Impact of organizational structure and communication

Impact of organizational structure and communication

Introduction

Some of the most critical requirements that determine the structure of an organization are allocating responsibilities, coordinating efforts, providing awards, and making decisions. Organizational structure refers to the pattern of associations among different positions in a firm and among its members. Every organization has a structure which elucidates the roles of each member of the firm, to ensure each of them is aware of their duties and responsibilities. The structure of an organization affects how the members communicate with each other and also affects the general operations of the firm.

Effects of organizational structure on organizational behavior

The impacts of organizational structure on functioning stem from various sources. The way in which reporting relationships are designed defines who makes decisions in the firm. The planning of workflow processes represents those involved as well as those responsible for the final service or product. When a firm is structured such that the decision-makers are senior managers, then the credit for solving problems will always remain at the top. This might affect the employees by making them feel that the firm’s structure is one-sided and unwarranted. When employees feel that they are not recognized for their hard work, they become demotivated and lack morale. The structure of an organization that has rigid policies may result in lax performance among the employees. Staffs like to feel that they are trusted and appreciated. However, firm and stiff policies send a negative message of distrust and suspicion. As a result, the employees might stop caring about the quality of their work, and a negative behavior would be observed.

How effective and ineffective application of structure impacts organizational behavior

Both effective and ineffective implementation of structures affects the behavior in an organization. An effective way that the structure of a firm can influence behavior is by motivating employees. The senior managers can set realistic goals to be met by the employees and then measure progress and award those who perform well. This will not only inspire them to deliver quality services in the organization but also benefit them. Once the employees are motivated, it impacts the operations of the organization by increasing productivity and the quality of their services and goods.

On the other hand, an ineffective application of structure negatively affects organizational behavior. Inefficient structures that adversely affect the performance of an organization include rigid rules and policies, unfair treatment of employees, as well as lack of appreciation and motivation. These bring about negative behavior among the employees and, therefore, negatively affecting the performance of the firm.

According to , effective organizational communication can help in improving operational behavior. Openness in communication, giving performance feedback, high frequency, and adequate sharing of an organization’s policies and news are associated with improved performance and satisfaction of employees in their workplace. Some of the effective communication strategies that the firm can adopt include face to face, telephone, streaming, and non-verbal cues. Ineffective communication methods involve those with disrespect and language barriers. This leads to miscommunication affecting the efficiency of the operations of the organization.

In conclusion, organizational structure and communication have a significant impact on organizational behavior. It is essential for every firm to have an effective structure and communication strategies for them to perform well. This enables the employees to be organized and aware of their responsibilities. The structure of the organization depends on its operations, and firms can choose whichever fits best for them.

References

Borkowski, N., 2015. Organizational behavior, theory, and design in health care. Jones & Bartlett Publishers.

MORGAN, J. (2014). The future of work: attract new talent, build better leaders, and create a competitive organization. Hoboken, New Jersey, Wiley.