3. 13-3
Key Elements of
Organizational Structure
Elements ofElements of
OrganizationalOrganizational
StructureStructure
Span ofSpan of
ControlControl
CentralizationCentralization
andand
DecentralizationDecentralization
DepartmentalizatioDepartmentalizatio
nn
FormalizationFormalization
Division ofDivision of
labourlabour
Chain ofChain of
CommandCommand
4. 13-4
Division of Labor
Subdividing work into separate
jobs assigned to different
people
It is limited by ability to
coordinate work
Increases work efficiency
5. 13-5
Departmentalization
Specifies how employees and their activities
are grouped together
Three functions of departmentalization
1. Establishes chain of command
2. Creates common mental models, measures of
performance, etc
3. Encourages coordination through informal
communication
6. 13-6
Span of Control
Number of people directly
reporting to the next level
• Assumes coordination through
direct supervision
Wider span of control possible
when:
• Other coordinating
mechanisms present
• Routine tasks
• Low employee
interdependence
7. 13-7
Formalization
The degree to which organizations standardize
behavior through rules, procedures, formal training,
and related mechanisms.
Formalization increases as firms get older, larger,
and more regulated
Problems with formalization
• Reduces organizational flexibility
• Discourages organizational learning/creativity
• Reduces work efficiency
• Increases job dissatisfaction and work stress
8. 13-8
Formal decision making authority is heldFormal decision making authority is held
by a few people, usually at the topby a few people, usually at the top
Centralization
Decision making authority is
dispersed throughout the organization
Decentralization
Centralization and
Decentralization
9. 13-9
Chain of command
It is an unbroken line of authority
It flows from top to bottom
It clarifies who reports to whom
Authority and unity of command are the two
complimentary concepts. Without these we cannot
discuss chain of command.
10. 13-10
AUTHORITY AND UNITY OF
COMMAND
Authority-It is the position to give orders and
expect the given orders to be obeyed
Unity of Command- It is an idea that one
subordinate should have only one superior
11. 13-11
Coordinating Work Activities
1. Informal communication
• Sharing information, forming common mental
models
• Allows flexibility
• Vital in non routine and ambiguous situations
• Easiest in small firms
• Applied in team-based structures
• Includes integrator roles
12. 13-12
Coordinating Work Activities
2. Formal hierarchy
• Direct supervision
• Assigns formal (legitimate) power to manage
others
• Coordination strategy for departmentalization
2. Standardization
a)Standardized processes (e.g., job descriptions)
b)Standardized outputs (e.g., sales targets)
c) Standardized skills (e.g., training)
13. 13-13
Organizes employees around specific knowledge
or other resources (e.g., marketing, production)
CEOCEO
FinanceFinance ProductionProduction MarketingMarketing
Functional Organizational Structure
14. 13-14
Evaluating Functional
Structures
Benefits
• Economy of scale
• Supports professional identity and career paths
• Easier supervision
Limitations
• More emphasis on subunit than organizational
goals
• Higher dysfunctional conflict
• Poorer coordination -- requires more controls
15. 13-15
Organizes employees around outputs,
clients, or geographic areas
Divisional Structure
CEOCEO
HealthcareHealthcare
LightingLighting
ProductsProducts
ConsumerConsumer
LifestyleLifestyle
16. 13-16
Divisional Structure
Different forms of divisional structure
• Geographic structure
• Product structure
• Client structure
Best form depends on environmental diversity
or uncertainty
Movement away from geographic form
• Less need for local representation
• Reduced geographic variation
• More global clients
17. 13-17
Evaluating Divisional Structures
Benefits
• Building block structure -- accommodates growth
• Focuses on markets/products/clients
Limitations
• Duplication, inefficient use of resources
• Specializations are dispersed--silos of knowledge
• Politics/conflict when two forms of equal value
18. 13-18
Team-Based Structure
Self-directed work teams
Teams organized around work processes
Typically organic structure
• Wide span of control – many employees work
without close supervision
• Decentralized with moderate/little formalization
Usually found within divisionalized structure
19. 13-19
Evaluating Team-Based
Structures
Benefits
• Responsive, flexible
• Lower admin costs
• Quicker, more informed decisions
Limitations
• Interpersonal training costs
• Slower during team development
• Role ambiguity increases stress
• Problems with supervisor role changes
• Duplication of resources
20. 13-20
Audio DeptAudio Dept
LeaderLeader
SoftwareSoftware
Dept LeaderDept Leader
Art DeptArt Dept
LeaderLeader
Game1Game1
Project LeaderProject Leader
Game2Game2
Project LeaderProject Leader
Game3Game3
Project LeaderProject Leader
Matrix Structure (Project-based)
CEOCEO
Employees ( ) are temporarily assigned to a specific
project team and have a permanent functional unit
21. 13-21
Evaluating Matrix Structures
Benefits
• Uses resources and expertise effectively
• Improves communication, flexibility, innovation
• Focuses specialists on clients and products
• Supports knowledge sharing within specialty
• Solution when two divisions have equal importance
Limitations
• Increases goal conflict and ambiguity
• Two bosses dilutes accountability
• More conflict, organizational politics, and stress
22. 13-22
Effects of Organizational Size
As organizations grow, they have:
More division of labor (job specialization)
Greater use of standardization
More hierarchy and formalization
More decentralization
23. 13-23
Technology and Structure
Technology refers to mechanisms or
processes by which an organization turns out
its product or service
Two contingencies:
• Variability -- the number of exceptions to standard
procedure that tend to occur.
• Analyzability -- the predictability or difficulty of the
required work
24. 13-24
Organizational Strategy
Structure follows strategy
• Strategy points to the environments in which the
organization will operate
• Leaders decide which structure to apply
Differentiation strategy
• Providing unique products or attracting clients who
want customization
Cost leadership strategy
• Maximize productivity in order to offer competitive
pricing