Differences Between Different Organisational Structures And Culture

Organizational Structure Organization structure is the differentiation; that is the way the organisation is differentiated into tasks, responsibilities, departments and hierarchies and the integration (the way the organisation is coordinated to form a unitary whole). It defines how activities in the organization are directed toward the achievement of organizational aims. The structure provides the foundation on which standard operating procedures and routines rest, determines which individuals get to participate in which decision making processes and thus to what extent their view shape the organization’s actions (Stephen, 1987) United Parcel Services Organization Chart United Parcel Service, Inc. (UPS) is the world’s largest package delivery

Organizational structure has been set up to facilitate all goal achievements. It is a way to motivate their employees and get them to work together. It also helps its employees to follow the organizations goals, and work together as a team. In order to do this, they need to have an organized structure to be able to run the company smoothly. A main foundation of every organization is to post their mission statement and goals everywhere so that their employees can see them. An organizational culture can consist of common shared beliefs and values that are established by the organization’s leader, and then communicated and reinforce through various methods, this helps shape employee perceptions, behaviors and understanding. Overall, organizational structure and culture can effect progress of many organizations in a positive and negative way.

The organizational structure shows the chain of a command in an origination. It shows the administration choices that the management makes for the betterment of the company. Notably, people have different preferences and styles of management. Therefore, their choices vary from one organization to another. Some companies choose a long chain of command while others prefer a shorter chain with departments brought together. Even in the same organization, the options will vary when new management takes over. This paper compares and contrasts the organizational structure of New York Police Department and Walmart Company.

The formal reporting lines refers to the communication between directors, managers, and those employees under them in the organizational structure while the informal reporting line refers to the communication that occurs between health care professionals in the course of the decision-making process, i.e. nurse to physician discussing a patient. Informal communication also can be peer to peer regarding conflict, policy, or safety issues. If a decision is made between the peers, the formal reporting line can be entered in with the peers taking the information up the chain to the managers and directors. Often informal reporting becomes formal reporting. In my organization our formal reporting line starts with the unit charge nurse, proceeding to the team coordinator, the director

When an organisation is formed certain patterns of behavior will be acceptable to all members of the organisation and the behavioral examples can be seen everywhere within it. This is exactly the role that organisational culture plays. (Rollinson, 2008).Organisations are in some ways similar to fingerprints, each one has its own unique structure. However, an organisation that is completely unique is very difficult to find. (Alvesson, 1956)

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 single most critical problem that the managers are facing today is managing the people.This is the most challenging issues that every kind of organizations is dealing with now aday. Organizational behaviour is the study of individual, group and organization as a whole that examines the effect of organizational structure and culture on organizational performance. Therefore, it mostly tries to define the performance and efficiency factors of anorganization.Organizational structure and organizational culture are highly correlated performance factors.It basically defines the appropriate structure of an organization in order to get more thanaverage performance. Organizational culture is a primary factor for employee turnover and job satisfaction (Bolden, 2004). If an organization possesses a strong culture of self-respect and employee affiliation, it is no wonder that the employee retention rate would be very high(Tracy, 2013).In this report, the relationship between organizational culture and organizational structure will be pointed out. While doing so we

There are the classifications of organizational structure, functional, project, and matrix. The structure of an organization can determine the utilization of the resources in a company and this can affect the way projects are handled. While organizations may adopt any or all three types, one type will be favored more than the others. A functional structure is a traditional method using a hierarchical chain as each employee has a documented superior. Team members are grouped by department and specialties (Institute, 2013).

Organisational Behaviour (OB) is the study of human behaviour in an organisation. It is a multidisciplinary field devoted to the understanding individual and group behaviour, interpersonal processes and organisational dynamics. OB is important to all management functions, roles and skills. Since organisations are built up levels - individual, group and an organizational system as a whole, it is important for managers to understand human behaviour in order to meet the organizations overall goals. I found several key learning areas that are meaningful, interesting and relevant to my work over the course of studying this unit. These key learning areas have not only expanded and improved my view of organisational behaviour but they also have

"There isn't any room at the top for local girls like us," yet the upper level management had the world at their fingertips (Nichols, 1988). Mike Nichol's quirky 1988 film Working Girl was in many ways much more than a romantic comedy. It reflects the extreme separation between the levels of the hierarchy within a typical organizational culture in the United States in the 1980s. Examining the physical space of the working environment show just how separated the lowest class of workers were from the rest of the organizational culture, a process which thankfully is often avoided today.

Hierarchical structure enhances operational productivity by giving clarity to workers at all levels of an organization. By paying personality to the authoritative structure, divisions can work more like very much oiled machines, centering time and vitality on beneficial errands. An altogether laid out structure can likewise give a guide to inner advancements, permitting organizations to make strong representative headway tracks for passage level specialists

Organizational culture has multiple characteristics that differentiates it from another organization in its field. According to Robbins & Judge (2014) there are seven different characteristics. They are as follows: “Innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness and stability” (Robbins & Judge, 2014, p. 249). When reviewing each of these characteristics the writer felt most compelled by attention to detail. While serving in the United States Army there were multiple instances when most of these characteristics were defined. Attention to detail was one characteristic that was drilled into the psyche of all who attempt and succeeded during basic training. The

Both institutional context and cultural context have positive and negative aspects to HRM design in companies. HR staff in Hyundai, the second biggest car manufacturer in India, faced with law and policy problems. In May 2010, employees went on strike after the organization sacked and did not reinstate 35 employees due to alleged behaviour (Kramer and Syed, 2012). In addition, this was the third time that local workers had struggled against the company because of dismissing employees. Moreover, not only Hyundai was a victim of workers’ mutiny but also MRF struck and Pricol faced with similar issue, even one employer of Pricol died due to employee’s unrest. The reason for these problems is that labour laws in

VOLE Worldwide Inc commenced trading in November 2002 and offers the world’s first managed Voice over Internet Protocol (VOIP) communications network. Providing a videophone package similar to a mobile/cell phone plan, VOLE manages the service which includes provision of a videophone for free use, while the customer just talks. For an affordable flat-price monthly fee, the customer enjoys unlimited video-talk time in addition to full videophone support.

Employing a firm-level research on internal organisation structure, this paper studies the influence of Japanese national culture and institutions on internal organisation design of a Japanese MNEs. I report that some output deriving from features of Japanese national culture and institutions such as collectivism and Long-term orientation have a strong impact on internal organisation, although it does not keep consistency with Japanese national culture and institutions.