Organizational Structure, Communication, Management, Conflict Resolution, And Culture Essay

Organizational structure determines how activities such as task allocation, coordination and supervision are direct towards the achievement of organizational goals. It can be considered as the viewing class through which individuals see their organizations and itsenvironment. The structure of the organization can be in different forms depending on

The job design and the motivation are not self-sufficient to increase the productivity and they require an organizational structure to further coordinate organizational activities. Organizational structure, through its chain of command, coordinates, motivates and monitors employees.   Buchanan and Huczynski (2010) argue that the structure of the organizations serves 3 functions:

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.

Structure is the basis through which an organization seeks to create control the direction of an organization. This is completed through clear definitions of the allocation of work, differentiation, and the coordination of having those responsibilities working together towards the efforts of the organization, integration (Bolman & Deal, 1993, pp). Through these methods, the organization is able to devise a division of labor that collaborates to bring about the missions and goals of an organization. The structure that comes about from this can be varied in their rigidness and flexibility it allows, and to an extent this is a great contribution to its success.

As known each organization has a set objective to be achieved. Hence depending on the objective & to achieve those objectives, an organization can be structured in many difference ways: the 2 basic division, is the division of labour& coordination & supervision. These are done to be in-line with the organizational objective.

Organizational structure is the framework around which the organization is organized, the underpinnings, which keep the coalition functioning. It 's the operating manual that tells members how the organization is put together and how it works. More specifically, structure describes how members are accepted, how leadership is chosen, and how decisions are made (Nagy, 2014). With lives in their hands, hospitals have to function very precisely, executing high-quality services every hour of every day. Organizations that have this sort of requirement usually take on a vertical organizational structure (Feigenbaum, 2015). This type of structure has many layers of management, with most of the organization 's staff working in very specific, narrow, low-authority roles. The numerous layers of management are designed to make sure that no one person can throw the system off too much. This structure also ensures that tasks are being done exactly and correctly (Feigenbaum, 2015).

The structure of the company also has an influence on the organization. Organizing the company by department allows the employees to build strong teams. It also allows the teams to support each other’s daily functions. The structure of the organization also effects number of personnel hired into the company. The structure also effects departmental and organizational hierarchy. The departmental organization within the company is also important as it helps to determine departmental collaboration as well as the role of each person in the department (www.smallbusiness.chron.com 2013).

Gibson, J.L., Ivancevich, J. M., Donnelly, J.H., & Konopaske, R. (2012). Organizations: Behavior, Structure, Processes (14th ed.). New York, NY: McGraw-Hill.

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.

Australia has one of the most advanced and complex health care system in the world, which includes many departments and colleague members. It is essential for nurse managers to have a good understand of the relation between communication, human behaviour, organisational structure and culture. It helps nurse managers in improving the managerial effectiveness and achieving the organisational goals. This essay will discuss the role of communication in health care system. Specifically, it will analyse the relation of communication process to organisational structure and culture. Secondly, the role of communication in employee’s motivation will be highlighted. It also considers the important role of effective communication in achieving the organisations goals and accomplishing leadership & management for nurse managers. Finally, in light of this discussion, this paper will draw the conclusions that effective communication is fundamental to effectively manage organisations. Communication plays an essential role in the organisational structure, culture and staff’s motivation. It also has a strong relationship with the leadership and management role. All of these components support each other, and work together to achieve of the organisational goals.

When it comes to good management, it is hard to stress enough how important it is to start with the basics of understanding the very design, structure, and culture that are appropriate in fulfilling the goals of that organization. Experts say that organizational structure and culture should work in tandem - as a team within the organization. It is important for organizations to “understand the difference between the two aspects because they can have a major influence on the firm’s success or failure.” John (2013).

Edgar Schein, a famous theorists dealing with organizational culture, provides the following definition for the term: "A pattern of shared basic assumptions that the group learned as it solved its problems that has worked well enough to be considered valid and is passed on to new members as the correct way to perceive, think, and feel in relation to those problems." (organizationalculture101) However, organizational culture is more than sharing assumptions used by a group to solve problems; it is the combination of the points of view, ineffectual processes, education, backgrounds of all the staff which are part of an organization way of doing things. Corporation culture should uncover from the board of the directors to the rest of

The objective of this case study is to define what is usually meant by the term organizational effectiveness. The study will also focus on recognizing and identifying the affecting factors that contribute to the organizational effectiveness. The study will also go in depth of the main factor, team effectiveness, which is based upon a number of factors like diversity in employee skills, size of team and the team manager’s contribution to developing a strong organizational structure.

Organizational structure is a formal relationship between management and the employees. It is a way to motivate the employees and get them to working. It is also away to get employees to follow the company goals, and work together as a team. To make an organization work they need to have an organized structure to be able to run the company. The mission

In this article Hickok argues that, ultimately, the most prominent effects of downsizing will be in relation to culture change, not in relation to saved costs or short-term productivity gains. In particular, the author notes three observations in relation to the impact of downsizing on organizational culture. First, it clearly appears that power has shifted away from rank-and-file employees in the direction of top management/ownership. Accompanying this change is a shift in emphasis away from the well-being of individuals in the direction of the pre-eminence and predominance of the