2. An organizational structure involves how
certain activities are delegated toward
achieving an organization's goal.
It outlines;
Role of employee's and
Responsibilities within a company.
3. 1. Functional structure
In a functional structure, organizations are
divided into specialized groups with specific
roles and duties. For example, many
companies divide their organization into
various departments such as finance,
marketing and human resources. Each of
these departments then has a manager who
oversees it. This manager is then supervised
by an administrator or executive who
oversees multiple departments.
4. 2. Divisional structure
In a divisional structure, various teams
work alongside each other toward a single,
common goal. Each of these divisions has
its own executive who manages how that
branch operates, controls its budgets and
allocates its resources.
Large companies employ this type of
organizational structure.
5. 3. Flatarchy Structure
In a flatarchy, there are little to no levels of
management. A company using this structure
could have only one manager in between its
executive and all other employees. It is called
a flatarchy because it is a hybrid of a
hierarchy and a flat organization. This type of
organizational structure is used more by
smaller companies since they have fewer
employees, though it can be used in
companies of all sizes. While some companies
grow out of this organizational structure,
others continue to use
6. 4. Matrix structure
In the matrix style of organizational structure,
employees are divided into teams that report to
two managers—a project or product manager
along with a functional manager. In essence, a
matrix structure is a combination of various
organizational structures. Because these teams
have two managers, a matrix structure promotes
duality and the sharing of resources. Employees
working for companies using the matrix
structure have the potential to widen their skill
set since they might be assigned to various
projects requiring different levels of expertise or
skills.
7. Organization Design is a process for
shaping the way organizations are
structured and run.
It involves many different aspects of life at
work, including
team formations,
shift patterns,
lines of reporting,
decision-making procedures,
communication channels, and more.
8. Increased efficiency.
Faster and more effective decision making.
Improved quality of goods and services.
Higher profits.
Better customer relations.
Safer working conditions.
A happier, healthier and more motivated
workforce.
Greater preparedness for future challenges.
9. Ineffective problem solving.
Wasted time.
Lack of coordination between different
parts of the business.
Inconsistent quality of work.
Failures of legal compliance.
Reputational damage.
Low morale, leading to high staff turnover.
10. 1. Something's changed, either inside
or outside of the business.
Perhaps you've bought some new
technology, or a rival has entered your
territory. Maybe an important piece of
legislation affecting your business has
changed.
Some factors are exciting, some are
worrying, but they all require a response –
and that likely means some alterations to
the way you operate.
11. 2. Setting New Strategies or Goals.
An organization might take the strategic
decision to approach its work in a different way
for any number of reasons. It might also
change the ways it measures success.
For example, a publishing company might
decide to produce less in print, offer more free
content online, and aim to make most of its
money from advertising. In which case, it
would have to set new goals for website
engagement and advertising revenue, and it
would need to implement an Organization
Design process to pursue this new strategy.
12. 3. The current design no longer works.
Many aspects of change affecting an
organization are gradual. But, in time, a
"tipping point" is reached.
Perhaps you've increased your people's
flexible working options, but problems are
beginning to show: absence is up, deadlines
are being missed, and there's a growing
sense of inequality across the business.
Enough's enough: your organizational design
needs to change
