The Strengths And Disadvantages And Disadvantages Of Organizational Management

There are both advantages and disadvantages of a matrix structure. One of the disadvantages is an increase in the complexity of the chain of command. It happens when there is a difference between the manager and the project manager, which can cause confusion for employees to understand who is next in the chain of command.

Higher resolve among specialists which prompts better collaboration, helping state of mind and up mentality of solidarity.

Centralization affects employee/manager relationships by providing clarity about the relationship. Because it is so structured, it provides a more stable environment with a clear hierarchy. As a result, centralization provides an unambiguous relationship between managers and their employees. In centralized organizations, there is no confusion about who to report to or whose instructions to follow. Simple structures, bureaucracies, and virtual

A major advantage of using a structure like this is that the expertise of each person is being used collectively in one place. This means that a lot of people are doing jobs that they are good at, and therefore performance can be optimised.

Why or why not? ANSWER: To determine whether a matrix structure is feasible now, or will be feasible in the future, students should examine the requirements for a matrix. Is there a dual domain competitive issue? Perhaps, in this case. Service and creativity require technical competence within each function, and yet at the same time, effective coordination across functions. Is the environment uncertain? Overall, there is potential for rapid environmental change. The environment of an advertising agency is not as uncertain, and does not have as great a potential for instability as the environment of computer chip manufacturers, but nevertheless the environment is relatively uncertain. Customers change agencies frequently, and employees drift from agency to agency. New developments and techniques occur in the industry's technology. Is there a need to share resources across project or product lines? Yes, one of the problems of moving to a hybrid structure with account executives serving as the focus of line authority is the tremendous duplication of functional resources. Unless an agency is extremely large, it cannot afford to have separate teams of art, copy, merchandising, media, and research specialists for every account executive. This is an example of the need for shared resources that typifies a matrix structure. Thus a matrix structure might be feasible for Aquarius Advertising. But in this situation, matrix is not the

A major weakness of this structure can be its effect on communication. Communication in this model often travels vertically from teams to senior management rather than across all functional groups. This can cause a duplication of efforts, where multiple teams are trying to achieve the same objective or doing the same work, a lack of cooperation between groups where they only focus in what is in their own best interests and the change of focus from the business goals to the individual groups goals (Banner & Gagne, 1995).

Another point of preference around a flat organizational structure is there are few decision- making hoops. Fewer individuals must be counseled around a choice, permitting the administration to give quick reaction to any issues or concern. It makes an immediate correspondence line between the individual sitting behind the work area (CEO) and the general population on the cutting edge (the specialists/workers).This faster decisions make this structure very beneficial.

Ultimately I feel PPACA is bad for organizations. I’m very aware of the good things the government and states are attempting to assist with, but I feel this is only being done to lighten the burden on employers that may possibly go out of business due to new costs associated to the mandates. I’m hopeful that the tax credits will alleviate the burden in the short run, but I am convinced that funding cannot and will not last for more than 3 to 5 years. Beyond that I’m certain that the federal funding will scale back significantly putting employers in yet another bind in years to come. This will be bad for organizations that have made plan design decision to play versus pay. It may require them to change their game all together which will disrupt and confuse their employees and likely contribute to the benefits and HR teams creditability toward organizational decision made.

Riordan Manufacturing should begin implementing a matrix structure. Despite the more complex nature of the matrix structure, it promotes a comprehensive understanding throughout the company; allowing more communication between members in different departments and divisions. This enables each member in the organization to know and understand his or her role. This structure also allows

Disadvantages; There is a longer lead time to coordinate because of communication between different organizations.

A project organization is a structure that facilitates the coordination and implementation of project activities. Its main reason is to create an environment that fosters interactions among the team members with a minimum amount of disruptions, overlaps and conflict. One of the important decisions of project management is the form of organizational structure that will be used for the project.

A functional organization structure is a hierarchical type of organization structure wherein people are grouped as per their area of specialization. These people are supervised by a functional manager who has expertise in the same field, which helps him to effectively utilize the skills of employees, which ultimately helps him in achieving the organization’s business objectives.

Hierarchical structure enhances operational productivity by giving clarity to workers at all levels of an organization. By paying personality to the authoritative structure, divisions can work more like very much oiled machines, centering time and vitality on beneficial errands. An altogether laid out structure can likewise give a guide to inner advancements, permitting organizations to make strong representative headway tracks for passage level specialists

Matrix organisation increase complexity many fold. Since every resource will report to both vertical head and the horizontal head, so there could be more confusion.

It is important, when identifying specific measures, to remember that this performance can only be measured against previously set aims and objectives, which differ on different levels within the company. There is the need for these aims and objectives to be specific, by means of identifiable and quantifiable measures; measurable, so that success and failure can be identified; achievable, recognizable and time constrained, so that a record of progress can be established.