Circular Structures Are Concurrent Circles Expanding From A Middle Circle

According to Bolman and Deal, the core premise of the structural lens is defined as “Clear, well-understood goals, roles, and relationships and adequate coordination are essential to performance” (pg. 44). In an organization, structure is of vital importance, it lays a sturdy foundation which serves to decrease confusion and inefficiency amongst individuals of the organization. The core premise emphasizes that in order for an organization to reach its full potential, goals need to comprehended, appropriate roles need to be assigned to individuals and good management are imperative in bringing together an organization and increasing proficiency, in order to achieve established goals. Structure in an organization serves as the framework, where

Organization is based on several levels with each different authority. Information flows gradually from the bottom to the top level, as well as tiered command line from top to bottom. Hierarchical system as it was made into a rigid bureaucracy and made the decision-making process becomes fragmented because of the flow of information and commands only run vertically. For example, the organizational structure of the Ministry of Internal Transport of Sri Langka at least has seven levels of bureaucracy, from bottom to higher levels start from additional deputy director, deputy director, director, additional secretary, secretary, deputy minister, and minister. Such hierarchy is likely to cause substantial distortion, in terms of information delivery from the bottom to the top and in terms of translating messages or orders from

Having organizational structure also entails having what is called an organization chart. An organization chart is a diagram that shows the structure of an organization and the relationships and relative ranks of its parts and positions/jobs. Sherill believes you need an organization chart so that you are aware of who to report to. Where Sherill is currently employed, has not had anything set up this way in a few years. People are not sure who they are to report to and often report to whoever they feel like. She has seen a few employees leave the company for other jobs because they felt that their job lacked structure and it was difficult for them to work in a place like that.

Structure is the basis through which an organization seeks to create control the direction of an organization. This is completed through clear definitions of the allocation of work, differentiation, and the coordination of having those responsibilities working together towards the efforts of the organization, integration (Bolman & Deal, 1993, pp). Through these methods, the organization is able to devise a division of labor that collaborates to bring about the missions and goals of an organization. The structure that comes about from this can be varied in their rigidness and flexibility it allows, and to an extent this is a great contribution to its success.

Departmentalization includes two parts Traditional Organization Structures and Horizontal Organization Structures. Traditional Organization Structures is divided three structures that are Functional,

Every type of company or organization that exists operates with a certain organizational structure. However, the organizational structure is tailored to best meet the needs and services of the company. Organizational structures are used as a means of communicating how business will take place within an organization. The structure of an organization is important to the main areas that make an organization function effectively. Organization functions and designs determine the organizational structure. Memphis City Schools has a horizontal organizational structure. Although a horizontal structure exists as the overall structure at the executive level, a vertical structure is also in place at the management/staff level.

2-3). These categories are tools which management must become familiar with in order to shape the decisions and behaviors of their organizations to ensure success and growth. The first category is strategy, which is usually addressed first since it focuses on the direction that the company would like to head in (Kates & Galbraith, 2007). A company’s strategy outlines its goals and objectives that it would like to achieve; this is normally reflected in the company’s vision and mission statements. Structure, the second category, determines where formal power and authority are located in the organization. Typically, this category is described as being a “hierarchy” since it determines who comes into contact with whom (Kates & Galbraith, 2007). The third category, processes, incorporates both vertical and lateral movements. Vertical processes usually involve business planning and budgeting processes since the scarce resources of funds and talent are being allocated. In this process, the needs of different departments within the organization are collected and decisions on what takes priority is made for the budgeting and allocation of the resources (Kates & Galbraith, 2007). Lateral processes, on the other hand, are essentially designed around the workflow such as product development.

According to the Business Dictionary online, structural organization is “the typically hierachichal arrangement of lines of authority communications, rights and duties of an organization. Organization structure determines how the roles, power and responsibilities are assigned, controlled, and coordinated, and how information flows between the different levels of management.”(“What is Organizational Structure,” 2014) An organization’s structure depends on there purpose and mission plan. General Motors feels that strong leadership is very important role to their organization. They incorporate a horizontal organizational structure where they focus on being an innovative group of employees. “Human relations is the process of training employees, addressing their needs, fostering a workplace culture and resolving conflicts between different employees or between employees and management.””The Importance of Human Relations In the Workplace,” 2014) General Motors is about teamwork and not so much individual roles.

The senior management team oversees the daily operations of the business and implements new strategies when change is necessary. A company determines the number of hierarchical levels based on the strategy and functional tasks (Hill 418). A company can either be a tall or flat organization. A tall structure has many levels and is used as a company expands in size. A flat structure has less levels and is used for smaller companies.

Organizational structure is the framework around which the organization is organized, the underpinnings, which keep the coalition functioning. It 's the operating manual that tells members how the organization is put together and how it works. More specifically, structure describes how members are accepted, how leadership is chosen, and how decisions are made (Nagy, 2014). With lives in their hands, hospitals have to function very precisely, executing high-quality services every hour of every day. Organizations that have this sort of requirement usually take on a vertical organizational structure (Feigenbaum, 2015). This type of structure has many layers of management, with most of the organization 's staff working in very specific, narrow, low-authority roles. The numerous layers of management are designed to make sure that no one person can throw the system off too much. This structure also ensures that tasks are being done exactly and correctly (Feigenbaum, 2015).

How many activities do they do? Do they need to do those? Is there proper segregation of duties? Horizontal analysis is scrutinizing the activities performed. Who is accountable? If one person has too much responsibility and the others don't have enough this may create a bottleneck.

Organizational structure is the most crucial element for the success of any business. This is because of the way it facilitates and supports the management system of the organization. It is through the structure that specialization and differentiation are attained. For effective management of the employees, different firms employ different structures for the organization that is unique to its operation and the organization culture.

Organizational structure is a system that consists of explicit and implicit institutional rules and policies designed to outline how various work roles and responsibilities are delegated, controlled and coordinated. Organizational structure also determines how information flows from level to level within the company (investopedia.com, 2017). If one level or department does not undertake its function accurately the entire business suffers, because all the departments interrelated to each other. There are generally four types of organizational structure:

Effective organizational structures define how job tasks are subdivided, grouped, coordinated, and managed. Six key components of organizational structures include division of labor, departmentalization, chain of command, span of control, centralization, and formalization (Remme, Jones, Van der Heijden, & De Bono, 2008, p. 79). Each element influence how employees interact with each other to reach organizational goals. Different structures are common in similar organizations among high performing organizations (Reimann, 1974, p. 707). The most appropriate structure will depend on the unique needs and culture of the organization.

Just as the pin factory example showed, the one task of creating a pin was broken down into multiple roles/subunits (Horizontal Differentiation) and just as these tasks can be simplified and more efficient by dividing them into roles and subunits, they need to people coordinate them. These people can range from a simple manager of a subunit, all the way to the owner of the organization, creating an organizational hierarchy (Vertical Differentiation). When these processes and forms of coordination work together, this is what drives the building of the organization as a whole. The extent of which is determined by the organizations structure.