Elements Of Effective Organization Organizations

Elements Of Effective Organization Organizations
Elements of Effective Organizations Every organization strives to become a high performing
organization. The essential elements of effective organizations include a practical business structure,
an excellent communication strategy, competent managers, and influential leaders. The elements of
success are the same for all organizations; however, the process of incorporating the elements are
different because every organization is unique. Organizational Structure Effective organizational
structures define how job tasks are subdivided, grouped, coordinated, and managed. Six key
components of organizational structures include division of labor, departmentalization, chain of
command, span of control, centralization, and formalization (Remme, Jones, Van der Heijden, & De
Bono, 2008, p. 79). Each element influence how employees interact with each other to reach
organizational goals. Different structures are common in similar organizations among high
performing organizations (Reimann, 1974, p. 707). The most appropriate structure will depend on
the unique needs and culture of the organization. The division of labor dictates the degree to which
responsibilities are subdivided into separate units. It is communicated through job descriptions, and
ensures each employee has specific duties to perform based on their work experience, education,
and capability. Departmentalization determines which jobs are grouped together to create
departments. Functional Departmentalization is
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Learning Organization
Learning Organization: Answer to Organizational Growth
Introduction
Organizations are established to fulfil various needs of the people. The organizational objectives
could be achieved via the organization's growth–oriented mechanism which is inevitable in today's
competitive world. However, the most important factor which needs to be taken into consideration
towards achieving the objective is the people or staff members who directly have impact on the
productivity of the product or services. Negative behaviour such as absenteeism and high turnover
rates will increase the production cost and adversely affect the productivity, thus affecting the
overall organisational growth.
Organizational Behaviour
Organizational behaviour is a ... Show more content on Helpwriting.net ...
Essentially, it's by feedback from their customers. This can be either in a form of messages written
or electronically sent to the hospital's management. This is also the very reason, some organization
have customer's satisfaction program, which the organization organize regularly.
The process of creating the conditions for a learning organization and of challenging long–held
assumptions will itself begin to integrate the five disciplines as presented by Peter Senge in his book
" The Fifth Discipline".
1. Personal Mastery
Personal mastery, as defined by Peter Senge, is "the discipline of personal growth and learning."1 It
is more than just competence and skills or spiritual growth. It is about creating a desired future and
moving toward it. People with high levels of personal mastery are skilled at creating a personal
vision and accurately assessing their current reality with respect to that vision. The gap between
current reality and personal vision propels them forward. This gap is often referred to as "creative
tension." Personal mastery is about generating and sustaining creative tension and living
comfortably with that tension.
There are few characteristics of those individuals that recognized to have high level of Personal
Mastery. Firstly, they have a special sense of purpose or calling. They know how to accurately
assess the current reality and quickly recognize inaccurate assumptions. These individuals also

Closed Organization
The two fictional public organizations I have decide to discuss is the Turn City Animal Association
and the Hillside Park and Recreational department. Now both of these organizations are state funded
but one is considered to be a closed organization and the other is open. Now when talking about an
open and closed structured organization we must first know what that means. A closed organization
is an organization where everything is closed off from the outside environment. This means that all
of their information is kept within the system or organization. Now this can create a huge problem
for the organization because the flow of their information stays within the system which means it
has no chance of interacting with any other system. Furthermore, ... Show more content on
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The Hillside Park and Recreation need the feed by from the public and gives the public feedback by
letting them know what is going on. Now the Turn City Animal Association does not really need the
feedback from the public and they operate within the city government letting them know what is
going on with the animal problems within their city. Therefore, both groups work for the
government but the Turn City Animal Association is a closed system within the city government
which means they don't release out of information out to the public unless it is necessary but the
Hillside Park and Recreational department is an open system which depends on the public and let
them know what is going on in their community. Therefore, they both belong to a city government
but they operate under two different systems. Furthermore, they are both designed to help the
community as well as make sure they are protected. Each organization has their own duties to
perform within the city government which make them similar but they have different ways of
preforming them. Therefore, they have to answer to the same people like the community and the city
government but the Hillside Park and Recreational Department answers more to the community then
Turn City Animal Association. Although, they are similar they are different as well as their day

The Structure Of An Organization
INTRODUCTION: The structure of an organisation is built in order to achieve the distinct tasks by
the labour and coordination between teams to provide goods and services. Organisational structure
is selected in order to have a basic work and consistency according to the situation. The most
foremost factors in an organisation are skilled labours, mutual understanding among the fellows and
direct control to frame a good result. A good structured organisation results in quality production,
which can be taken into peoples consider through marketing. When an organisation tracks in a solid
structure, management plans and tasks can be easily constructed and executed. In this essay, I have
been explained about the concept of Mintzberg five ... Show more content on Helpwriting.net ...
Direct supervision includes decision making, delivering task, observing and encouraging the
employees. The major factors for managers in this structure is to complete the activities in time,
contacts and agreement deal with higher officials and passing information to employees which
makes more strengthen to the organisation.
THE MIDDLE LINE: As an organisation grows bigger it requires more than one manager to control
the operators. Middle line managers add strategic apex managers into the operating core with proper
authority. In broad, one set of managers directs the operators for the basic unit and another set of
managers takes charge to convert it to the higher level unit. Hence, these units come under one
manager to form an organisation. Middle line managers observe the performance of the same unit
and they produce the feedback to the managers above them.
THE TECHNOSTRUCTURE:
In technostructure, staff is analysing the operators who get affected by others works and serving
those with planning and training with standardizations in the organisation. The analyst can be
divided into three main parts. Firstly, a work – study analyst who regulates the work process;
secondly is planning and control analyst who controls the accounts with production unit and finally,
personnel analyst to standardize skills which occurs outside the organisation.
THE SUPPORT STAFF: Staff under this structure make up

