Case Study : An American Video Game Distribution And Development Company

As the company grows its flat organisational structure will have to develop to handle the chain of command as well as continue a

An organization must align its strategy and structure to allow itself to achieve performance improvements over time. The four different structures, simple, functional, multidivisional, and matrix, are all suited to allow companies with different strategies to succeed but the company must decide which of these is correct for itself. A small start-up company will overburden itself with excessive cost if it seeks to implement a functional structure because it clearly will not have the talent on hand to create whole departments of HR employees or accountants. On the other hand, a company that grows to become a large multi-national

Every company has its own unique organisational structure. This can be described as the system or pattern of relationship in which power and roles are given to the employers and employees. It also involves how the company is designed in order to achieve its goals and its communication channels. A good structure is crucial because the strategic decisions made can either benefit or worsen an organisation (Mullins, 2005). For example, a good structure would encourage and motivate employees in order to keep morale and job satisfaction at the highest possible level so that productive efficiency can be reached. This essay will describe the different designs of organisational structures and assess whether in today’s world, organisations are

There are many different types of structures any organisation can operate with depending on what their purpose is but, for this study, the following types of organisational structures will be discussed: the flat structure, the tall

The formal organization focus on the duties and the goals of the organization, but it does not regard the human needs of the employees. On the other hand, the informal organization depends on the personal relationships among the members of the organization, but the undefined responsibilities and duties lead to problems in achieving the objective of the organization. Consequently, I think we have apply the formal style of organization but after modifying some of its disadvantages. It has to regard the human needs of the

There are many types of structures that an organization might have, each of them comes with its own set of advantages and disadvantages. Let us look at the benefits and drawbacks of three (or rather, five) of the more modern structures.

Child (2005) Suggests a bureaucratic structured organisation is not transparent for novelty and tractability. However, hierarchal structure has been working for decades and some employers like to work this way. Many employees prefer this type of structure as this will help them advance their careers when they perform. Organisational ‘Blueprint’ gives employees their boundaries of operations; in addition, this gives managers the knowledge of their employees and ultimate control. Even though this might be a good formal structure, in today’s market this would not help the organisation to have any competitive edge.

Valve is one of the largest computer games design and social entertainment platform companies in the world, who have developed a corporate culture within their organisation which hires specific individuals to work together and be rewarded based on performance and innovation. Teams are self-organised and individuals have high independence and authority to make decisions at a local level. This structure removes power from a usual management hierarchy and allocates it across roles, which can then be executed autonomously, without a micromanaging boss. This culture is largely reliant on employees with a passion for their work because motivation has to come from within rather than from external sources ‘managers’. In cohesion with Valves significant growth, issues and problems within the company’s culture have also arisen which seemingly could not be addressed effectively without leadership and a revaluation of the organisations structure.

Within this essay we will look at the structure perspective in relation to organisational learning and the learning organisation. Looking at key theories for both we will consider whether a truly structured company has the ability to learn from the environment and other organisations and has the capacity to become a learning organisation itself.

Organisations are living social organisms, each with its own culture, character, nature, and identity. Every organisation has its own history of success, which reinforces and strengthens the organisation’s way of doing things. The older and more successful the organisation, the stronger its culture, its nature, its identity becomes.

The organizational structure is just as important as the products or services the company provides. “Yet a human resource department is essential. The two found that companies with bureaucratic personnel departments were nearly 40 percent less likely to fail than the norm, and nearly 40 percent more likely to go public — data that would strike many Silicon Valley entrepreneurs as heresy” (Mill, 2014). According to Miles (1975) a theory of management has three basic components: (a) a set of assumptions about human attitudes and behaviors, (b) managerial policies and actions consistent with these assumptions, and (c) expectations about employee performance if these policies and actions are implemented.

This report is going to concentrate on the structure of an organization because, like Jay Lorsch said: organization structure is management’s formal and explicit attempts to indicate to organizational members what is expected of them. In his words, ‘this was management’s attempt to draw a map of whom they want to do what’ (Lorsch, 1977, p. 3) .So a mature and scientific organizational structure is an essential factor that a successful organization requires.

Organisational structure is a system used to define a hierarchy within an organisation. It identifies each job, its function and where it reports to within the organisation. When hiring large amounts of staff organisation is important. Everyone in the company needs to understand their individual/team role. It is the manager’s job to keep their staff organised and motivated to getting the job done. As the business grows in size and therefore takes on more staff, managers need to make sure employees understand their role within the company. Organisation is the way a business is structured. This structure is developed to establish how an organisation operates and assists an organisation in obtaining its goals to allow

However, the key is to establish the right structure to ensure the services or products provided are delivered in ways that ensure quality service, maximum productivity, cost effectiveness, and stable workforce. In other words, the design of the structure must fit the intended outcome to yield the most success. This is often challenging because many organizations struggle with ensuring the organization’s structure takes into account putting the right people in the right places and roles are clearly defined.

To thoroughly examine and discuss the elements of organizational structure, we must consider history. Today’s organizational theories on structure would not be what they are today without the evolution of historical theories. Looking back we must study, Frederick Taylor and his theory of scientific management and his belief that “productivity could be improved by management adhering to scientific principles”. Another historical approach to include in our analysis is the Hawthorn studies and the idea that paying attention to workers, working or informal social factors, open communication and informal social factors results in an effective organization. Lastly, the Human Relations movement, a theory of Peter Drucker and his belief that focussing on equality would increase productivity.