Managing Organizational Structure Change

The hospital’s formal matrix organizational structure consists of a bureaucratic hierarchy of authority (Appendix A). Dunham-Taylor and Pincszuk (2010) proposes that matrix structures promote originality and inventions; yet, they are problematic to manage due to the confusion in management levels. Moreover, this type of structure requires proficient management skills and communication to foster functionality within the organization. The hospital’s bureaucratic structure delineates a clear chain of command which provide rules and regulations, specialization of work, division of labor, and impersonality of relationships (Marquis & Huston,

Dr. Lindsey medical group achieves regulatory compliance, automated information access and a user-friendly work environment by converting records from paper to an electronic format.

Organizational change encompasses many challenges to both the individual, and the organization. An organization is a living system, as Flower (2002) states “living systems cannot survive without change, challenge, variety, and surprise” (Flower, 2002, p. 16). An organization requires the ability to adapt in to survive as Darwin states in The Origin of Man, “It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change” (Read Me First, 2013, p. 1). It must adapt to the changing market, global economic pressures, stakeholder demands, and the diverse needs

The company that I will be reviewing is Frontier Communications. The company is in the telecommunications industry and currently employs approximately 17, 400 people. The company is all United Stated based with employees serving customers in 28 states. Frontier Communications began in 1935 as Rochester Telephone, then becoming “Citizens communications” and currently as Frontier Communications. Frontier still has it offices located in Rochester New York though the main headquarters are currently located in Stamford Ct. the Company offers phone services with internet broadband, and satellite services as well as security solutions. Frontier Communications services both residential customer and businesses as well.

John Everet will act as the playboy by displaying a lack of involvement through his

Organizational change can be a challenging and difficult process for each person who is involved. Probability of meeting resistance is extremely high; however development of strong leadership base is vital for implementation of an organizational change to be successful. Inadequate staffing in skilled care facilities still remains one of the biggest issues that our nation is experiencing even until now ( Goodwin, 2002). Even when staffing numbers are to the minimum it is requirement of each nurse to use her skills and knowledge to deliver the best care to the patient’s that she is caring for. To eliminate this issue, implementation of nurse staffing plan is a must.

The next step, strategy implementation involves creating a corporate culture and organizational structure. In regards to corporate culture, this will be set by senior leadership and roll down the management chain. Senior leadership will create the culture through examples of their behavior. To create a positive corporate culture, it’s important for senior leadership to communicate openly with transparency and honesty. By doing so, it will help with the buy-in from employees at all levels of the corporation. The organizational structure should use a functional structure, divided into the different groups of the business. For example, sales, support, operations, and finance should be broken into separate groups. Each group should demonstrate a vertical linkage having one supervisor to report to, which shows the unity of command and prevents confusion to the employee. Unless an employee is placed on a task force or special project then this is an exception, where they will report to their direct supervisor for their normal task duties, and a separate supervisor who’s managing the task force or project. In this instance, this is considered a matrix structure and used only when projects and task forces are created. By using this type of structure, it will provide a clear

As seen from figure 2, the matrix organisational structure is complex and aligns functional and divisional organisational structures merged into a hierarchical structure. The student observes that with this comes the potential to on the one hand, improve interdepartmental collaboration through avoiding silo-functioning and yet, on the other hand, blur the unity of command structure in an organisation that can be counterproductive. A critical analysis of two major advantages and disadvantages of this organisational structure here

Managing change is challenging. Understanding and incorporating change lessons can benefit leaders responsible for managing organizational change. They must recognize that change occurs regularly in business and that the greater the change impact, the higher the risk of failure. A successful change outcome occurs when leaders plan for the change, prioritize change management activities, communicate transparently, and develop a governance plan that allows for appropriate level decision making.

Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive

1. For punctuated equilibrium, small incremental changes during the equilibrium stage do not fundamentally alter the structure. In punctuated equilibrium paradigm, there are relatively long periods of stability then punctured by qualitative metamorphic or revolutionary change. The equilibrium or stability stage is maintained until something forces a puncture which results in change. Therefore, according to the punctuated equilibrium paradigm, incremental change is incapable of fundamentally changing the structure of an organization. For Gradualist paradigm, incremental change not only is vital for an organization, but it is designed and built into the life of an organization. Incremental change, according to the gradualist paradigm, can

The matrix structure integrates two structures together, often geographical and multi product structures. For example, a company may have a department for a product A in Europe and for Product A in Asia. One of the advantages of the Matrix structure is the convenience of experts simplifying the sharing of knowledge between the goods. Another advantage of the matrix structure is intra-team communication, this allows ease of communication between the different functional product groups within the same organisation, and similarly there is less pressure on managers, quality monitoring is easier and skills are interchanged within departments of the same function thus improving efficiency.

The basic advantage of the matrix structure is that it facilitates to the changing market and technical requirements. “The matrix combines a vertical structure with an equally strong horizontal overlay.” (N Anand & Richard L Daft 2007) The horizontal structure provides coordination while the vertical structure operating as silos provides traditional control within functional departments. The shifting emphasis from flat organisation to matrix organisation has reshaped the roles of Thinc directors. The biggest difference has been having direct control over resource utilisation and profit margin to achieve the target. An employment survey done in 2015 which showed 52% of employees didn’t know how individual roles fit into organisation goals. (Refer Table 2 Turner & Townsend Thinc Employment Survey Result 2015, point

All companies must ask themselves how to structure and what works best for them, in order to be most effective and efficient. The matrix structure is a relatively new organisational form, which has only become more popular in recent years. It also is said to be more complicated. (Stanley M. Davis, Paul R. Lawrence, 1978)

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