Organizational Structure Overview
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Questions and Answers

What is a characteristic of mechanistic organizational design?

  • Decentralized authority
  • Informal means of coordination
  • Clear division of labor (correct)
  • Fewer rules and procedures

    • Which job design alternative focuses on expanding job content to enhance employee satisfaction?

  • Job simplification
  • Job enlargement
  • Job enrichment (correct)
  • Job rotation

    • What factor contributes to job satisfaction through feedback?

  • Skill variety
  • Task identity
  • Autonomy
  • Knowledge of results (correct)

    • Which of the following best describes organic organizational design?

    <p>Operates with decentralized authority and empowers workers</p> Signup and view all the answers

    Which of the following is NOT a core job characteristic that influences job satisfaction?

    <p>Personal relationships</p> Signup and view all the answers

    What is the primary goal of human resource development?

    <p>Performance management and employee training</p> Signup and view all the answers

    How does job rotation contribute to job satisfaction?

    <p>By providing variety through shifting roles</p> Signup and view all the answers

    Which of the following is an example of alternative scheduling?

    <p>Compressed work weeks</p> Signup and view all the answers

    What is the key focus of job simplification?

    <p>Standardized procedures with well-defined tasks</p> Signup and view all the answers

    What does task identity measure in job design?

    <p>The degree to which a job involves completing a whole piece of work</p> Signup and view all the answers

    What is a primary characteristic of a formal organizational structure?

    <p>Defined arrangement of positions and authority</p> Signup and view all the answers

    Which of the following is a disadvantage of a functional organizational structure?

    <p>Difficulty in pinpointing responsibilities</p> Signup and view all the answers

    In a divisional organizational structure, jobs are grouped based on what criteria?

    <p>Product, location, or customer type</p> Signup and view all the answers

    What is a disadvantage of a matrix organizational structure?

    <p>Conflicting work priorities due to dual reporting</p> Signup and view all the answers

    Which organizational structure enhances communication by reducing hierarchy?

    <p>Horizontal</p> Signup and view all the answers

    What is a unique characteristic of network organizational structures?

    <p>Use of information technology to connect external relationships</p> Signup and view all the answers

    Which advantage is generally associated with a team-based organizational structure?

    <p>Improvement in cooperation across functions</p> Signup and view all the answers

    What is a disadvantage of an informal organizational structure?

    <p>Can start rumors and spread inaccurate information</p> Signup and view all the answers

    What does organizational design primarily involve?

    <p>Arranging people and resources to achieve goals</p> Signup and view all the answers

    Which type of organizational structure is characterized by teamwork and continuous sharing of information?

    <p>Boundaryless</p> Signup and view all the answers

    Study Notes

    Organizational Structure

    • Organization: The process of arranging people and resources to work together, dividing labor, and coordinating efforts toward a common goal.

    Types of Organizational Structures

    • Formal Structure: Depicted in organization charts, outlining positions, authority, and communication channels within an organization. Key elements include division of work, supervisory relationships, communication channels and subunits.

    • Informal Structure: The unofficial network of working relationships. Represented by who communicates with whom, regardless of formal titles. Utilized by social network analysis, identifying relationships irrespective of formal positions.

      • Advantages: Fosters contacts, collaboration, learning, and social support.
      • Disadvantages: Potential for rumors, resistance to change, and diversions from work.

    • Traditional Structures:

      • Functional Structure: Groups similar skills and tasks; advantages include economies of scale, expertise, and training; disadvantages may include difficulty pinpointing responsibilities, reduced inter-departmental communication, and issues coordinating across functions.

      • Divisional Structure: Organizes workers around products, customers, or regions. Beneficial for diverse, large, or complex organizations.

        • Product Structures: Arranges work units around specific products or services.

        • Geographical Structures: Groups based on location. Ideal for businesses needing to differentiate based on location. (e.g. regional offices)

        • Customer Structures: Organizes work units around customer groups, focusing on their unique needs. (e.g. business/consumer)

        • Process Structures: Groups around common processes.

        • Advantages: Flexibility, improved coordination, clear responsibility, specialization in specific areas/customers/regions.

        • Disadvantages: May reduce economies of scale, increase costs due to duplication.

      • Matrix Structure: Combines functional and divisional structures to gain the benefits of both. Members belong to multiple groups and report to multiple managers.

        • Advantages: Enhanced cooperation, improved decision making, flexibility, customer service, performance accountability, improved strategic management.
        • Disadvantages: Potential conflicts due to dual reporting lines, higher costs.

    • Horizontal Structures: Aim for improved communication and flexibility.

      • Team Structure: Uses permanent and temporary teams to solve problems and complete tasks. Examples: cross-functional teams, project teams.

        • Advantages: Removes barriers, fosters collaboration, enhances teamwork, eliminates communication difficulties and decision making issues.
        • Disadvantages: Complex, potential conflicting loyalties, meetings can be unproductive, dependent on interpersonal skills.

      • Network Structure: A central core with interconnected external networks of contractors or suppliers.

        • Advantages: Streamlined processes, cost-efficiency, allows for outsourcing.
        • Disadvantages: Can become complex and difficult to control/coordinate.

      • Boundaryless Structure: Eliminates internal and external boundaries, prioritizing teamwork, communication, and technology.

      • Advantages: Enhanced communication, teamwork, flexibility, better use of talent, continuous sharing.

      • Disadvantages: May be difficult in certain cultures/companies.

    Organizational Design

    • Organizational Design: Choosing and implementing structures to achieve organizational goals.

    • Mechanistic Design: Formalized, centralized structures. Best for routine tasks in stable environments. (e.g., McDonald's)

    • Characteristics: Centralized authority, many rules/procedures, clear division of labor, control, formal coordination.

    • Organic Design: Decentralized, flexible structures for dynamic environments. (e.g., innovative tech companies).

    • Characteristics Decentralized authority, fewer rules/procedures, less precise division of labor, wider spans of control, more personal means of coordination.

    Job Design

    • Job Design: Arranging work tasks to improve employee satisfaction and performance. Factors considered include employee needs abilities and interests.

    • Job Simplification: Standardized procedures and specialized tasks.

    • Job Rotation: Increases task variety by moving employees between jobs regularly or as needed.

    • Job Enlargement: Increases task variety by combining tasks previously performed by different people.

    • Job Enrichment: Increases job depth, giving the employee more control over tasks and feedback.

    • Core Job Characteristics:

      • Skill Variety: Use of various skills in a job.
      • Task Identity: Completing an entire identifiable piece of work.
      • Task Significance: Impact the job has on others.
      • Autonomy: Freedom in scheduling and procedures.
      • Feedback From the Job Itself: Direct information about performance.

    • Current Trends: Alternative scheduling and workplaces.

    Human Resources (HR)

    • Human Resources: Attracting, developing, and maintaining a high-quality workforce.

    • Attracting: Human resource planning, recruitment, and selection.

    • Developing: Employee orientation, training/development, performance management.

    • Maintaining: Career development, work-life balance, compensation/benefits, retention/turnover, and labor relations.

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    Description

    Explore the key concepts of organizational structure, including formal and informal arrangements within organizations. Understand the advantages and disadvantages of different structural types, such as functional and traditional structures, and how they impact communication and collaboration. This quiz will test your knowledge of effective organization management strategies.

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