Assignment 2

course name Managerial

accounting
course code 8508
topic number 9
topic name The importance of the
organizational structuring and
departmentalization in
manufacturing organization
Topic name The importance of the organizational
structuring and departmentalization in manufacturing
organization
Why is Organizational Structure Important?
Organizational structure is important because it orders your organization to deliver value to a market.
Your organization’s value chain is the sequence of high-level operations that represents your core value-
creating process. It is the translation of competitive strategy into activity. The value chain is thus the
central organizing principle for decisions about structure. If organizations are structured according to a
different central principle, the organization is then designed to do something different.

Create a tight connection between the ideas of competitive strategy, value chain, and structure. It is in
this relationship that the importance of organizational design structures are clearly recognizable. The
benefit of this understanding is that the core work of your organization will always remain the
foundation of observations, deliberations, and decisions associated with the way you organize and lead
people.
Why Organizations Need a Clear Competitive Strategy
An effective organizational structure is a plan to achieve superior economic performance. It is a set of
choices that define what an organization will and will not do. The key to strategy is to define a path to
create unique value for a target market. Strategy asks that you determine how you can be unique in
ways that are valued by the market.

Strategy as a competitive position in a market identifies three generic strategies capable of producing
favorable economic returns. Students of Michael Porter will find these positions familiar.ON THE MARK

The Importance of Organizational Structures

Organizational structure is important because it orders your organization to deliver value to a market.
Your organization’s value chain is the sequence of high-level operations that represents your core value-
creating process. It is the translation of competitive strategy into activity. The value chain is thus the
central organizing principle for decisions about structure. If organizations are structured according to a
different central principle, the organization is then designed to do something different.

Create a tight connection between the ideas of competitive strategy, value chain, and structure. It is in
this relationship that the importance of organizational design structures are clearly recognizable. The
benefit of this understanding is that the core work of your organization will always remain the
foundation of observations, deliberations, and decisions associated with the way you organize and lead
people.

Why Organizations Need a Clear Competitive Strategies

An effective organizational structure is a plan to achieve superior economic performance. It is a set of
choices that define what an organization will and will not do. The key to strategy is to define a path to
create unique value for a target market. Strategy asks that you determine how you can be unique in
ways that are valued by the market.

Strategy as a competitive position in a market identifies three generic strategies capable of producing
favorable economic returns. Students of Michael Porter will find these positions familiar.

Three Strategies
A distinctive value proposition must translate into a set of activities that is different from those of its
competitors. The essential nature of strategy is the development of a tailored value chain—choosing
different activities to perform compared to your market competition or performing the same activities
differently. Otherwise, you are competing on the same basis as your competitors. You are then said to
be competing to be the best and, by Porter’s definition of strategy, you have no strategy.

Organizational Structure Follows the Work

Another importance of organizational structure in business is that it defines the formal way in which
work and people are grouped into units. It follows the value chain. Structure helps shape benefits
available through skill specialization, focused attention, control and coordination, cost reduction, and
opportunity for leadership development. (Mahler, 1975)

The core ideas that form the basis of structural decisions are work and work in boundaries. We started
the conversation of work when discussing the value stream as the core expression of competitive
strategy. The value stream is the work. It might surprise you to learn that many organizations do not
have a clear and explicit understanding of the end-to-end value-generation process. It is this level of
work granularity that allows the notion of unit operations to become visible. Organizations are
structured to deliver these unit operations. This is called work in boundaries.

A structural design is complete only after work in boundaries is re-integrated through integrating
mechanisms, which we call glue. It is an unavoidable feature of departmentalization that some people
are brought together while others are separated. Glue mechanisms are needed to allow work to flow
through the white space created by the structure itself. It is important to understand that any set of
choices that separates work will naturally create gaps that must be addressed through integration.

What Makes a Good Organizational Structure

Lateral capability further integrates an organization across the structure that develops from
departmentalization that separates work into work in boundaries. It is through the deliberate
development of lateral capability that an organization can respond effectively to challenges that are not
neatly addressed through the formal structure. This capability, therefore, allows an organization to
make more decisions more often based on perspectives, capabilities, experiences, and knowledge
drawn from across the vertical organization structure. For those who say “structure limits flexibility”,
this is the answer.

There is a hierarchy of lateral integration mechanisms. The informal organization is at the bottom or
most basic level. This is the easiest and least costly integration mechanism to develop and manage. At
the other end of the continuum is the matrix organization. The defining characteristics of the matrix are
dual reporting relationships and a balance of power. It is a sophisticated and costly form of lateral
capability that requires significant managerial and leadership maturity from members of the
organization. It is good economic and managerial guidance to work as low on this continuum as possible.