Weaknesses Of An Organization
Weakness of an Organization
By: Edgar Joel Aboy, BBM–MBA, 2nd Trimester, 2015–2016
Keyword: Weakness of an Organization, Functional Structure, Divisional Structure, Matrix
Structure
An organization is a group of people who work together to achieve a common goal. In order for a
group to be cohesive and for each member to work as a team in achieving a common goal, a
structure must be defined, thus the organizational structure. Organizational structure defines how
tasks are divided, grouped and coordinated in an organization. Every organization has a structure
that clarifies the roles and responsibilities each member must perform. (Source: Organizational
Structure: Definition and Influence on Organizational Behavior, (N.D.), Retrieved: 23January2016
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According to Alex Writing, Organizations are set up in a way that it will accomplish the goals set by
the organization and these structures can either help or becomes a hindrance in an organizations
progress. He furthered mentioned the three main types of organizational structure being the
functional structure, divisional structure and the matrix structure. (Source: Different Types of
Organizational Structure by Alex Writing, (N.D.), Retrieved: 23January2016 from:
http://smallbusiness.chron.com/different–types–organizational–structure–723.html). Let us define
these three main organizational structures mentioned by Alex W. and how they become a weakness
of an organization. First, let us take a look how a functional structure works. A functional structure
according to Julie D., is one of the most common organizational structure, the organization groups
the employees according to specialized or similar set of roles or tasks. (Source: Functional Structure
Organization Strength & Weakness by Julie Davoren, (N.D.), Retrieved: 23January2016 from:

The And Characteristics Of An Organization
The paper is organized into seven sections. First, by defining what an organization is. Second, with a
graph displaying a vision on organizational communication. Third, by defining the key parts that
make up an organization. Fourth, by integrating the parts together through best practices. Fifth, by
examining the nature and characteristics of an intelligent organization's communication. Sixth, by
identifying key strategies to meet the challenges in a technological workplace. In the final seventh
section, by recommendations on how managers can apply this vision.
Envision of an Organization
Organizations are created to accomplish objectives. Organizations have goals that are dependent on
forming groups to have these goals come alive. They ... Show more content on Helpwriting.net ...
Knowledge Management is an organization's methodology of making their intellectual assets as
fully functional, or effective as possible. This is a systematic approach organized to enhance
understanding. It's the managing of information in a way that provides an organization with a
competitive advantage.
Information Systems can be summed in three words: technology, people, and process. Information
Systems is a group of interrelated components that first start with the technology, which includes:
hardware, software, and infrastructure. People are also included and they are the trained personnel.
To put the system together would be the process, which includes combining the trained personnel to
work together to support decision–making and provide a value to an organization.
Organizational Learning has two main parts. First, it is manifested by shared ideas in an
organization. Then the shared ideas are developed into a common meaning by the organization.
Organizations learn by the interaction in a collective setting.
A High Performance Team is a group of people that molds together their skills in order to strengthen
performance results. The group members commit to a common purpose and are in line with one
another to hold themselves accountable to the team's performance.
Putting all of the Parts Together
How can organizational communication address the complex interaction of knowledge management,
information systems, organizational learning, and high performance teams?

Learning and Change in Organizations
Learning and Change in Organizations
We live in a dynamic world with constantly varying conditions and aspects that influence how we
make business operations and manage resources. The varying conditions in different circumstances
require a level of understanding that is made possible through learning. This essentially means that
learning consistent with the varying condition is in order to stay in touch and articulate matters
appropriately. Business operations cannot be expected to carry on in the similar ways as in the past
with no considerations of what is happening in the modern world (Pless, 2007).
Learning is a process of discovery that generates new understanding about ourselves and the world
around us. Strategic learning is organizational learning that improves the strategic capability of the
organization and changes the basic assumptions underlying the stable generation mechanism that
structures the strategic behavior design process. Organizations have various levels of knowledge and
learn at all levels (Stein & Nelson, 2003). The levels of organizational learning interact, making
higher order learning such as strategic learning problematic. Change resulting from learning need
not be visibly behavioral. Learning may result in new and significant insights and awareness that
dictate no behavioral change. In this sense the crucial element in learning is that the organism be
consciously aware of differences and alternatives and have consciously chosen one of these

