This company's existing organizational structure is completely inefficient.

There are currently three main

divisions, however the CEO is directly reported to by five distinct levels of management. These include,
Director of product group, Director of Service Group, Director of Shared Resources Group, Information
Technology Manager, and Marketing Manager. Because there are so many different managers, the
organization has a lot of miscommunication hence bringing inconveniences in conveying information.
Between departments and within their own teams, there is a severe lack of cohesion. Different
viewpoints or methods of doing things might result in poor performance from employees who are told
to complete jobs differently when there are so many different bosses within a team. This creates conflict
of interests in the chain of command. Meeting the requirements of so many different people who want
and expect different things can get daunting. Communication challenges within teams and between
departments can be resolved by rearranging the company's structure.

First, the number of people

directly reporting to the CEO
needed to be addressed. Only
directors of departments needed
to report to the CEO. The HR
manager, marketing manager
and
information technology
manager could all report to the
directors. This eliminated three
people
reported to the CEO and created
fewer people that the CEO
needed to have direct
communication with.
First, the number of people
directly reporting to the CEO
needed to be addressed. Only
directors of departments needed
to report to the CEO. The HR
manager, marketing manager
and
information technology
manager could all report to the
directors. This eliminated three
people
reported to the CEO and created
fewer people that the CEO
needed to have direct
communication with.
The number of personnel reporting directly to the CEO had to be reduced first. Only department
directors had to report to the CEO. The directors could report to the HR manager, marketing manager,
and information technology manager. This removed three people who reported to the CEO and reduced
the number of people with whom the CEO needed to communicate directly. The CEO will be able to
receive detailed information from a small group.

Because marketing dealt with everything related to the company's product, the marketing manager was
put under the Director of Product Group. Instead of merely having marketing professionals, the
marketing manager need a team of specialists to assist with all parts of marketing, including design and
project management, because marketing initiatives might range from small to huge. That is why I
assigned two project managers to the marketing manager, each with their own team of graphic
designers, designers, quality assurance specialists, and marketing specialists.

Because this role dealt with all things service related, such as IT, the information technology manager
was relocated to the Director of Service group. I assigned the manager two information technology
specialists, data analysts, developers, and quality assurance specialists because IT is such an important
element of any business. The manager has a full team to deal with any service-related issues that arise,
including quality assurance specialists to ensure that the work performed is of the highest possible
quality. This will increase the proficiency and productivity of the company.

The Human Resources Manager was reassigned to the Director of Shared Groups. When it comes to
some human resource demands, such as recruiting and placement quality, the HR manager must work
closely with the manager to guarantee that the manager's needs are addressed effectively. That is the
reason I placed the HR manager on the same level as the manager. They ensure collaboration within the
departments. I delegated all HR specialists to them in order to meet the company's staffing and hiring
needs and I also hired a marketing expert. While most people do not believe that human resources
requires a marketing expert, marketing plays an essential part in HR. Marketing specialists organize
projects with creatively produced materials and develop strategies to target the appropriate
demographics in order to achieve employment requirements. They may also work with digital media
and keep an eye on internet conversations to see if there are any needs. They could be in charge of
email marketing, social media statistics, or video hiring.
Within each department, there were numerous positions that were repeated and multiple members of
management. The original design was a tangle of wires and cables. Many of those jobs were deleted,
and the organizational structure was reduced to only include what I felt was required to facilitate
communication while still maintaining a full team of creative and brilliant people. We now have a more
simpler procedure with separate teams, each with its own leader, managers can now manage their
teams, and it's easier to handle concerns. As a result, communication obstacles within each department
are reduced, as well as when reporting to the CEO up the chain.