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.

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

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).

I believe that an organization's best competitive advantage is their people, and Human Resources Development (HRD) and employee participation is critical component of an organization's Strategic Human Resource Management. A culture that supports learning can make a world of difference, especially if senior managers and employees are committed to HRD. There are key issues that make training and learning more effective such as

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

Just as students are learning at Post, organizations and the personnel within them need to continue to learn. Organizations need to continue to refine processes and focus on innovation. Organizational learning gives companies the ability to create, remember, and share knowledge within an organization. In order for an organization to be an effective learner they need to make it a focus on everyday work, practice it through all levels of the organization, create a focus on the creation, retention and transfer of knowledge through the organization, and solve problems where they begin, Organizational learning provides an opportunity to effect positive change throughout the organization. A company that is an organizational learner is one that is innovative, continually refining its processes and learns from its mistakes. Personal learning within an organization greatly enhances the organizations core competencies. It can be done through education and training programs. Such programs consist of schooling, training seminars, mentorships and on

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

Centralization: Centralized Organisational structures rely on one individual to make decisions and provide direction for the company. Small Businesses often use this structure since the owner is responsible for the company’s business operations.

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.

Learning organizations today must be adequately able to readily adapt to change the mind-sets and behaviors of the people within. Although this sounds like a unified joint statement for each and every organization however, there are so many organizations that yet do not acknowledge the actual truths and current trends that illustrate particular dysfunctional behaviors that exist and occur each day. Learning organization aid and enable companies and business to run, operate, and function with efficiently. As organizations learn together, they attain knowledge, acquire skills and information and evolve at a faster rate. Culture begins to be created after learning organization are established and they are placed

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.

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

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.