An Organization 's Culture And Principles Of The Organization
An organization is determined by its value and behaviors that subsidize to the exclusive culture and
principles environment of the organization, which includes the organization's philosophy,
expectations, practices, and norms that hold the structure together and expresses the society's image
with internal relationship, external influences, and future planning. At the same time, rules, beliefs,
attitudes, and customs have been developed over periods and become the shared culture within the
organization that illustrate in the ways of conducting issues, how they treat employees, consumers,
and the community.
Today, unlike ever occurred before, public sectors are facing tremendous pressure to adapt to
significant changes from the external environment (Valle, 1999). Furthermore, such environment
influence decision making, personal expression, sharing information, or productivity performance.
Therefore, control an organization's culture is one of the difficult challenges for public sectors. Not
only for carrying out practice, but also to the leadership comprising an interlocking set of objectives,
roles, practices, values, communications channels, and customs. The components link together as a
reinforcing program and associate to prevent unexpected modifications. Valle put forward that
administrators in public sector must assist their employees to recognize these environmental
fluctuations and the need for their adaptation. Undeniably, failure to modify the culture of public

Organization Change Management : Organization
Organisation Change Management BMO6624
Assignment 2
Literature Review
Name: Ranjeeta
Student ID:
UNIT Coordinator and Lecturer: Dr. Shahnaz Naughton
Introduction
In modern organizations they always have to keep very close eyes on what coming next. In order to
retain their position and sustain the market they always have to keep making changes in their
organisational structure to meet the demands for their stakeholders.
Whenever any organization decides to make any changes they have to go through too many steps
and process to make sure nothing go wrong. In most of the cases organizations move from present
state to future state to enhance their effectiveness but sometime this move become massive reason
for them for lack of confidence in new system and that causes various failures.
In most of the organizations we have dedicated team of management experts. They have special
expertise to handle and manage various derivatives of change management as any small wrong
decision can affect every stakeholder in the organization.
During change management process they have different strategies to deal with individuals, teams
and whole organization.
We should always keep in mind that change to any part of organization may affect the whole
organization. These changes can be proactive or reactive depends on implementation.
Our aim should be always try to maximize the collective benefit for all entities involved in the
change and mitigate the risk of

Learning Organizations
Based on your understandings of the readings, what is the difference between a "learning"
organization and a "knowing" organization?
While reading about "knowing" and "learning" organizations, I couldn't help but liken it to my
teaching experience. We are told often that we are not the gate keepers of knowledge; instead, we
are tasked to understand our students thoroughly in order to engage them in curriculum. "Learning"
organizations allows for this. However, "knowing" organizations assumes that there is someone at
the forefront who knows all. This often happens in our school when we are told "what to do" but we
are rarely allowed any input on whether we believe a certain practice will work.
One a scale of 1 to 10 (1–simple... 10–complex), how do you see schools as organizational systems?
Explain your rationale. ... Show more content on Helpwriting.net ...
My classroom alone is extremely complex. There are many things that must happen at once to
ensure that my students are able to learn. I believe there are many different components to a school.
This includes making sure schools at the bare minimum are able to run as well as making sure
schools are not only running but running well. I often here my principal talk about parts of the
school that I pay no attention to. For example, hot lunches and custodial duties. There are also
programs that run in our school that aid student's mental well–being. Getting a glimpse into the
different things that happen inside our school leads me to believe that the school is of course a very
complex organization

Learning Organizations
Learning Organization Paper Learning organizations today must be adequately able to readily adapt
to change the mind–sets and behaviors of the people within. Although this sounds like a unified joint
statement for each and every organization however, there are so many organizations that yet do not
acknowledge the actual truths and current trends that illustrate particular dysfunctional behaviors
that exist and occur each day. Learning organization aid and enable companies and business to run,
operate, and function with efficiently. As organizations learn together, they attain knowledge,
acquire skills and information and evolve at a faster rate. Culture begins to be created after learning
organization are established and they are placed ... Show more content on Helpwriting.net ...
Senge is the creator and founder of the five disciplines that build effective learning organizations. It
begins with shared vision, which understands what you wish to create collectively. In this process of
change is it important to know what vision needs to be shaped is vitally critical to knowing what
promises will be fulfilled to give a free rein to well wishes and aspirations. The leaders use
strategies to get to desired goals. The nest phase is mental models. You also need a mental model to
become aware of different perceptions that have a great influence on chemistry and feelings.
Continued focus on recharged conversations on intended goals. The way people think, behave, and
interact is determined by their values and beliefs. Mental models need to be practiced and
encouraged in efforts to increase mutual understanding. The nest phase is personal mastery. A
personal vision represents personal mastery. This entails creating to tangible portrait of the results
that derive from focus of aspiring personal goals. Better choices and results can be attained when
people nurture their actuality from their prophecy. It is the platform of self–awareness. Our
behaviors are impacted by the measure, which we understand ourselves, and how much we continue
to learn. When people begin to put their heads together and think, it is interpreted as team learning.
People share their skills, knowledge, and experience with one another and learn how to do thing a
different way and learn how to do things better. The last phase is called systems thinking. It shares
the notion that people will learn how to get a better gauge on change and how to under their actions
and the nature that shapes

