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    10 views12 pages

    Organisation Structure

    Uploaded by

    pearlkirk21

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
    Flag for inappropriate content
    of 12
    aches Copy Suategi ‘Characteristics: © Defined Chain of Com nutmds [his stricture is tiiditionally characterized by a well established hierarchy, Fach role within the organisation has distingt responsibilities Lowerlevel or junior rales rely heavily on ther senor idanee and Direction counterparts or superiors for directives and deeisions highly centralized Examples: The military isa classic example « structure. boasting a detailed hierarehy spanning from high-rankin gnound-level personnel. afficers to Decentralized Organisational Structure Definition: Contrary to its centralized counterpart, a decentralized structure spreads Characteristics: + Flexibility and Agility: Such structures are commen in modern businesses. especially in the technology sector, allowing them to quickly adapt to changes. + Empowerment: In decentralized organisations, employees often have a significant level of personal agency, granting them the freedom to make decisions without top-level approval. This fosters innovation and quicker consistently seek decision-makin processes. + Collaborative Approach: While hierarchies may still exist. there’s a broader emphasis on team autonomy and cross-collaboration. + Prominent Examples: Many contemporary businesses. like technology startups. adopt this model, Johnson & Johnson stands out as a notable large-scale enterprise that operates with a decentralized structure. Despite its size and numerous business units, each operates with a degree of autonomy tn Summary: While centralized structures focus on a strict top-down approach with cicar directives from leadership, decentalized structures thrive on teamy and powe! mclividuals, granting them the flexibility to navigate chaflenges and opportunities. Both wuxels have their strengths, and the choice between them ofien hin vauls, industry, size. and operational needs. Ganisational Structure and its Organograms on the organisation's Organograms An organogram, sometimes called an organisational chart or org chart, is a diagram that shows the structure of an organisation and the relationships and relative ranks of its parts, and positions. Think of it as a family wee fora company or group, where you can see who is ‘above’ and ‘below’ others. Imagine you're looking at a tree drawing. The root is the top person in the company. As you move up the (ree, you sce branches, Each branch is a different job or team in the company. The biguer the branch, the more important the job or team. This tree drawing is the organogram, and it helps people see how the company is organized. It’s like a map of who does what and who talks to whom in the company. PERRI, cusiness Organisation and Management cance of Organograms: 1, Clarity in Hierarehy: Organograms clearly depict the chain of command within s i ing who reports to whom, employees can identi organisation, By understanding superiors and subordinates. making it easier to navigate the internal communicat \dscape. Departmental Breakdown: These charts segment an organisation into its vari departments or divisions. This demarcation facilitates clarity in understanding | | specialized functions of each divisio | | 3. Role Identification: Within cach department or division, individual roles Positions are outlined. offering a snapshot of the personnel distribution and t hierarchy within specific teams. 4. Aids in Decision Making: Managers and executives can refer to the organogy to understand the weightage and influence of different departments, which can instrumental during strategic decision-making processes. Organisational structures define the hierarchy. reporting lines, and workflow within institution. They play a vital role in influencing organisational culture. decision-making. processes, and operational efficiency, Here are the primary types of organisational structures’ onal Structure reanisational structures help in determining the way tasks and roles are coordinated a supervised int a company. Amon: ‘various organisational structures adopted by businesses. Junctional structure ts one of the most common. Let’s delve into its characteristics and signifi Definition: The functional organisational structure. also known as the bureaucratit Meucture, categorizes the company"s employees based on their specialization. In essence, groups professionals with similar job roles or tasks inte the same departments. Characteristics: 1. Departmentatization by Specialization: The organisation is divided into various departments. such as mark sales. operations. research and development, accounting. human resources. and others. Each of these departments focuses on a! distinct functional area. For instance. the marketing department would house all marketing professionals. Hierarchical Arrangement: The functional structure is predominantly hierarchical, mployces in a particular department report to their immediate 5 depariment heads. These department heads. in turn, report to higher-| executives. 3. Centralized Decision Making: Coordination and management for all specialized depariments usually come from the top echelons of the organisation. This means decisions and directives flow downward from upper man departments ment to individual Focus on Specialization: Each department hones in on its specialized function. This results in enhanced expertise and efficiency within cach functional area. For example. all operations concerning human resources are managed by the HR department, ensuring specialized handling of all HR-related tasks. Benefits for Small to Medium-sized Businesses: The functional structure is especially prevalent among small to medium-sized enterprises because of its straightforwardness. By PRED cosines Organisation and Management ficance of Organograms: Clarity in Hierarchy: Organograms clearly depis organisation. By understanding who reports to whom, employees can identify dl superiors and subordinates, making it casier to navigate the internal communicatio landscape. . 2. Departmental Breakdown: These charts segment an organisation into its various departments or divisions. This demarcation facilitates clarity in understanding Uh specialized functions of each division 3. Role Identification: Within cach department or division, positions are outlined, offering a snapshot of the personnel hierarchy within specific teams. 4. Aids in Decision Making: Managers and executives can refer to the organogram to understand the weightage and influence of different departments, which can be instrumental during strategic decision-making processes. Organisational structures define the hierarchy, reporting lines, and workflow within an institution, They play a vital role in influencing organisational culture, decision-making 1) processes, and operational efficiency, Here are the primary types of organisational structures, LAM Humetional Structure Onsunisational steuetures help in determining the way tasks and roles are coordinated the various organisational structures adopted by businesses, 1 common. Let's delve into its characteristics Definition: Lhe functio' nisational structure, also known as the bureaucratic! structure, eatezerizes the company’s employees based on their specialization, In essence, saoups professionals with similar job rales or tasks into the same departments, Characteristics: 1. Departmentatiza ia departments. such as marketing, sales, operations, research and development, | accounting, human resources, and others, Each of these departments focuses on a | distingt functional area, For instance, the marketing department would house all | marketing professionals a individual roles an bution and tha; supervised in st company. Amon lunctional sirmeture is one of tk a by Speci Hierarchical Arrangement: The functional structure is predominantly hierarchical. nplosees in a particular department report to their immediate supervisors or department heads, These department heads. in tum, report to higher-level managers or! executives departinents usually come from the top echelons of the orgal tives flow downward from upper management to individual decisions and dit departments Focus on Specialization; Each department hones in on its specialized function. This 7 results in enhanced espertise and efficiency within each functional area. For example, all operations concerning human resources are managed by the HR department, © ensuring specialized handling of all HR-related tasks. Benefits for Small to Medium-sized Businesses: The functional structure is especially prevalent among small to medium-sized enterprises because of its straightforwardness. By Stategic Planning and Organising 7 tasks are handled by individuals way ists together, companies can ensure Uh ise, fostering etticiency and proficiency J organisational structure: pr prides clarity in roles, d ent within specific domains. ensuring is essential for the srouping spec the appropriate exper Conclusion: liv essence, a functional and responsibiities. It allows for expertise develop that tasks are handled by trained and skilled: professionals Jintain effective communication sand coord of the entire organisation, Howe ation among various

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