By Design or Default, All Organizations Have Structure

The importance of organizational structure is found in its relationship to strategy and the value chain.
The structure is an expression of work that is separated into work in boundaries to deliver the value
chain. Because of this separation, it is also necessary to address the concept of glue needed to re-
integrate unit operations into a single value chain. It is also necessary to understand that no structure
can meet all your operational needs for flexibility and speed.

What is Departmentalization?
Departmentalization involves dividing an organization into different departments, which perform tasks
according to the departments' specializations in the organization. Departmentalization as a means of
structuring an organization can be found in both public and private organizations. An organization can
structure itself into departments in the following ways.

Functional Departmentalization
In functional departmentalization, an organization is organized into departments based upon the
respective functions each performs for the organization. For example, a manufacturing company may
create a production department, sales and marketing department, an accounting department, and a
human resources department. Functional departmentalization may be advantageous because it can
increase efficiency and expertise since all related activities are performed in one place by one group of
people that specialize in that activity.

Product Departmentalization
In product departmentalization, an organization is divided by product lines. It creates a department for
each product and that department controls all activities related to the product including development,
production, marketing, sales, and distribution. This structure provides the organization the advantage of
developing personnel with a high level of expertise and specialization for each of its products.

Customer/Market Departmentalization
Finally, we have customer/market departmentalization. Each type of customer usually has different
needs, and organizations often departmentalize along different customer types, such as consumers,
businesses, and governments. For example, think about an aerospace engineering firm and the different
needs of their consumer, business, and government clients. This structure may be advantageous
because it allows its personnel to specialize in developing products and serving the needs of particular
markets and classes of customers.

Organizational structure refers to how individual and team work within an organization are coordinated.
To achieve organizational goals and objectives, individual work needs to be coordinated and managed.
Structure is a valuable tool in achieving coordination, as it specifies reporting relationships (who reports
to whom), delineates formal communication channels, and describes how separate actions of
individuals are linked together. Organizations can function within a number of different structures, each
possessing distinct advantages and disadvantages. Although any structure that is not properly managed
will be plagued with issues, some organizational models are better equipped for particular environments
and tasks.

Building Blocks of Structure

What exactly do we mean by organizational structure? Which elements of a company’s structure make a
difference in how we behave and how work is coordinated? We will review four aspects of structure
that have been frequently studied in the literature: centralization, formalization, hierarchical levels, and
departmentalization. We view these four elements as the building blocks, or elements, making up a
company’s structure. Then we will examine how these building blocks come together to form two
different configurations of structures.

Centralization
Centralization is the degree to which decision-making authority is concentrated at higher levels in an
organization. In centralized companies, many important decisions are made at higher levels of the
hierarchy, whereas in decentralized companies, decisions are made and problems are solved at lower
levels by employees who are closer to the problem in question.

As an employee, where would you feel more comfortable and productive? If your answer is
“decentralized,” you are not alone. Decentralized companies give more authority to lower-level
employees, resulting in a sense of empowerment. Decisions can be made more quickly, and employees
often believe that decentralized companies provide greater levels of procedural fairness to employees.
Job candidates are more likely to be attracted to decentralized organizations. Because centralized
organizations assign decision-making responsibility to higher-level managers, they place greater
demands on the judgment capabilities of CEOs and other high-level managers.
Many companies find that the centralization of operations leads to inefficiencies in decision making. For
example, in the 1980s, the industrial equipment manufacturer Caterpillar suffered the consequences of
centralized decision making. At the time, all pricing decisions were made in the corporate headquarters
in Peoria, Illinois. This meant that when a sales representative working in Africa wanted to give a
discount on a product, they needed to check with headquarters. Headquarters did not always have
accurate or timely information about the subsidiary markets to make an effective decision. As a result,
Caterpillar was at a disadvantage against competitors such as the Japanese firm Komatsu. Seeking to
overcome this centralization paralysis, Caterpillar underwent several dramatic rounds of reorganization
in the 1990s and 2000s (Nelson & Pasternack, 2005).

, centralization also has its advantages. Some employees are more comfortable in an organization where
their manager confidently gives instructions and makes decisions. Centralization may also lead to more
efficient operations, particularly if the company is operating in a stable environment (Ambrose &
Cropanzano, 2000; Miller, et. al., 1988; Oldham & Hackman, 1981; Pierce & Delbecq, 1977; Schminke, et.
al., 2000; Turban & Keon, 1993; Wally & Baum, 1994).

