Essay on The Reasons for the Success of Zte

A flat structure is a suitable internal structure for Techno as there are not many levels to the structure. The advantages to this structure are that communications are passed quickly between the levels. This speeds up the process of any decision-making that needs to be made. Many small organisations use this structure.

Imagine that you just figured out that you were going to be hung for something that you didn’t do. That is what Mary Surratt experienced on July 7, 1865. Mary Surratt was scared for her life because of helping with the assassination of the president that she was mostly unaware of. Mary Surratt received a far worse punishment than she should have because she did not hurt or kill anyone, she was barely a part of the plot of the assassination, and the only thing she did was bringing supplies to a bar.

The flat organization structure calls for the relatively few layers of management which means the span of control is going to be wide (Flat Organizational Structure). My organization is no different. We have two managers who both mange five programs, which is spread out to about 20 employees each. The advantage with this structure is team spirit and increased interaction with employees but the disadvantage is that it hinders growth within the organization (Flat Organizational Structure).

TOMS is a privately owned company that makes sure to maintain secrecy concerning the way in which the organization is structured. However, from research done, it is clear that the company maintains a flat structure. Currently, TOMS has 300 employees and through making sure that they maintain a small organization, they are further able to implement a simple organizational structure. According to Blake Mycoskie, his mission for TOMS is to have individuals who are constantly inspired in order to make sure that the company is “purpose led”. As a result, he made sure to avoid the hierarchical structure because he considered it a source of personality conflicts and bickering. He goes further to explain that his desire for a flat structure stemmed

Organizational structure Organizational

Many companies are very keen and ready to clinch Work Base Learning in an organization, not mainly because it provide you with lifelong learning, but also it is an important ingredient of what Senge (1990) has termed as the ‘learning organization’. A learning organization is a place in which the learning and flair of persons is backed and promoted so that the organization itself be able to form its future and it also very important to gain competitive advantage.

For most companies, identifying what a learning organization should be and actually becoming one is tricky at best, impossible at worst. One way that manager's and companies can promote the concept of being a learning organization is to assess whether the company is in need of a short-term fix or whether it is more focused on long-term results. Organizational learning is a long-term activity that will build competitive advantage over time and requires sustained management attention, commitment, and effort. Learning organizations maximize their competitive positions during strong economic times and they prudently train their employees and prepare for change even in turbulent times. As a result, learning organizations and learning

The company has a flat decentralized organizational structure, with less supervision and more independency of managers.

1.2 At least two different Organisational structures are identified, described, and compared in terms of their design principles.

Thus, in this structure the employment from different departments of the organization temporarily work together. In the matrix structure, there is no particular direction of authority and responsibility and a single individual may receive commands from two different sources at the same time.

The matrix structure groups employees by both function and product. This structure can combine the best of both separate structures. Matrix organizations often use teams of employees to accomplish the work in order to take advantage of the strengths as well as to make up for the weakness, of functional and decentralized forms.For example in this structure, there are many teams such as software engineers of project A, software engineers of Project B, QA engineers of project A and also QA engineers of project B.

Huawei’s ability to maintain its market position and competitiveness relies on their core values of customer centric value creation, encouragement of work dedication and growth by self-reflection. The culture of Huawei also fosters a sense of mission, a sense of crisis and a sense of aggressiveness for its employees, such culture and values have remained strong in Huawei today given a range of technology and process innovations implemented by the founder, Ren Zhengfei, a former People’s Liberation army

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.

At least two different organizational structures are identified, described, and compared in terms of their design principles.

A strong positive organizational culture develops from employee awareness of the distinct differences between their company and other companies along with company mindfulness and embracing cultural diversity of its employees. As long as the organizational uniqueness of companies is positive, company pride among employees expands and improves the employees’ willingness to learn. Conversely, disinterested employees lack commitment to their company and lack desire to learn, making training more difficult.