Rational Systems of Organizations
Rational Systems of Organizations In modern society, the things that we encounter and demand in
our everyday lives, such as technology, the internet, trade, stocks, and manufactured products, all
contribute to the need for formal organizations. A significant part of our lives is governed by these
institutions because we function as their consumers or employees, or in the case of a CEO, who may
classify them as business partners or competitors. It must be important to examine the procedures
that take place within organizations to determine what types of organizational structures work to
improve, stagnate, or suppress the attainment of organizational goals. Rational theorists such as
Weber, Taylor, and Fayol, "see organizations as ... Show more content on Helpwriting.net ...
Therefore, the staff employees were discouraged to contribute any ideas that challenged those from
the line, because it may not work in their favor. All in all, Dalton explains that unneeded stress and
anxiety between employees are not beneficial to the organization because it discourages ambition
and innovation that would help prompt the company's advancement. From the prospective of
Jackall, Jackall explains in detail, the informal rules that govern staff interaction with line officers
and his opposition to the centralization of authority among them. Instead of examining the
disadvantages of workplace friction like Dalton, Jackall explains how higher ranked officers can
abuse their authority to benefit themselves and get away with it. Since rational theorists advocate
hierarchical structures of authority, there is often times, pressure from the higher officials toward the
subordinates to make commitments and goals. This, as stated by Jackall, calls for the emergence of a
"management–by–objective" system, which constitutes a chain of commitments from the CEO and
down the hierarchical ladder. "In practice, it also shapes a patrimonial authority arrangement that is
crucial to defining both the immediate experiences and the lone–run career changes of individual
managers (Jackall 158)." Jackall explains that there are informal rules, much like like a list of do's
and don'ts, that subordinates

The Culture Of An Organization
The culture of an organization sets the tone for any work environment. Human resources and
organizational culture works best together when an organization realizes if a potential employee is
the best fit for the organization's culture. However, the prospective employee must understand and
realize if they are the best fit for the organization's culture. Organizational culture relies on practices
of the organization and how it affects the employee; it is the environment of the workplace. "Leaders
first create culture when they create groups and organizations; once culture exists, they determine
the criteria for leadership roles and from there, will determine who is capable of being leaders"
(Schein, 2004, p. 311). Business professor, David ... Show more content on Helpwriting.net ...
The organization was comprised of a very diverse group. In this setting, I was comfortable because I
was surrounded by people who I could relate to. The owner introduced me to everyone and gave me
a tour of the company on the first day. The owner told me to help myself to all of the snacks and
sodas in the kitchen because he believed that small things in life go a long way with employees. He
also told me to look around and notice the different type of people working for the company. He
said, "Everyone is different, they all come from different backgrounds. Some are gay, some are
straight, some are white, some are black, some are disabled and some are not; this is done purposely
to create an environment where we all need each other and if you can't approach Mike, because he's
gay or Shelly because she is Latina, then this is not the job for you". "To manage diversity,
employers must first understand and then manage their organizational cultures, defined as the
values, beliefs, assumptions, expectations, attitudes, and norms shared by a majority of the
organization's members" (Pynes, 2013, p. 139). Within my first year, I learned about how diversity
develops the organizational culture. I was able to recognize and understand the importance of
different backgrounds working together to achieve goals. The organization molded me to be a better
employee, to understand teamwork, and it allowed me to determine if I was a good fit.
I had a few friends who started working for

Empowerment in an Organization
Empowerment in an organization Empowerments is the process of enabling or authorizing an
individual to think, behave, take action, and control work and decision making in autonomous ways.
It is the state of feeling self–empowered to take control of one's own destiny. In an organization,
empowerment is the redistribution of power and decision making responsibilities, usually to
employees, where such authority was previously a management prerogative. Empowerment is based
on the recognition that employee abilities are frequently underused, and that, given the chance, most
employees can contribute more. Empowered workplaces are characterized by managers who focus
on energizing, supporting, and coaching their staff in a blame–free environment ... Show more
content on Helpwriting.net ...
Effective coaching, on the other hand, is concerned with selfconfidence building, skills acquisition,
team work and motivation. For example would be, teaching a new job skill, orienting a new
employee, or attempting to energise someone, a coaching role is more appropriate (Osborn. J, 2009).
Many of us feel uncomfortable considering taking on the role of a counsellor. Some of us may be
thinking, "I am a manager, not a therapist." However, taking on the role of counsellor is not the
same as trying to become a therapist. Many of the skills required by the counselling role are also the
skills involved in providing effective feedback, being a good communicator and a good coach.
3
The coaching role Providing goals that are specific and challenging are more likely to result in
success. When providing direction and setting goals, the key job tasks must be clarified and time
limits must be set. Some people consider these the 'to dos' and the 'by when'. If you know what you
are expected to do and by when you are expected to have it, you can go about planning, executing
and achieving your goals most effectively. If appropriate, it is important to commit specific rewards
contingent on goal attainment (Bell, C and Bell, R 2003). Provide resources, training and skills.
Another element of coaching is to provide the training, tools, materials, facilities, money, time, etc.
necessary for people to get

