Running Head: ORGANIZATIONAL STRUCTURE PLAN<br />Organizing<br />Carla J. McCoy<br />Unit 3 Individual Projects – MGT240<b...
Organizational Structure Plan   Unit 3 Ip
Organizational Structure Plan   Unit 3 Ip
Organizational Structure Plan   Unit 3 Ip
Organizational Structure Plan   Unit 3 Ip
Organizational Structure Plan   Unit 3 Ip
Organizational Structure Plan   Unit 3 Ip
Organizational Structure Plan   Unit 3 Ip
Organizational Structure Plan   Unit 3 Ip
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Organizational Structure Plan Unit 3 Ip

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Recently hired as a new Manager into a failing division within a company, the product lines are outdating and losing market share, and inter-departmental communication is adversarial, and corporate funding is fierce in this Organization. This article will show how things can be turned around in this Organization by providing a written plan for changing its organizational structure, and incorporating a Vision of the New Organizational Structure for my division which will include how I would realign individuals, tasks, processes, and functions. This article will also provide information on which Steps should be taken to manage the transition from the Old Organizational structure to a new one. New Policies will be written and implemented that will be effective immediately in order to facilitate the change into the new Organizational structure. (AIU Online, 2009) The Thesis for this Article is “Spirit and Drive will make or break an Organization”

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Organizational Structure Plan Unit 3 Ip

