Organization Structure Simulation Essay

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Organization Structure simulation Organizational structure is the division of labor and the patterns of coordination, communication, workflow, and formal power that guide organizational activities. An organization’s structure reflects the company’s culture and power relationships and can establish new communication patterns and align employee behavior with the company’s mission, vision and goals. The organizational structure enables effective communication and smooth workflow, but organizational culture is its underpinning. Organizational culture is the basic pattern of shared assumptions, values and beliefs that govern behavior within a particular organization. Organizational culture is a deeply embedded form of social control.…show more content…
Businesses like Synergetic must focus on building learning organizations that are flexible, open, adaptable, and ready to act (Apollo Group, Inc., 2003). In the simulation as in real life, sometimes structural changes are necessary to meet the needs of rapidly changing market environment. Making one time changes is no longer enough to meet these needs. Organizations must choose flexible structures that allow for continuous improvement even after they put new processes in place. When an organization is small, a sole proprietorship or partnership where face-to-face communication is frequent, formal structure may not be necessary. As the organization grows larger into a corporation or limited liability company, a more defined structure becomes necessary to facilitate decision making in the delegation of various tasks. Business leaders respond to this need by creating and establishing management procedures and structure to assign responsibilities for essential functions. These decisions and procedures determine the organizational structure within the organization (Jones, 2004). There are several organizational structures that can be implemented by organizations. These organization structures are from two different viewpoints, traditional and contemporary. The traditional models such as hierarchies and bureaucracies are founded on the assumption that organizations exist in a basically calm environment, with changes occurring only as the
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