The Relevance Of An Organization
An organization is a group of individuals with a specific purpose, normally a business, association
or society. Knowledge refers to truth, data, and expertise that an individual gets through education or
experiences; the practical or theoretical understanding of a discipline. In other terms, knowledge
refers to the familiarity or awareness gained through experience of a situation or a fact. This paper is
going to give a brief documentation regarding the relevance that knowledge has in an organization.
According to Popsa and Nicula, knowledge is directly proportional to the competence of employees
working in a firm. It is, therefore, true to say that the more knowledge employers have they will try
to ingrain in their workers minds, the ... Show more content on Helpwriting.net ...
The progression of knowledge within any given organization, be it in the production of goods or the
issuance of services to customers, is the most thought–provoking element in business. Herein, the
comprehension of knowledge in an organization is considered by different measures of any projects
being undertaken. More so, this is achieved through clarification with regard to consultation and
development measures within the organization. These are very direct initiatives geared towards the
promotion of knowledge realization in a firm. There is also a need for employers, in the quest of
making their employees knowledgeable, to train, counsel and encourage employees to conduct
detailed research on their roles. It plays a significant role towards employee attainment of
knowledge. All the same, the associated processes are usually indirect. For instance, the training of
employees in an organization is not a guarantee that whatever is learned will be applied. For
knowledge based organizations, it is paramount for managers to bear in mind that promotion
towards knowledge realization is charted through the classification of implemented projects and
assigned tasks. Significant thematic issues, like development of learning at the workplace, are

Is Yours a Learning Organization
TOOL KIT
Is Yours a Learning Organization?
Using this assessment tool, companies can pinpoint areas where they need to foster knowledge
sharing, idea development, learning from mistakes, and holistic thinking.
by David A. Garvin, Amy C. Edmondson, and Francesca Gino
L
Daniel Chang
EADERS MAY THINK that getting their organizations to learn is only a matter of articulating a
clear vision, giving employees the right incentives, and providing lots of training. This assumption
is not merely flawed – it's risky in the face of intensifying competition, advances in technology, and
shifts in customer preferences. Organizations need to learn more than ever as they confront these
mounting forces. Each company must become a learning ... Show more content on Helpwriting.net
...
Our instrument enables your company to compare itself against benchmark scores gathered from
other firms; to make assessments across areas within the organization (how, for, example, do
different groups learn relative to one another?); and to look deeply within individual units. In each
case, the power is in the comparisons, not in the absolute scores. You may find that an area your
organization thought was a strength is actually less robust than at other organizations. In effect, the
tool gives you a broader, more grounded view of how well your company learns and how adeptly it
refines its strategies and processes. Each organization, and each unit within it, needs that breadth of
perspective to accurately measure its learning against that of its peers.
Building Blocks of the Learning Organization
Organizational research over the past two decades has revealed three broad factors that are essential
for organizational learning and adaptability: a
Our tool is structured around the three building blocks and allows companies to measure their
learning proficiencies in great detail. As you shall see, organizations do not perform consistently
across the three blocks, nor across the various subcategories and subcomponents. That fact suggests
that different mechanisms are at work in each building–block area and that improving performance
in each is likely to require distinct supporting activities. Companies, and units within them,

Organization & Behaviour
Table of contents
1. Task 1 1.1 Introduction 1 1.2 What's an Organization? 1 1.3 Organization structure 1 1.4 Type of
Organizational structure 2 1.5 Organizational culture 3 1.6 There are four type of cultures 4
1.7 Introduction to the chosen organization 5 2. Introduction of Airtel 5
2.1 The culture of Airtel Pvt 7
2.2 Factors Influence individuals Behavior at work place 7 2.3 Leadership style approach By Airtel
8 2.4 ... Show more content on Helpwriting.net ...
The employees are working on department based on what their jobs are in figure 0.1 engineering
department, maintenance department, finance department, research department, Warehouse
department, purchasing department. The functional structure does not allow flexibility because of
centralization.
Divisional structure
Figure 0.2
Divisional structure divides, shown in figure 0.2 above, the employees based on the product
structure, marketing structure, and geographical structure. Each division is responsible for their own
product.
Matrix structure
Figure 0.3
The above figure 0.3 shows Matrix structure because in this structure combines functional structure
and divisional structure and take the benefit from these two structures.
1.5. Organizational culture
Organizational culture is" The collection of traditional, value, policies, beliefs and attitudes that
constitute a pervasive context for everything we do and thin in an organization".
(L J.MULLINS, 2007).
1.6. There are four type of cultures Power culture: Power cultures are usually found within a small
or medium size organization. Decisions in an organization that display a power culture are
centralized around one key individual. That person likes control and the power behind it. As group
work is not evident in a power culture, the

