Why do companies using a horizontal structure have cultures that emphasize openness, employee empowerment, and responsibility? What do you think a manager’s job would be like in a horizontally organized company?
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Why do companies using a horizontal structure have cultures that emphasize openness, employee empowerment, and responsibility? What do you think a manager’s job would be like in a horizontally organized company?
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- What kind of industries better fit a bossless structure? What kind of industries do not fit the bossless approach?What would be the likely influence of a collectivist culture on the formal or informal aspects of an organization’s structure? What would you expect the influence of a strong hierarchical cultural value to be on the line of authority or chain of command in a company’s structure?How can a manager balance the need for specialization and division of labor with the need for flexibility and adaptability in an organizational structure?
- Which power tactic or tactics will be more effective also depends on the unique organizational culture a company has? Suppose you work as a Human Resource Consultant in a reputed Pharmaceutical company. As part of your job, you have closely observed the six primary characteristics of the organization’s culture. You have scored the organization high in innovation and risk-taking, low in attention to detail, high in outcome orientation, high in people orientation, high in team orientation, and high in integrity. This culture is highly accepted by all the people around the organization. Now your job is to take each nine power tactics and explain to the management with enough strong logic whether each power tactic will be effective/may work/ or will not work at all in the organizationDescribe the organization culture of your favorite organization(s). what organizations rules, work habits, and activities help shape how you work, act, and deal with problems? how does this culture influence your work as a manager?How do flat organizations differ from traditional bureaucratic hierarchies? How has information technology made it possible to eliminate middle manager positions? What management, organization, and technology issues would you consider if you wanted to move from a traditional bureaucracy to a flatter organization? Can technology replace managers? Explain your answer.
- If an organization wants to change from a structure with lots of layers to one that is more 'flat', they have to do more than just get rid of lots of middle managers. What other things would have to change?The Hay Group published a report that some managers have personalities suited to horizontal relationships, such as project management, that achieve results with little formal authority. Other managers are more suited to operating roles with much formal authority in a vertical structure. What type of structure—functional, matrix, team, or virtual network—do you believe your personality would best fit into? Which structure would be the most challenging for you? Give your reasons.According to the Director's Toolkit: Bossless Upside-down Structure, bossless organizations: Group of answer choices a/ have taller organizational structures with narrow spans of management/control. b/ are the same as bureaucratic organizations. c/ are structured in the form of the traditional pyramid with top level managers at the top. d/ have structures that promote the belief that customer satisfaction is top priority.
- What are the advantages and disadvantages of having a bossless structure?Think of an organization with which you are familiar, perhaps one you have worked for-such as a store, restaurant, office, church, or school. Then answer the following questions: Is the distribution of authority appropriate for the organization and its activities? Would it be possible to flatten the hierarchy by decentralizing authority and empowering employees?How many levels are there in the organization's hierarchy? Is authority centralized or decentralized? Describe the span of control of the top manager and of middle or first-line managers.