Role Of Structure And Culture On The Performance Of A Business

Delegation is widely acknowledged to be an essential element of effective management (Yukl, G. 1994). Delegation is basically a process of assigning responsibility, sharing authority, and producing accountability in organizations. It is a managerial instrument that allows managers to nurture subordinates to capitalize the subordinate’s potential and ability to meet organizational goals and objectives. As a form of employee involvement in decision-making, delegation describes a category of leader behavior that entails assignment of new responsibilities to subordinates and additional authority to carry them out (Yukl, G. 1998). Managers usually find it easier to speak about delegation of

There is no “one size fits all” when it comes to structure and culture within an organization since industries and situations can vary. Furthermore, if an organization wants to improve its effectiveness and performance, their organizational culture needs to be strong and provide a strategic competitive advantage when it comes to its beliefs, and values. Organizations can differentiate itself from one another by those that do not have structure and culture. It is important to know that employees in all organizations want to work in an environment of trust and respect where they

Though it is obvious why understanding organizations is critical to business success, nevertheless it is worthwhile to review these reasons. The structure of a firm either enhances or hinders efficiency and productivity. In other words, how information flows and to whom, whether and how many parts of the work process is redundant, how clear and precise is the reporting structure, if and how new ideas and products are promoted - these and many more issues are obvious consequences of structure and profoundly affect the success of the business.

What is delegation? According to Bateman, delegation "is the assignment of authority and responsibility to a subordinate at a lower level." (Bateman

Delegation is the assignment of new or additional responsibilities to a subordinate. This paper will explain and examine how managers in my current organization delegate, as part of their responsibilities. As well as, how delegation is performed, and how it can better be used within one of the four functions of management. This paper will explain via examples and situations how delegation is used within my current place of employment, and what skills are necessary for effective delegating in the working environment of today’s business

     What is delegation? According to Bateman, delegation “is the assignment of authority and responsibility to a

Over the past few decades Scholars and laymen have been focused on how an organization’s culture affects performance and the overall effectiveness of an organization. This discussion dates back to the early discussions regarding organizational culture (SHRM.org, 2012). In 1994, D. Dension used a survey to show how there was a direct correlation between how involved employees were and how well an organization would do financially in the future (SHRM.org).

Delegation is primarily about entrusting your authority to others. This means that they can act and initiate independently; and that they assume responsibility with you for certain tasks. One of the main phobias about delegation is that by giving others authority, a manager loses control. Even when you delegate the work, you still maintain the accountability. Ultimately, the supervisor retains responsibility for the attainment of the goals, but

Delegation seems like an easy concept, but not everyone understands it and completes it with confidence. Some managers use delegation to ensure that they are not the only ones to blame in a failure. Some managers will delegate the difficult jobs

Every organisation, small or big, in every business branches, has got less or more complicated structure. Usually it is an Owner, one or few top level or general managers, few lower levels managers and then personnel. In small organisations, usually resources are limited. In bigger organisations structure is more complex. However,

The organisational structure used in a company is intended to form relationships, motivate, increase productivity, co ordinate and provide direction between employees. According to the business dictionary (2013), an organisational structure is the hierarchical arrangement of lines of authority, communications, rights, and duties of an organisation. It determines how roles, power and responsibilities are assigned, controlled and coordinated and how information flows between different levels of management. A structure depends on the organisation’s objectives and strategy. There are many influences on an organisation’s structure, some of which are: its size, task, staff, age, its culture and management style and its legal,

The following essay examines the meaning of organizational culture and discuss factors associated with understanding an organization 's culture, with examples presented to show my discussion points. This essay will therefore discuss some of the main reasons why it is important for organisation and when it should be changed.

Ideally, organizational structures should be shaped and implemented for the primary purpose of facilitating the achievement of organizational goals in an efficient manner. Certainly, having a suitable organizational structure in place, one that recognizes and addresses the various human and business facts of the company in questions, it is a prerequisite for long term success. Often organizational structures do not contribute positively to a company's performance. This is usually because the structure was allowed to grow somewhat organically and was not redesigned as the company grew so as to more

Managers can develop subordinates to manage routine tasks that are not cost effective for them to carry out. Delegation also allows the transfer of work to subordinates who might have better skills than the manager to complete the tasks that can save time. The reason can be for example the delegation of a project to an employee that have intimate knowledge of a specific field or subject that involves the project. Apart from developing employees, delegation can also play an important role in job satisfaction and motivation.

Delegation is an integral component of the organizing process. Since manager is responsible for the performance of such a large variety of tasks, activities and functions that he cannot perform them all by himself, he assigns a part of work to his subordinates. In doing so he keeps with himself those tasks and functions which he consider crucial to his goal accomplishment and transfer to his subordinates less important work which he need not to do himself. It is through this process of assignments of task and activities to his sub ordinates that he can devote his time, energies and attention to the basic managerial functions of planning coordinating and controlling. The next logical step in the delegation process is the