What Is An Organization?
What is an organization?
Organizations are structured in many different ways to accomplish any task associated with the
Organization's objectives. Some companies use a more centralized structure, while others consider a
more decentralized structure, to meet the needs of the organization. For example, the United States
Armed Forces is an organization that has shown that having a centralized structure with a set of
command, uniformed, and standardized operating procedure can be not only beneficial, but create
success also. A typical organization within the military is structured so it can accomplish any
wartime mission. Now, on the other hand, you have a typical state organization, such as the Public
Health Department. This organization is ... Show more content on Helpwriting.net ...
In this type of organizational construction everyone is placed on more of an even playing field.
Employees are placed together in working groups, based off of more of a working group similarity,
rather than a hierarchy based separation. Bilateral structured organizations provide a lot of flexibility
within an organization. It combines the low over–head, and minimal management structure, which is
characteristics of a lateral structured organization, also coupled with the team efforts can be
compared to a hybrid structure. Organizational structures such as functional, divisional,
multidivisional, hybrid, network, and boundary–less structure all have advantages and disadvantages
when it pertains to different working structures of the organizations (Jones, 2010).
When conducting research on this topic, I decided to explore the several different types of
organizational structures, that seemed to be popular, and consistently changing throughout various
organizations. Functional, Divisional, Matrix, Multidivisional, hybrid, network, and boundary less
organizational structure are the top structures that companies have coined themselves for using, even
if they have moved from one structure to another, at some time during the organizational growth
path.
Functional Structured Organizations
Functional structured organizations are those organizations that are clear cut; no room for confusion
on who is in charge of who or what, and who

Organizational Performance Forprofit Organizations And...
Adopting inadequate performance evaluation and measures of organizational performance hinder
nonprofit organizations (NPOs) ability to meet eligible standards for funding. Performance measure
recommendations for NPOs encourage For–Profit organizational approaches, omitting pertinent
contextual factors significant to humans social service nonprofit organizations (Cairns, Harris,
Hutchison, & Tricker, 2005). This research seeks to understand how NPOs approach internal and
externally imposed standards and measures to achieve external funding. The focus of this study is
three human social service community nonprofit organizations based in London. Interviews with
key stakeholders highlight experiences of their approaches toward decision making

A Broundaryless Organization Are Organizations That Are
A broundaryless organization are organizations that are not defined or limited by horizontal, vertical,
or external boundaries imposed by a predetermined structure (Griffin). Boundaryless organizations
also have a strong emphasis on teams. Officer Jack Welch the Chief Executive of General
Electronics' came up with the term of a boundaryless organization. This report would help Gerd
Finger company Newskool Grooves understand how to make the company competitive and
successful as a boundaryless organization in the technology sector. Welch states that when an
organization eliminates traditional barriers between departments as well as barriers between the
organization and the external environment can be referred to as a boundaryless ... Show more
The freedom to telecommute with international employees remove geographical barriers to
productivity and allows for schedule flexibility. To meet needs and function efficiently in an ill–
defined hierarchy, these companies can change quickly by organizing expert employees in groups
and giving them the decision–making authority. When employees manage, and coordinate their own
projects, it fosters a sense of pride in the ability to change and meet the demands of the situation
fostering a strong work ethic.
Cultural Issues within a Boundaryless Organization
In order for Newsool Grooves to become an effective bourdaryless organization, they also have to
consider some of the cultural issues that will affect a company operation system. These issues can
consist of what happens in different parts of the world and whose employees may not be
representative of the national cultures of each country. Several organizations have employees with
different cultures that collaborate their work skills to achieve the organizational goals. Employees
are also very diverse in values, personality, and work preference which are deep–level diversity
(Hirschhorn & Gilmore, 1994). Some cultural issues are sensitive and will create unpleasant things
among employees in the workplace. Bettering the surface–level diversity, is a good research in
understanding various biological characteristics like gender, race, ethnicity, age and disability. All

Nonprofit Organizations
Nonprofit organizations are a vast and diverse community that encompass many different entities
and organizations. Nonprofit organizations are defined as associations with a legal status which is
nonprofit (making); are financially independent of government; and are actively engaged in the
political, social and economic transformation of society; with an aim to mobilize people for self and
national development beyond mere basic needs (Wadongo, 2014, p. 17). The two main roles of
nonprofit organizations are to attract resources and allocate these resources to various beneficiaries.
However, protection from market rigidity, with no bottom line of stock market price to measure
performance or exposure to public elections, leads to greater ... Show more content on
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7). The team–based performance management model, when implemented, provides a process of
collective assessment with a team to make data driven decisions (Strengthening Nonprofits, n.d., p.
9). There are ten essential steps for the successful implementation for team–based performance
management: prepare for change; identify goals and strategies; clarify and create accountability;
obtain analytical support; identify and collect the necessary data; analyze and interpret the data;
implement team based date reviews; and reflect and refine (Strengthening Nonprofits, n.d., pp.