In fact, organizations can suffer from extreme decentralization. For example, some analysts believe that
the Federal Bureau of Investigation (FBI) experiences some problems because all its structure and
systems are based on the assumption that crime needs to be investigated after it happens. Over time,
this assumption led to a situation where, instead of following an overarching strategy, each FBI unit is
completely decentralized and field agents determine how investigations should be pursued. It has been
argued that due to the change in the nature of crimes, the FBI needs to gather accurate intelligence
before a crime is committed; this requires more centralized decision making and strategy development
(Brazil, 2007).

Hitting the right balance between decentralization and centralization is a challenge for many
organizations. At the Home Depot, the retail giant with over 2,000 stores across the United States,
Canada, Mexico, and China, one of the major changes instituted by former CEO Bob Nardelli was to
centralize most of its operations. Before Nardelli’s arrival in 2000, Home Depot store managers made a
number of decisions autonomously and each store had an entrepreneurial culture. Nardelli’s changes
initially saved the company a lot of money. For example, for a company of that size, centralizing
purchasing operations led to big cost savings because the company could negotiate important discounts
from suppliers. At the same time, many analysts think that the centralization went too far, leading to the
loss of the service-oriented culture at the stores. Nardelli was ousted after seven years (Charan, 2006;
Marquez, 2007).

Formalization
Formalization is the extent to which an organization’s policies, procedures, job descriptions, and rules
are written and explicitly articulated. Formalized structures are those in which there are many written
rules and regulations. These structures control employee behavior using written rules, so that
employees have little autonomy to decide on a case-by-case basis. An advantage of formalization is that
it makes employee behavior more predictable. Whenever a problem at work arises, employees know to
turn to a handbook or a procedure guideline. Therefore, employees respond to problems in a similar
way across the organization; this leads to consistency of behavior.

While formalization reduces ambiguity and provides direction to employees, it is not without
disadvantages. A high degree of formalization may actually lead to reduced innovativeness because
employees are used to behaving in a certain manner. In fact, strategic decision making in such
organizations often occurs only when there is a crisis. A formalized structure is associated with reduced
motivation and job satisfaction as well as a slower pace of decision making (Frederickson, 1986; Oldham
& Hackman, 1981; Pierce & Delbecq, 1977; Wally & Baum, 1994). The service industry is particularly
susceptible to problems associated with high levels of formalization. Sometimes employees who are
listening to a customer’s problems may need to take action, but the answer may not be specified in any
procedural guidelines or rulebook. For example, while a handful of airlines such as Southwest do a good
job of empowering their employees to handle complaints, in many airlines, lower-level employees have
limited power to resolve a customer problem and are constrained by stringent rules that outline a
limited number of acceptable responses.

Hierarchical Levels

Another important element of a company’s structure is the number of levels it has in its hierarchy.
Keeping the size of the organization constant, tall structures have several layers of management
between frontline employees and the top level, while flat structures consist of only a few layers. In tall
structures, the number of employees reporting to each manager tends to be smaller, resulting in greater
opportunities for managers to supervise and monitor employee activities. In contrast, flat structures
involve a larger number of employees reporting to each manager. In such a structure, managers will be
relatively unable to provide close supervision, leading to greater levels of freedom of action for each
employee.

Research indicates that flat organizations provide greater need satisfaction for employees and greater
levels of self-actualization (Ghiselli & Johnson, 1970; Porter & Siegel, 2006). At the same time, there may
be some challenges associated with flat structures. Research shows that when managers supervise a
large number of employees, which is more likely to happen in flat structures, employees experience
greater levels of role ambiguity—the confusion that results from being unsure of what is expected of a
worker on the job (Chonko, 1982). This is especially a disadvantage for employees who need closer
guidance from their managers. Moreover, in a flat structure, advancement opportunities will be more
limited because there are fewer management layers. Finally, while employees report that flat structures
are better at satisfying their higher-order needs such as self-actualization, they also report that tall
structures are better at satisfying security needs of employees (Porter & Lawler, 1964). Because tall
structures are typical of large and well-established companies, it is possible that when working in such

Organizational structures differ in terms of departmentalization, which is bro

adly organizations employees feel a greater sense of job security.

Departmentalizationcategorized as either functional or divisional.

Organizations using functional structures group jobs based on similarity in functions. Such structures
may have departments such as marketing, manufacturing, finance, accounting, human resources, and
information technology. In these structures, each person serves a specialized role and handles large
volumes of transactions. For example, in a functional structure, an employee in the marketing
department may serve as an event planner, planning promotional events for all the products of the
company.

