Organizational Structure and Culture

Presented By

Susmita Bhattacharya
WLC-Kolkata Campus

Objectives
Identify the factors that influence managers choice of an organizational structure. Explain how managers group tasks into jobs that are motivating and satisfying for employees. Describe the types of organizational structures managers can design, and explain why they choose one structure over another. Explain how managers group tasks into jobs that are motivating and satisfying for employees. Describe the types of organizational structures managers can design, and explain why they choose one structure over another.

Organizational Structure
The organizational structure, control systems, culture, and human resource management systems that together determine how efficiently and effectively organizational resources are used.

Factors Affecting Organizational Structure

The Organizational Environment

Strategy
Different strategies require the use of different structures.
A differentiation strategy needs a flexible structure, low cost may need a more formal structure. Increased vertical integration or diversification also requires a more flexible structure.

The Organizational Environment

Technology
*The combination of skills, knowledge, tools, equipment, computers and machines used in the organization. * More complex technology makes it harder for managers to regulate the organization. Technology can be measured by: *Task variety: the number of new problems a manager encounters. *Task analyzability: the availability of programmed solutions to a manager to solve problems.

The Organizational Environment

Human Resources
Highly skilled workers whose jobs require working in teams usually need a more flexible structure. Higher skilled workers often have internalized professional norms and values. Managers must take into account all four factors (environment, strategy, technology and human resources) when designing the structure of the organization.

Organizations Structure
The way an organizations structure works depends on the choices managers make about: 1. How to group tasks into individual jobs 2. How to group jobs into functions and divisions 3. How to allocate authority and coordinate functions and divisions

The Job Characteristics Model

Job Characteristics Model

Job Characteristic
Skill variety Task identity Employee uses a wide range of skills. Worker is involved in all tasks of the job from beginning to end of the production process Worker feels the task is meaningful to organization. Employee has freedom to schedule tasks and carry them out. Worker gets direct information about how well the job is done.

Task significance Autonomy Feedback

Grouping Jobs into Functions

Functional Structure An organizational structure composed of all the departments that an organization requires to produce its goods or services. Divisional Structure Managers create a series of business units to produce a specific kind of product for a specific kind of customer. Product Structure Managers place each distinct product line or business in its own self-contained division Divisional managers have the responsibility for devising an appropriate business-level strategy to allow the division to compete effectively in its industry

Matrix Design Structure

Matrix Structure

An organizational structure that simultaneously groups people and resources by function and product. Results in a complex network of superiorsubordinate reporting relationships. The structure is very flexible and can respond rapidly to the need for change. Each employee has two bosses (functional manager and product manager) and possibly cannot satisfy both.

Matrix Structure

Coordinating Functions: Allocating Authority

Authority The power vested in a manager to make decisions and use resources to achieve organizational goals by virtue of his position in an organization Hierarchy of Authority An organizations chain of command, specifying the relative authority of each manager.

Span of Control: the number of subordinates who report directly to a manager

Tall and Flat Organizations

Tall structures have many levels of authority and narrow spans of control. As hierarchy levels increase, communication gets difficult creating delays in the time being taken to implement decisions. Communications can also become distorted as it is repeated through the firm. Can become expensive. Flat structures have fewer levels and wide spans of control. Structure results in quick communications but can lead to overworked managers

Organizational Culture
Shared set of beliefs, expectations, values, and norms that influence how members of an organization relate to one another and cooperate to achieve organizational goals.

Organizational Ethics
Organizational Ethics Moral values, beliefs, and rules that establish the appropriate way for an organization and its members to deal with each other and people outside the organization. Ultimate source of organizational culture is the people that make up the organization Members become similar over time which may hinder their ability to adapt and respond to changes in the environment

Employment Relationship
Human resource policies: Can influence how hard employees will work to achieve the organizations goals, How attached they will be to it Whether or not they will buy into its values and norms

Human Resource Policies

In a centralized organization:
people have little autonomy norms that focus on being cautious, obeying authority, and respecting traditions emerge predictability and stability are desired goals

In a flat, decentralized structure:

people have more freedom to choose and control their own activities norms that focus on being creative and courageous and taking risks appear gives rise to a culture in which innovation and flexibility are desired goals

Strong, Adaptive Cultures Versus Weak, Inert Cultures

Adaptive cultures
Values and norms help an organization to build momentum and to grow and change as needed to achieve its goals and be effective.

Inert cultures
Those that lead to values and norms that fail to motivate or inspire employees Lead to stagnation and often failure over time

THANK YOU