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Work Specialization
Degree
to which tasks are subdivided into individual jobs A highly specialized job is narrow in scope Increases efficiency up to a point With extreme specialization, workers tend to become bored and alienated
Chain of Command
The line of authority, shown in the organization chart, that links all persons and shows who reports to whom.
CEO
VP Marketing
VP Production
VP Finance
Authority
Managers have authority because of the positions they hold (not who they are) To be effective, it must be accepted by subordinates.
Responsibility
Duty to perform the task an employee has been assigned Authority should be commensurate with responsibility.
Delegation
Process
to transfer authority and responsibility to positions below Delegation does not reduce responsibility Benefits both the organization and the individual employee
(authority at top)
DECENTRALIZE
(much delegation)
Production Marketing
Span of Management
Number
of employees reporting to a supervisor Tradition has recommended a span of management of four to seven subordinates What is best depends on the situation
Departmentalization
Basis for grouping job positions into departments and departments into the total organization. Internal Operations Oriented
Functional Network (Virtual)
Output Oriented
Divisional
Product Geographic Customer
Team (Cluster)
Combinations
Hybrid (different types at different places in an org.) Matrix (different types at simultaneous at the same places in an org.)
Functional Approach
Departments based on similar activities, skills and resource use.
Advantages:
Efficient
Disadvantages:
Poor communication among departments Slow response to external changes Loyalty more to function than customer or the whole organization
Divisional Approach
Departments
are grouped together based on organizational outputs (e.g., product, geography, customer) Functions (e.g., marketing) are split among the divisions Its advantages and disadvantages tend to be the opposite of those of the functional approach
Divisions
Advantages:
Quicker
Disadvantages:
Duplication
professional specialization
Matrix Approach
Functional
and divisional chains of command simultaneously Violates the unity of command concept.
get the advantages of both Functional and Divisional Structures Sophisticated technology, fast-changing environment Diverse products and geographical areas
Disadvantages of Matrix
Many
meetings to coordinate activities High conflict between two sides of matrix Need for extensive human relations training
Team Approach
Cross-functional
teams (Clusters) consist of employees from various functional departments Teams typically have more decision making power than previously held by workers at their levels.
Team Approach
Advantages
divides major functions among separate companies brokered by a small headquarters organization Somewhat like a functional organization.
Network Approach
Advantages Increases competitiveness, especially of small firms Flexibility Reduced Costs
Disadvantages
Departmentalization Types
(From most Mechanistic to most Organic) Functional Functional with integrators, crossfunctional committees, etc. Matrix Divisional Team
Service Technology
Tends
to be more Organic (Horizontal) than manufacturing Employees have direct contact with customers Output of the firm is intangible Production and consumption are simultaneous