Organization Profile
Name Professor's Name The Course Number 5 November 2015 Organizational Profile Exercise for
Your Organization According to (Kondalkar, 112), organization profile is a basis for self–evaluation
or self–assessment. It refers to the influences of how an organization operates; it is a snapshot of
your group (Wilson, 387). In this paper, I will analyze some exercises that are related to the
organizational profile. A). Organizational Profile P. 1 Organizational Description My organization is
a privately owned corporation. I am the chief executive officer though I am assisted by other
functional managers and shop floor staff in running this organization. A).ORGANIZATIONAL
ENVIRONMENT 1. Product/ Service Offerings. My organization will ... Show more content on
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3) Suppliers and Partners: The key suppliers are sugar producers and fruits suppliers. I have
partnered with these suppliers through backward integration strategy. This partnership has enhanced
collaboration and efficient communication between my company and the suppliers. One of my key
supply chain needs is that supply contracts are won through a competitive tendering process. P.2
Organizational Situation: My organization strategy is to deliver quality products and gain a
competitive edge. a. COMPETITIVE ENVIRONMENT 1) Competitive Position: My business is
competitive as it offers products to markets in Africa, Australia, and America. We are a big company
affiliated to Pepsi and in some years to come, say twenty years I presume we will be the market
leaders and we will be operating in all corners of the world. 2) Competitiveness Changes:
Diversification by our competitors, bait advertising and job poaching. 3) COMPARATIVE DATA:
Data is available from market surveys, customer feedback, and market responsiveness. b.
STRATEGIC CONTEXT My greatest strategic challenge is competition and high regularized
environment. My advantage is that I offer high–quality products that has made my company gain
considerable market share and compete against other giants such as Coca–Cola. c.
PERFORMANCE IMPROVEMENT SYSTEM I have invested heavily in training and development
of my staff; I have also procured latest

Organizational Development : An Organization
An organization's culture is the foundation of everything that goes on in the company. It is basically
the personality of the organization. Culture is built over time and is an important element of an
organization's reputation. Who wants to work for a company whose culture reflects that they do not
care about their employees? Fortune 500 companies have the distinction of turning high profits and
the distinction of high employee satisfaction. Organizational Development Organizational
development is the intentional effort to encourage growth of a company's effectiveness to attain their
strategic goals. Organization Development or OD as it is commonly called. There are various
methods that can be used to invoke organizational change and development. Some of the
intervention methods used are; large scale intervention, strategic intervention, and techno structural
intervention. Large Scale Intervention Large scale intervention starts from the top level of the
company's organization and involves everyone at every level of the organization. It is a highly
structured method that incorporates; responsibility, accountability, open information, full
participation and the freedom to speak up. Large scale intervention requires that everyone work
together. According to (Rouda & Kusy, Jr., 1996) a common vision of the company's future must be
created and there must be buy–in from everyone in the organization. Everyone employee must feel
empowered and have

An Organization Of United Way
There are numerous organizationsthat are present in our society, be it private, public or voluntary
organizations but one thing that is common from these organizations is that they all have missions
and goals set for them to achieve. This paper will be discussing an organization called United Way.
According to United Way website, a Denver woman, a priest, two ministers and a rabbi got together
because they recognize the need to work together in new ways to make Denver a better place.
Together with an idea that became the nation 's first united campaign, benefitting 10 area health and
welfare agencies. They created an organization to collect the funds for local charities, to coordinate
relief services, to counsel and refer clients to cooperating agencies, and to make emergency
assistance grants for cases that could not be referred("United way worldwide," n.d.).As of today,
United Way has 1400 local branches in the US, each local branch is run by local leadership but
follows United Way of America rules and regulation. The mission of United Way is to improve lives
by mobilizing the caring power of communities around the world to advance the common good.
United Way organization works with networks of businesses, nonprofits, community and
government leaders in collaboration to fundraise monies for the organization. Contributions raised
locally stay locally and decisions about which programs to invest in and which partnerships to
pursue are made locally("United way worldwide,"

Organizational Effectiveness Of An Organization
Organizational effectiveness is the concept of how effective an organization is in achieving the
outcomes the organization intends to produce. Organizational effectiveness groups in organizations
directly concern themselves with several key areas. Leadership, decision making and structure,
people, and cultures are just a few of several key areas. Leadership consist of self and crew
understanding of a clear vision, sharing that vision with others so that they will follow willingly,
providing the information, knowledge and methods to realize that vision, and coordinating and
balancing the conflicting interests of all members and stakeholders. A leader steps up in times of
chaos, and is able to think and act effectively in difficult ... Show more content on Helpwriting.net ...
Decision and structure has to have clear roles and accountability for decisions, also needs
organizational structure that supports objectives.
Nonprofits appear to attract good talent and do a remarkable job at placing the right people in the
right places. On the contrary, these employees (the people) do not feel that their work is well aligned
to the priorities of the organization. Organizations on average have a hard time evaluating,
developing, and rewarding staff consistent with the organizations ' priorities. This not being
surprising at all, given leadership scores on setting and communicating priorities. Communication is
extremely important for the success of an organization. A majority of bosses communicate far too
little amongst their organization. It is tough for busy business owners and executives to keep their
employees up–to–date on the latest organizational news, which is understandable. This is why
organizations have management teams. Regardless, you should do everything is your power to get
employees the information they need to do their jobs effectively, quickly and efficiently. Make time
for employees. When an employee needs to talk with you, whatever the situation may be, make sure
that you set aside the time to do so. Lastly, recognize their achievements. Every employee want to
do a good job while on the job and love to be recognized when they do, prizes don't have to always

