A Theory Model Of Production Organization

Lastly, the just-in-time (JIT) approach is an operating philosophy that requires that all resources, including materials, personnel, and facilities, be acquired and used only as needed (Mazumder, 2007). The JIT approach works great for manufacturing companies because of their common classes of material that they use which are raw materials, work-in-process, and finished goods (Mazumber, 2007). According to JIT concept raw materials are received just in time to go into production, manufactured parts are completed just in time to be assembled into products, and products are completed just in time to be shipped to customers (Mazumber, 2007). The

The company is geographically located in most major united states locations. It employs a hierarchal organizational design. One of the contributing factors to its success is the company’s success in providing a dining experience for its customers that excel in choices, price, customer service, and serving size. The company is known world-wide for its delicious cheesecakes with the key factor being the variety.

Company management is committed to adopting advanced manufacturing techniques such as benchmarking and just-in-time (JIT). The corporate culture necessary for the success of such techniques is evolving and worker empowerment is already a major program. In addition, workers are allowed several hours away from regular work assignments each week for training programs conferring on budgets and work improvements and applying the ABC system.

For example, within the human resources department, all HR will share information and support the training and development of each employee.

As discussed by Lewchuk & Robertson (1997), the organizational culture and values of the company, were simply to limit any role the workers had in the decision-making process, which was called the Fordist model. Hence, mainstreaming the production problems to the managers and leadership would enable them to better control and carry out the improvement of the workers and their products.

The United States Army is a hierarchical structure when it comes to chain of command. To fight a war the U.S. Army deploys a variety of specialized systems and soldiers to the battlefield. To do this the US Army has adopted the divisional organizational structure. The Army is divisional but is structured as a functional structure; Army, Corps, Division, Brigade, battalion, company, platoon, and squad (Powers, 2012).

Organizational theory as it applies to health care introduces a complex and challenging situation. The health care environment introduces challenges to a structured organization which may not be present in traditional business. For example, measuring output may be difficult in an environment of daily uncertainty, it would be nearly impossible to predict or plan for all of the specific tasks, activities and business interactions in any one unit in the hospital setting. Additional challenges include complex, variable work that cannot often be deferred, work performed under emergency circumstances, high degree of

“The use of machines has radically transformed the nature of productive activity and has left its mark on the imagination, thoughts, and feelings of humans throughout the ages.” An organization as a machine is the first theoretical metaphor that believes that organizations operate as fully functioning machines. According to Morgan, an organization taking the mechanistic approach would be clearly defined as “…a pattern of precisely defined jobs organized in a hierarchical manner through precisely defined lines of command or communication.” Essentially, the mechanistic approach is all about maximizing efficiency and maintaining control. The concept that organizations can run like machines is one that is most easily identified with the factory work that is shown in Norma Rae.

While completing the readings for the week titled “Experiments in Organizational Structure” I noticed two themes, self-managed teams and organizational culture. There was a clear divide of organizational culture between the companies such as Moosewood Collective and Zappos versus Amazon and Enron. The readings for the week were well-rounded and demonstrated that each culture had positive and negatives. However, research can enhance what organizational culture has been found to be the best culture in creating successful companies, which is not expanded on in the readings. Additionally, some of the readings focused on companies that had no hierarchy and how the lack of hierarchy allows for leaders to emerge. This idea relates to the literature on leadership in self-managed teams and how that may or may not be beneficial for a company. Therefore, this issue paper will critique the organizational structural practices that the companies in the assigned readings have been using. Additionally, this issue paper will add more insight into what has been found in research that can support or add improvements to the organizational decisions the companies in the assigned readings have made.

Organizational theory studies the various variables that influence the behavior of an individual(s) working within an organization, but also, “prescribes how work and workers ought to be organized and attempts to explain the actual consequences of organizational behavior (including individual actions) on work being performed and on the organization itself.” (Milakovich & Gordon, 2013, p.145). Of the many approaches to organizational analysis, Classical Organizational theory has been, even to this day, extremely influential by focusing on more formal concepts such as bureaucracy, rationalization and scientific management. Although, over the decades organizational management has taken on a more human relations approach to getting more productivity out of employees, it is contributors like Max Webber, Fredrick Taylor, and Luther Gulick that laid down the basic foundation organizational theories by recognizing the need for control and procedures.

Hitchcock Automotive Services owns Puente Hills Toyota, which is a privately held company. In addition, Hitchcock Automotive Services owning Puente Hills Toyota, they also own two other Toyota dealerships, a Volkswagen, Ford, Hyundai, and BMW dealership, all located in California. Puente Hills Toyota (PHT) was a large Toyota dealership with about $85 million in annual sales. PHT has 145 employees and was awarded several excellent performance awards, along with the Toyota’s President Award for overall excellence for the past 13 years (Merchant & Van der Stede, 2012). The dealership’s organizational structure was similar to those of others within the industry, other than they combined the new and used vehicle sales department. This organizational structure worked with Hitchcock Automotive Service’s philosophy as keeping manufacturers and customers happy. (Merchant & Van der Stede, 2012)

If there happened to be a fluctuation in the workload this arrangement is unable to easily respond to the changes. Functional output tends to be the primary objective of this type organization. Functional people stick to their own specialization and avoid being involved in cross-functional activities. (Wikipedia, 2006).

The structure of an organisation is built in order to achieve the distinct tasks by the labour and coordination between teams to provide goods and services. Organisational structure is selected in order to have a basic work and consistency according to the situation. The most foremost factors in an organisation are skilled labours, mutual understanding among the fellows and direct control to frame a good result. A good structured organisation results in quality production, which can be taken into peoples consider through marketing. When an organisation tracks in a solid structure, management plans and tasks can be easily constructed and executed. In this essay, I have been explained about the concept of Mintzberg five

Organisational theory is the idea and principle about how the work could be done by investigating through different perceptive. Throughout the last century, scholars, psychologists and behaviour scientists have contributed in developing of new theories for the organisations to achieve more by allocating their workers to make more productive and most of those theories did well in old times. But at the turn of the next century, thing have started to change and some of the old organisation theories are no longer relevant and effective if used solely. The age of globalisation takes tolls on workers as well as the employers, many organisations failed because they have not been able

Henry Ford’s idea of adapting the manufacturing process at Ford by putting it into an assembly line in order to enhance the efficiency of the production of his cars has allowed