PREFERRED ORGANIZATIONAL STRUCTURE

PREFERRED ORGANIZATIONAL STRUCTURE

Reaction.

The feedback provided is that I prefer an organization with a more organic structure that is innovative, flexible, and team-based. I slightly agree with this feedback due to the reasons discussed below.

Innovations are necessary for most organizations that operate in this day and age. Most organizations need innovative employees for their day to day operations due to current trends in the market. Some factors that demand innovation include; change in market demand, population increase, elements of weather, and change in the supply of resources. Encouraging innovations in organizations also helps in the inclusiveness of employees, and this helps employees feel appreciated.

Flexible organizations limit rules and regulations that negatively impact employees’ optimism. They aim towards making the work environment enjoyable for the employees. However, flexibility can lead to a lower discipline among the employees. They might end up going to work late and lowering performance due to late work submissions. Due to this reason, I prefer a more rigid organizational structure as compared to a flexible one.

Organizations that encourage teamwork motivate employees to improve relationships among each other and create a common goal towards projects. In some organizations, teamwork increases overall productivity. Employees have different performance levels, which may lead to low productivity of an employee as compared if he is working as an individual. Therefore, I would encourage an organization to let workers perform as individuals and limit teamwork.

In conclusion, an organizational structure is more productive if rules guide it. A rigid structure should govern 60% of the organization’s activities, and 40% should be on the flexible side.

Connection to topic and concepts.

Some areas of the assessment connected to the topic “Organizational Culture,” as discussed below;

People at higher levels, that is, supervisors, managers, and CEOs, contribute to the creation and management of Organizational cultures. These people do not necessarily define goals because an individual can set the goals they intend to achieve at a particular job while following the rules. Different industries create different goals for both the people at higher and lower levels.(Section 15-1 a & b).

In most cases, top management makes important decisions. An example provided required employees to give opinions on how culture could be improved in Fannie Mae Finance Company. The employees informed the management of the lack of inclusivity. The top management decided to be more inclusive.(Section 15-2b).

Most organizations have a set of rules for each employee, including those at higher levels. Employees may, however, fail to follow all these rules as a result of organizational culture. New employees may behave in a certain way by observing how the old employees act in the work environment. (Video: Concept Clips; Levels of Culture).

Depending on the type of organization, employees may learn many or a few tasks. Companies that require regular innovation have the advantage of offering their employees new learning opportunities. In addition, organizations with high levels of change are admired in society. (Section 15-3c).

Teamwork can increase or reduce member turnover, depending on the type of work. An example is where Southwest Airlines encourage teamwork, and this has increased work efficiency.(Section 15-1b).

The discussion above shows how the assessment is related to the connected topic.