In organizations using divisional structures, departments represent the unique products, services,
customers, or geographic locations the company is serving. Thus each unique product or service the
company is producing will have its own department. Within each department, functions such as
marketing, manufacturing, and other roles are replicated. In these structures, employees act like
generalists as opposed to specialists. Instead of performing specialized tasks, employees will be in
charge of performing many different tasks in the service of the product. For example, a marketing
employee in a company with a divisional structure may be in charge of planning promotions,
coordinating relations with advertising agencies, and planning and conducting marketing research, all
for the particular product line handled by his or her division.

In reality, many organizations are structured according to a mixture of functional and divisional forms.
For example, if the company has multiple product lines, departmentalizing by product may increase
innovativeness and reduce response times. Each of these departments may have dedicated marketing,
manufacturing, and customer service employees serving the specific product; yet, the company may
also find that centralizing some operations and retaining the functional structure makes sense and is
more cost effective for roles such as human resources management and information technology. The
same organization may also create geographic departments if it is serving different countries.

Each type of departmentalization has its advantages. Functional structures tend to be effective when an
organization does not have a large number of products and services requiring special attention. When a
company has a diverse product line, each product will have unique demands, deeming divisional (or
product-specific) structures more useful for promptly addressing customer demands and anticipating
market changes. Functional structures are more effective in stable environments that are slower to
change. In contrast, organizations using product divisions are more agile and can perform better in
turbulent environments. The type of employee who will succeed under each structure is also different.
Research shows that when employees work in product divisions in turbulent environments, because
activities are diverse and complex, their performance depends on their general mental abilities
(Hollenbeck, et. al., 2002).

Two Configurations: Mechanistic and Organic Structures

The different elements making up organizational structures in the form of formalization, centralization,
number of levels in the hierarchy, and departmentalization often coexist. As a result, we can talk about
two configurations of organizational structures, depending on how these elements are arranged.

Mechanistic structures are those that resemble a bureaucracy. These structures are highly formalized
and centralized. Communication tends to follow formal channels and employees are given specific job
descriptions delineating their roles and responsibilities. Mechanistic organizations are often rigid and
resist change, making them unsuitable for innovativeness and taking quick action. These forms have the
downside of inhibiting entrepreneurial action and discouraging the use of individual initiative on the
part of employees. Not only do mechanistic structures have disadvantages for innovativeness, but they
also limit individual autonomy and self-determination, which will likely lead to lower levels of intrinsic
motivation on the job (Burns & Stalker, 1961; Covin & Slevin, 1988; Schollhammer, 1982; Sherman &
Smith, 1984; Slevin & Covin, 1990).

Despite these downsides, however, mechanistic structures have advantages when the environment is
more stable. The main advantage of a mechanistic structure is its efficiency. Therefore, in organizations
that are trying to maximize efficiency and minimize costs, mechanistic structures provide advantages.
For example, McDonald’s has a famously bureaucratic structure where employee jobs are highly
formalized, with clear lines of communication and specific job descriptions. This structure is an
advantage for them because it allows McDonald’s to produce a uniform product around the world at
minimum cost. Mechanistic structures can also be advantageous when a company is new. New
businesses often suffer from a lack of structure, role ambiguity, and uncertainty. The presence of a
mechanistic structure has been shown to be related to firm performance in new ventures (Sine & Kirsch,
2006).

In contrast to mechanistic structures, organic structures are flexible and decentralized, with low levels of
formalization. In Organizations with an organic structure, communication lines are more fluid and
flexible. Employee job descriptions are broader and employees are asked to perform duties based on
the specific needs of the organization at the time as well as their own expertise levels. Organic
structures tend to be related to higher levels of job satisfaction on the part of employees. These
structures are conducive to entrepreneurial behavior and innovativeness (Burns & Stalker, 1961; Covin
& Slevin, 1988). An example of a company that has an organic structure is the diversified technology
company 3M. The company is strongly committed to decentralization. At 3M, there are close to 100
profit centers, with each division feeling like a small company. Each division manager acts autonomously
and is accountable for his or her actions. As operations within each division get too big and a product
created by a division becomes profitable, the operation is spun off to create a separate business unit.
This is done to protect the agility of the company and the small-company atmosphere.

The types of organizational structures in business are just as important as its products, marketing plan
and long-term strategy. Businesses need a sturdy structure to attract and retain talented employees, as
well as create a workable organizational hierarchy.

