Goal Budget Needs Paper

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

There are three main organizational structure types used in business today. They are functional, project and matrix. They each have their strong points and weaknesses. I will list the strengths and weaknesses of each while comparing them to each other.

Using a solid organisational structure allows State Street and Coca Cola to improve attention on a single set of goals and aims instead of each group working towards its own program. This is the consequence of the flow of communication an organisational structure offers, as well as the founding and establishment of duty and admiration for the company hierarchy that comes from strong structure. It helps the company to use properties and resources intelligently in the pursuit of company goals as opposed to maximising hard work or testing with selections maybe not in the company's best

An added bonus - this business model is inherently sustainable. This type of structure needs a powerful leader whom the staff look up to as power is centralized and he gets to be more involved with the running of the company.

Interdepartmental communication is the communication between different departments in an organization. Each company is set up in specific ways to accomplish their mission and goal, therefore the organizational structure differs for each company. “Organizational structure is the way or methods by which organizational activities are divided, organized and harmonized” (Hadi Shafiee, 2016). The organizational structure determines how information is flow from one level to another within a company. Specific structure is required in an organization in order to have good performance. Organizational structures can either be centralized or decentralized. There are about four different types of organizational structures which are functional structure, divisional structure, matrix structure, line and staff structure and project structure. No matter what organizational structure the company is using, there will be multiple departments and it is important to have an effective communication amongst all departments in order for the operation of the organization to run smoothly.

The creation of a project like that was the clear prove a total different approach of managing a project. This team creation was a typical Heavy project management team in which a clear leader was identified and a dedicated project team was created. This was the right approach; in fact to foster a breakthrough innovation in a company the Heavy Project management approach is the most effective. I allow the project team to avoid the typical problems of a Functional and a Light weight project Management organization, granting a strong leadership a clear goal and minimizing the functional problems. This type of organization granted a real cross- functional integration that helped to reach the decided goals.

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.

Chapter 3 3-1: There is no ideal structure for all kinds of organizations or appropriate to single organization at different stages. It changes from situation to situation. Though Matrix organization structure is appropriate it has disadvantages like Conflict between line managers and project managers over resource allocation, project maintenance is difficult if teams have lot of independence and cost increases if because of lot of managers. 3-2: Organizational changing occurs at rapid rate because shorter life cycle of projects and rapidly changing environment. Traditional management is old process it does not work in many projects. Systematic planning with strong functional input will produce team work. During the transition from one

Markgraf, B. (2014). Mintzberg 's Five Types of Organizational Structure. Retrieved August 16, 2014, from azCentral: http://yourbusiness.azcentral.com/mintzbergs-five-types-organizational-structure-2705.html

A matrix structure will not be successful if an organization’s employees are not trained with the ability and skills necessary to operate within the structure. Employees must have the right mindset and behaviors in order to operate in an environment that is constantly conflicted with multiple bosses and simultaneously pursuing multiple aims (Bartlett and Ghoshal, 1990; Ford and Randolph, 1992). The employees need to have the same goals within the organization so there is less competition among them. For example take two teams one is in marketing and one is in development if both of them have different goals to achieve this leads to conflict among both teams creating a dysfunctional workplace. These same employees also need to know exactly what their job requires them to do. The matrix structure adds flexibility to the organization but the company needs to make sure that the responsibilities of the top executives are not the only known responsibilities, those job indicators need to be exchanged between all levels of the workforce. The flexibility the structure provides can lead to untimely decisions. This is created by the fact that the matrix structure requires input and collaboration among its staff. The employees may have trouble deciding whose’ input is needed because the interpersonal skills of the employees is lacking leading to untimely decisions that could result in a loss of quality. Or the employees may just become divisionally focused and not see the organization

The organizational structure can weaken or strengthen a project manager’s authority. In an organization with a functional or matrix structure the project manager has very little authority. Most of the authority is with the functional manager. This happens because the functional manager the resources are shared between the project and the existing business of the company. An

Manager’s of an organization has to use structure to help the company run efficiently. “The five types of organizational structures are functional, divisional, matrix, team-based, and virtual network” (Draft, 2013, p.316). Functional structure in an organization that is developed by grouping departments by the skills, level of knowledge, activities done daily, and the resource used. “This structure places specific departments from the bottom to the top” (Draft, 2013, p.318). For example, specific departments such as: human resources, accounting, engineering, and manufacturing are placed at the top, while there are mostly seen at the bottom in other organizations. While common functions such as; people, facilities, and other resources are combined together as a single department instead of being divided into multiple departments.

This enables organisation a better at designation of tasks to employees or departments within the company, have well-defined responsibilities for employees, and are generally easier to manage. This enables problems to be solved quickly and projects or tasks are done according to plan. Because of this distribution of power and centralisation in decision making, vertical organisation structure provides the organisation the ability to grow efficiently as well increase productivity (Mihm et al. 2010, p 831). As company grows large, management are required to solve problems that are complex because of multiple relevant technologies, globalizing markets, multiple interacting business processes, and collaboration with external partners, vertical organisation structure helps in solving these challenges.

Strong/Project Matrix: A project manager is primarily responsible for the project. Functional managers provide technical expertise and assign resources as needed.

Matrix management describes where we are managing horizontally across the traditional, ‘Vertical silos’ of functions, geography and organizational boundaries. It can include managing external stakeholders, multifunctional and virtual teams.