ORGANIZATIONAL STRUCTURE

For types of organization, the Maxis berhad applied a narrow span of management.
The term ‘’ span of control” is popularly used in business management and human resource
management. Because this term is related to the management and controlling of employees,
the meaning of the word is the total number of subordinates that a manager or supervisor can
manage.

For narrow span of management defined as a management style where supervisors

manage only a small number of employees. The span of control refers to the number of
employees who report to a supervisor in a company. Narrow spans of control are the opposite
of wide spans of control, where many employees report to a single manager rather than only a
few. There are some reasons a company may choose to implement a narrow span of control
such as the managers’ experience, proximity to direct reports, interaction level, task diversity,
new operations and training.

The advantages of a narrow span of control that can be related for Maxis Berhad is
enhanced communication. It is improved communication is a major advantage of narrow span
of control. This is related to Maxis Berhad because our top managers got report from the
employees and they are able to spend more time with their team members and increase the
frequency of their interactions. It is because in one department, there are only a few
employees. For example, in our company if operation department have problems, so the
manager of the department will in charge to solve the problems. This shown that consistent
contact can help employees feel comfortable in their roles and improve their confidence in
their relationship with their manager. Other than that, increase employee morale and
productivity. Supervisors can monitor them closely, allowing them to better assist individual
employees and improve both morale and efficiency. For the Maxis berhad , we applied to
reward employees to boost our employees productivity whether the reward is public
recognition of work well done and give a gift card to restaurants. From our company
perspective, regularly rewarding employees helps increase morale. We also encourage
feedback, asking for honest feedback and addressing issues will increase your team’s
happiness and their faith that you are in their corner and want to help them succeed.
 There is no denying that all things have their disadvantages. Firstly, the narrow span
of management increased costs. While it is sometimes beneficial to have fewer employees
assigned to a single manager, the hiring costs might not be attainable for some companies.
Hiring additional managers can increase your company’s overhead. To relate with our
company, we need to bear expensive due because we have many levels of management. For
instance, our company needs to provide an administrative fund for our levels of management
and every department has different needs and expenses. We also increase costs by hiring
experienced managers and they demand a high salary, so as a developing company, we need
to fulfill their demand so that we can have a sustainable administration. In addition,
inefficient use of resources. Depending on the company and goals, a narrow span of control
may not be an appropriate allocation of resources. Some employees within the organization
would not require as much guidance, and managers might not have enough work to supervise.
For our company, some employees need to do the same or similar that causes a waste of
proficiency among our workers. Too much control over employees might hamper their
original talent and creativity. It is because they can not apply their knowledge on something.
TYPES OF DEPARTMENTALIZATION

There are six types of organizing structure, such as functional structure, product structure,

customer structure, geographical structure, matrix structure and network structure. For Maxis,
they use the functional structure, which is one of the most common organizational

structures. In this structure, the organization groups employees according to a specialized

or related set of roles or tasks. When Maxis uses a functional structure, it easier for

employees to become experts in their field. Also, the specialization that functional

structures help to bring approximately in-depth knowledge and skill advancement among

the employees, and this will assist them to accomplish the functional goals of the company.

However, this may assist make the decision-making process slow and inflexible. Since it

is more bureaucratic, functional units are frequently not responsible for each other, and

destitute level coordination inside the departments can happen.

(CEO)

MORTEN LUNDEL

(CMO) (CIO) (CFO)

NASUTION BIN MOHAMED SANDIP DASS ROBERT WILLIAM BOYLE

(CSO) (CTO) (CCSO)

ARSHAD RAJA TUN UDA DAVID MOSCA LEONARD RALEY

Based on the functional structure, the Chief Executive Officer (CEO) is Morten
Lundel Since he joined Maxis Berhad in April 2014, his leadership and strategic
vision have made a difference in controling Maxis’s revenue development and market
development to beat the industry average. Next, the Chief Information Officer (CIO)
is Sandip Dass who was appointed as CIO in February 2018. Sandip Dass joined
Maxis from MTN Next!, the South African-based multinational telecoms company,
which operates in 22 countries and has an annual turnover of USD15 billion.

Besides that, the Chief Financial Officer (CFO) of Maxis Berhad is Robert
William Boyle, who joined Maxis in March 2017. He is an accountancy graduate
from the National University of Singapore and was most recently with the StarHub
Group before joining Maxis. Apart from that, they have Chief Sales Officer (CSO),
Arshad Raja tun Uda has more than 25 years of experience working in numerous
industries, including Fuji Xerox, Citibank, Standard Chartered Bank and TM Sdn Bhd.

Furthermore, they have Chief Technology Officer (CTO), David Mosca was
appointed as CTO in August 2018. David Mosca joined Maxis with two decades of
related experience with companies such as Total Access Communication (Dtac) in
Thailand, TM , Malaysia as well as Ericsson, Malaysia. Lastly, they have Chief
Corporate Services Officer (CCSO), Leonard Raley. He was appointed as CCSO in
December 2019. After graduating with a Bachelor of Business Administration (BBA)
in Human Resource and Finance from Washington State University, He has close to
20 years of HR experience.