Improper Organization Structure Of The American Red Cross

The organizational structures within a company can be the determining factor if a business can run efficiently or run chaotically into ruin. The organizational structure is the different hierarchy’s and arrangement of authority, roles and duties in an organization. The Cheesecake factory has a very effective organizational structure which allows for its operations to run smoothly and enables the Cheesecake factory to be one of the highest earning restaurant chains. The structure contains three main levels. The first and highest level is the board of directors which contains 7 members, including the CEO David Overton and 6 directors. The next level of hierarchy called N-1 contains 7 levels including the CFO, President, Area Operations,

The organizational structure of the American Red Cross needs to be taught that ethical compliance is its first priority; otherwise issues will continue to present themselves when the ARC is needed most. Mandatory, in-person, ethical classes should be held every year for employees and volunteers to help reinforce the ARC’s claim that they are fixing their internal issues. Also, executive leadership needs to be held accountable for their actions and not given monetary compensation upon their

ORGANIZATIONAL PROFILE: THE SALVATION ARMY The Salvation Army’s ethical and moral responsibility to the community stems back in history from its framework to the organization. “William Booth embarked on his ministerial profession in 1852, desiring to win the disoriented multitudes of England to Christ. He walked

The American Red Cross organization structure did not establish a code of ethics. The code of ethics The organization did not establish an ethical conduct to develop the best way to communicate, follow ethical values and legal requirements. Apparently, the American Red Cross did not have executive leaders who upheld their business ethics that contains principles and standards. Archibold states, “some were prosecuted on federal embezzlement charges following concerns over financial management of ARC and its other issues” (Archibold, 2007, p. 2). The company failed to hold to the same set of values which can help with ethical conflicts that can happen at any time.

This course covered many important topics helpful in understanding learning organizations. This paper will incorporate real-life situations from my organization, The American Red Cross. It will focus on three areas I found to be most helpful and relevant to my experience which is the understanding of systems thinking, growth, and the need to practice reflection.

Specialization, departmentalization, unity of command, and span of control are the principles of the organizational structure. Bureaucracies usually have the characteristics of a set application of rules and a standard way of getting things done. Both however have their positive and negative aspects to it. What we understand about a set way of doing things is that it holds fairness in high regards. If specialization is key though,

Coordination is a critical complement to structure in facilitating successful organizational performance because coordination ensures that all the expertise comes together to make sure every problem gets solved and nothing slips by. A government corporation is an organization that performs public functions but operate like private companies and have a profit-and-loss bottom line which amesk them from independent and cabinet agencies because . The advantage of this type of agency is that they have some degree of independence from presidential control and have a greater amount of autonomy and flexibility. Field offices are an office set in a different area than a main base or national office.

As an Ethnographic Researcher I am writing this Article about Wal-Mart, a For-Profit Organization and The American Red Cross, a Non-Profit Organization to identify any key problems that are related to business ethics and to explain the ethical dilemmas that are found within these two organizations. Included in this article will the company's profile and history, and my own personal

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.

4.3 The organization has relatively flat structure with two supervisors reporting to the directors and then further clerks reporting to their supervisors. The leadership style used is consultative where combination of democratic and autocratic is involved. Appendix 1 expands the structure in full.

Good reputation is company’s most precious asset, in order to keep the good name there should be a specific organizational structure depending on its goals. Every organization has a leader and his job is to monitor the employees. “Power and influence make up the fine texture of organizations, and indeed of all interactions. Influence is the process whereby A modifies the attitudes or behaviour of B. Power is that which enables him to do it.” (Handy C. B., Understanding Organizations, 4th ed.1993, pages 118-119),

In a bureaucratic organization, offices are to follow the principle of hierarchy that is each lower office is subject to control and supervision by a higher office.

The strengths of the POSDCORB model are that it provides managers with the basic functions and responsibilities needed for the organization to succeed. The model provides structure to a bureaucratic organization and helps analyze its activities. POSDCORB and Max Weber’s theory of bureaucracy are closely aligned and help form the basis of the structural-mechanistic approach to public management. The model provides the basis for establishing a division of work and authority. It establishes a chain of command and allows for the central control, coordination, and planning and the integration of all activities. It also provides other keep management functions like reporting and budgeting along with HR functions like staffing.

When an organization is classified as bureaucracy, there are clear levels of hierarchy or authority. “Workers are arranged by a ranking system in which each one is supervised by someone with a higher rank in the organization” (Larkin, 2015, para. 20). The people who are seated higher up inside the specific organization have more control and power. This demonstrates a pyramid type of structure where the majority of the employees are at the bottom. For example, at the top of the pyramid the CEO or owner of the organization would lead everyone below them not reporting to anyone. Next would be the management and higher corporate

President of the company, CEO, managers do not work just once a week to do “check up” to make sure everything is in order. It requires an orderly approach to handle issues on any given day. Business will not get in order with two claps. This profession requires thinking outside the box. Star model below helps us to understand that structure should be first issue which needs to be addressed.