Typically, businesses choose from four types of organizational structure. Each comes with its own set of
advantages and disadvantages. Choosing the right one for your business is imperative because poor
organizational structure leads to confusion among employees, poor decision-making among managers
and, ultimately, less than ideal results for a business.

Students in Point Park University’s online Bachelor of Arts in Organizational Leadership classes learn
about management strategies and approaches to organizational design as part of a curriculum that
prepares them for success as business leaders.

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The Four Major Types of Organizational Structures in Business

View Larger Image

The types of organizational structures in business are just as important as its products, marketing plan
and long-term strategy. Businesses need a sturdy structure to attract and retain talented employees, as
well as create a workable organizational hierarchy.

Typically, businesses choose from four types of organizational structure. Each comes with its own set of
advantages and disadvantages. Choosing the right one for your business is imperative because poor
organizational structure leads to confusion among employees, poor decision-making among managers
and, ultimately, less than ideal results for a business.

Students in Point Park University’s online Bachelor of Arts in Organizational Leadership classes learn
about management strategies and approaches to organizational design as part of a curriculum that
prepares them for success as business leaders.

Picking The Right Organizational Structure

While there are variations, most companies are created based on one of the following four
organizational structures. The goal for business leaders is picking the structure that works best for their
particular situation.

Functional
A functional structure is the most traditional approach. It calls for grouping together people who do
similar tasks based on their area of specialty. In other words, you’ll find all the accountants in finance
and all the marketers in marketing. Managers led each area and report up to a director or executive who
may oversee multiple departments.

The advantage here is clear: it provides those with similar abilities the ability to easily communicate and
work on projects together. That’s also the reason this is the most popular business structure. The
disadvantage is that teams may get “siloed,” unaware of what is happening in other areas of a company.

Divisional
In a divisional structure, people are grouped together based on the product or service they provide, not
the work they do. For example, a large corporation such as General Electric has divisions for electronics,
transportation, and aviation, each with its own team of accountants, marketers, etc. Global corporations
may have divisions based on different geographic areas. On a smaller scale, a restaurant that also
provides catering services may have separate divisions to oversee weddings, corporate events and
business within the main restaurant.

Matrix
A matrix structure is a hybrid of the functional and divisional structures. It may involve employees
reporting to different bosses depending on their current assignment. For example, a software design
specialist may report to her boss in IT, but she’s also brought onto specific projects because of her
expertise. When that happens, she will report to a different boss as long as that project continues.

The disadvantage is that employees may find it confusing to report to multiple bosses. But clear
communication on priorities at all levels can eliminate these issues. The matrix structure requires a great
deal of planning but can allow for the creation of the best possible teams to tackle the biggest
challenges.

Flat
The flat structure dispenses with the usual hierarchy of a functional structure, decentralizing
management and doing away with the need for middle manager bosses. Employees essentially act as
their own boss, giving them the ability to communicate directly with peers on ideas and projects.

The advantage is a lot more freedom for employees, which requires a group of self-starters who don’t
need managers checking up daily on their work. A flat structure is common in incubators and startups
where the focus is on product and services design, not production or top-down management structures.

All four types of organizational structures in business can work well in the right situations. While most
companies will choose from the functional or divisional approaches, a flat approach is becoming
increasingly popular with modern companies.

Organizational Structure Explained

An organizational structure is the grouping of resources at different levels depending on their

responsibilities, power, and position. It helps various departments in a company exchange data,
coordinate, and work together to achieve business goals.
A company devises an organizational structure to ensure that suitable employees with the right set of
skills occupy each position in the company. The OS reveals the accountability and authority of each role.
This removes any uncertainty with regard to task performance and reporting and enhances employee
productivity.

A company must clearly define its objectives before creating an OS. Then, group similar activities
together to create departments, identify resources for each unit, and establish a hierarchy of employees
based on their duties.

Thus, an OS of a company:

Forms the basis of employee reporting and relations

Decides the post of employees in their administrative divisions

Formulates a system of coordination and interdependence in an organization

Establishes a well-defined workflow aimed at attaining organizational goals

Every OS contains the following six essential elements:

Work design: It defines the nature and job description of a particular position

Administrative division: It involves the grouping of jobs into departments to facilitate the coordination
of work.

Deputation: It means the power conferred to each employee and department in the organization.

Management ratio: It refers to the number of employees that are reporting to a supervisor.

Hierarchy: It creates various levels of authority arranged in the order of delegated powers in the
organization.

Centralization or decentralization: It presents the mode of operation followed in an organization.