  1. 1. Running Head: ORGANIZATIONAL STRUCTURE PLAN<br />Organizing<br />Carla J. McCoy<br />Unit 3 Individual Projects – MGT240<br />March 1st, 2009<br />American InterContinental University<br />Abstract<br />Recently hired as a new Manager into a failing division within a company, the product lines are outdating and losing market share, and inter-departmental communication is adversarial, and corporate funding is fierce in this Organization. This article will show how things can be turned around in this Organization by providing a written plan for changing its organizational structure, and incorporating a Vision of the New Organizational Structure for my division which will include how I would realign individuals, tasks, processes, and functions. This article will also provide information on which Steps should be taken to manage the transition from the Old Organizational structure to a new one. New Policies will be written and implemented that will be effective immediately in order to facilitate the change into the new Organizational structure. (AIU Online, 2009) The Thesis for this Article is “Spirit and Drive will make or break an Organization” <br />.<br />Introduction<br />Anyone can be a Manager if they set their mind to it, but it takes a good Manager to be able to walk into any business, with no experience in Managing that particular field of work such as a Coffee House, or Water Plant for instance, and be able to completely Re-Organize and provide a good solid structure plan in order to turn that particular business around. Changes are clearly needed to result in a major turnaround for the failing division of this company. In this particular situation the Product Lines are outdated and market share is being lost, Inter-Departmental Communication needs to be addressed effective immediately and Competition for Corporate Funding within this Organization are fierce. A good Managers Spirit and Drive will make or break an Organization which is why a Good Manager will always know how to Plan, Organize, Lead and Control. It’s evident that Change needs to be developed as well as Incorporating a Vision of the new Organizational Structure by realigning employees, realigning the tasks they have, as well as the functions, and processes. A step by step Plan will help the transition from the Old Structure to a new one develop and Policies will be rewritten and go into effect immediately. (AIU Online, 2009) <br />Vision of the New Organizational Structure<br />In determining the Vision of the New Organizational Structure it is the structure itself that will be the backbone and support of decision making among a variety of other processes that will take form. First a decision on the type of organizational system needs to be implemented and this can be done by determining what each person in the organization will be doing which leaves much less room for any lack of judgments made and lack of confusion. In order to arrange relationships between departments and employees as well as determining or defining the responsibility of each person an organizational chart will need to be created which will show the structure of the organization as well as the relationships it has among its workers and what departments or divisions of work they are in. Prior to all of this though we need to review the Factors that will affect the Organizational Design. (The McGraw-Hill Companies, Inc., 2000) We can then look at how employees will be realigned by indicating each area of responsibility and determining who they will report to by addressing the “human side” systematically. Anytime you work within a Union Environment, you must keep in mind that everything is structured and you will need to review each employee for skills and then match their skill sets with tasks that need to be completed. (Crowley, M., 2009) <br />Opportunity for improvement would include keeping up to date with developments within your group you are assigned to by obtaining reliable information on developments such as technology, processes, equipment, and materials. Consideration of these developments to the Organization can be done by analyzing the significance of the Organization’s developments. Information needs to be passed on to the appropriate people if necessary and all operations need monitored continuously so it will be evident where improvements can be made and appropriate action can be taken. If there are obstacles they will need to be changed because they can prevent improvements that are made or being made and we all need to learn from our experiences in order to identify new ones. Next we need to look at the tasks each individual or group would have within each department for specific jobs. (The McGraw-Hill Companies, Inc., 2000)<br />There are three things to keep in mind here and those are that Job Simplification is the reduction of tasks that each worker performs. Secondly would be Job Enlargement which is the increase in tasks to perform a specific job which would reduce boredom. And thirdly would be Job Enrichment which would increase responsibility any given worker would have to perform a specific job. This all can lead to increased worker involvement which could very well solve the Problem of Inter-Departmental Communication. The next step would be to review the Tasks each Individual would have within the Organizational Structure which will result in a division of labor among worker that is efficient and effective. Three things need to be considered here which are Job simplification, Job enlargement, and Job enrichment. Job simplification is the simple tasks each worker performs yet boredom results when there are too many tasks. Job enlargement pertains to an increase in tasks to reduce boredom where Job enrichment will increase the amount of responsibility each worker has within the job. This can also lead to increased worker involvement. The Processes and Functions are areas the Manager must decide in determining how to group particular jobs together among those who have similar skills, tools or techniques to perform their jobs. Functional Structure also needs to be considered in order to review marketing, production, and finance. There are always Pros and Cons that Managers will need to take into consideration as well. (The McGraw-Hill Companies, Inc., 2000) <br />There are functional managers that will need to report often to divisional managers in which they will in turn report to corporate management. Three things need to be considered when teams perform functions of working together to produce a product which are when A Division is what creates smaller, and manageable parts of a firm that collects functions that are working together to produce a product. Here we have Product Structure, Geographic Structure, and Market Structure. (The McGraw-Hill Companies, Inc., 2000) Anytime you talk about creating change in an organization where it affects employees you want them to understand what’s going on and can transition more easily. (Crowley, M., 2009) Some of the training that employees could take would be Conflict Management & Collaboration, Negotiations, Respectful Listening Skills, Performance Reviews Training, Team Building, Visual Aid Aide, Writing effective E-mails & Memos, and Upward Communication. (Communication Development Associates, 2009) <br />Steps in Managing Transition from Old to new Organizational Structure<br />At this point it’s good for a good Manager to ask themselves numerous questions such as whether or not the Organization has the right number of Middle Managers or not. Another good question to ask at this point would be if Authority is Centralized or Decentralized because if it’s decentralized it puts more authority at lower levels, works well in highly competitive environments, where Centralization within a stable environment favors authority. A hierarchy of Authority will help regulate what relative authority various managers have from top to bottom as well as having a span of control because the number of workers a manager has determines the workload they have. Line of Authority is where Managers who are in the direct chain of command such as Sales for instance have authority over production of goods and services. Staff Authority involves Managers who give advice to line managers. We also took into account that there is Direct Contact which allows managers to brainstorm new product ideas, We also have Liason Roles which is where the assistant managers and project team leaders produce product suggestions to place into development, Task forces that meet and discuss the launchings of new products, and Cross functional teams which manage products to launch in the market. (The McGraw-Hill Companies, Inc., 2000)<br /> Integrating roles and departments are where the Senior Managers will provide its members with relevant information from various teams and various divisions. The Matrix Structure is where top managers are created in order to develop new products simultaneously. When this is all done we will review the Strategic Alliances and Network Structure which is where tow or more firms will exchange resources to produce goods and where an entire series of strategic alliances fall into place which is created by suppliers, manufacturers, and distributors and this will allow firms to bring resources together in a much better productive way. (The McGraw-Hill Companies, Inc., 2000)<br />New Policies to Implement effective Immediately<br />Some good strategies to use where Policies are concerned would be to open financial statements of the Organization and provide them to the Business Union in order for them to be better informed of the Organization’s situation. (AIU Online, 2009) All new Policy changes will take effect immediately as well as be mandatory, because the best type of change to create is mandatory change. (Kennen, E., 2007) Another good strategy to use in the implementation of Policy change is that the Organization will receive some challenge grants that challenge the organization to raise money in order to match their gift with other donations. Commitment to pay deficits and build up endowment will also be implemented in the New Policy which will leave the Organization more likely to thrive In up coming years compared to it’s spiraling downfall had these changes never taken place and continued on the same path of destruction. (AIU Online, 2009) New Policy changes will include non-Discrimination laws which will put a hault to all harassment based on color, race, age, sex, religion, national origin, and disability. (Kennan, E., 2007) This Organization is also committed to ensuring that this Policy be reviewed twice per year and updated once every two years. The version of this policy has changed and replaces all prior versions. (AIU Online, 2009) <br />References<br />Online College Reference:<br />AIU Online, (2009) Organizing American InterContinental University MGT240 Unit 3 <br />Individual Assignment retrieved on February 26th, 2009 at https://mycampus.aiu-online.com <br />Online Business Presentation/Slideshow:<br />The Irwin/McGraw-Hill Companies, Inc., (2000) Managing Organizational Structure retrieved<br /> On February 27th, 2009 at http://www.scribd.com/doc/9719015/Chapter-8Managing-Organizational-Structure<br />Online Business Article: <br />Kennan, E., (2007) the Change Process Managing Organizational Change Suite101.com<br /> Retrieved on March 1st, 2009 at http://nonprofitmanagement.suite101.com/article.cfm/the_change_process<br />Online College Live Chat Session<br />Crowley, M., (2009) Unit 3 Live Chat Session #1, 3-25-09 American InterContinental University<br /> MGT240 Business Management and Leadership Class retrieved on March 1st, 2009 at https://mycampus.aiu-online.com <br />Web Resource:<br />Communication Development Associates, (2009) Organizational Training Creating Credible<br /> Leadership through Communication retrieved on March 1st, 2009 at http://www.cdaconsulting.com/organizational_training.html<br />

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