and Cons of Mobilink’s Organizational Structure: The Organizational Chart of Mobilink comprises of tall organizational structure. The reasons why we will prefer this tall organization of Mobilink over other flat structure is because of the following. 8. The pros of this structure lie in clarity and managerial control. 7. Employee motivation has got a lot to do with this structure like it have many layers through which employees have chances to advance their careers. 5. 4. 3.