Metaphors of Organizations
Metaphors of Organizations
"All theories of organization and management are based on implicit images or metaphors that
persuade us to see, understand, and imagine situations in partial ways. Metaphors create insight. But
they also distort. They have strengths. But they also have limitations. In creating ways of seeing,
they create ways of not seeing. Hence there can be no single theory or metaphor that gives an all–
purpose point of view. There can be no 'correct theory ' for structuring everything we do."
If you are a consultant, facilitator or manager interested in organizations and how they do and don 't
work, then Gareth Morgan 's books, Images of Organization and Imaginization are a 'must read '. An
abstract can be found here. ... Show more content on Helpwriting.net ...
An ongoing process of reality construction, which allows people to see and understand particular
events, actions, objects, comments and situations in distinctive ways. Keywords are: Society, values,
beliefs, laws, ideology, rituals, diversity, traditions, history, service, shared vision and mission,
understanding, qualities, families * Political Systems; Organizations as systems of political activity,
with patterns of competing interests, conflict and power. Keywords are: interests and rights, power,
hidden agendas and back room deals, authority, alliances, party–line, censorship, gatekeepers,
leaders, conflict management * Psychic Prisons; Organizations as systems that get trapped in their
own thoughts and actions; and in which obsessions, mind traps, narcissism, strong emotions,
illusions of control, anxieties and defense mechanisms become the focus of attention. Keywords are:
conscious & unconscious processes, repression & regression, ego, denial, projection, coping &
defense mechanisms, pain & pleasure principle, dysfunction, workaholics * Flux and
Transformation; Organizations as expressions of deeper processes of transformation and change.
Keywords are: constant change, dynamic equilibrium, flow, self–organization, systemic wisdom,
attractors, chaos, complexity, butterfly effect, emergent

Metaphors of Organization
Gareth Morgan's Metaphors of Organizations
Introduction
Metaphors help simplify complex concepts by integrating an already know term to a new term,
therefore making it more comprehensible to the readers. In his book, Images of Organization, Gareth
Morgan (2006) simply applied metaphors in bringing to our understanding the different perspectives
and faces of organizations (Bottero, K, 2013) This paper would pinpoint and attempt to examine the
major metaphoric postulations of Gareth Morgan's Images of Organization. As Morgan would say,
the entire management and organizational theories essentially emanate from implicit mind frames or
metaphors that attempt to convince humans to see, know and visualize situations in ... Show more
The idea of viewing organizations from a myopic point of view, i.e. from one metaphor is frowned
upon by Morgan since he is of the notion the idea hinders a broader perspective of ideas and
understanding of organization, and that the deployment of more metaphors opens more doors for a
broader scope of decisions and actions (Prince, L,2007)
.
Delineation of Metaphors on Stakeholders Relationships and improvement
Owing to limited rationality of man, Herbert Simon contends that most decisions are based on
limited rationality, that is, the organization is working like a brain. It would be impossible for
organizations to attain perfection since their members have limited information–processing abilities
(Morgan, G, 1997)
Maturana and Varela, scientists from Chile advocated that that all living organisms are
organizationally intact, autonomous systems that only relate with their fellow species, and at its
extreme, the environment integrates as part of the organization, which means: "A system's
interaction with its "environment" is really a reflection and part of its own self–production;
Organizations are always ... enacting their environments as extensions of their own identity.
Many of the problems that organizations encounter in

Meta-Organizations
Meta–organizations for Public Health Service: a study of the Brazilian Telehealth Program. On the
other hand, Ahrne & Brunsson (2010) pointed out that M–O members have strong reasons to
mitigate its impact on their own autonomy and identity. However, according to the authors, if all
members are successful in making autonomous decisions, it is difficult to achieve coordination or
undertake collective action. If each member maintains its identity, then the common identity, the
status, and the ease of interaction will be threatened. M–O members have not only strong reasons to
maintain their identity and autonomy, but also great capacity to do so, since many M–O members
have more resources and more status than their own M–O. According to Ahrne & Brunsson, it is
important for an M–O to attract members with the highest status. If the purpose is to maintain or
increase the status of the members, the M–O must be able to include and retain the most important
members because its legitimacy is dependent on the success to recruit potential affiliates. Some
organizations are more attractive than others are , and for the M–O to recruit all relevant members, it
has to recruit the most talented ones (i.e., those with more resources and greater competence).
Moreover, M–Os are more limited, controlling fewer resources than most of its members, a situation
that is rare in traditional organizations. ... Show more content on Helpwriting.net ...
However, M–Os cause impacts on the identity and autonomy of its members. In addition, all M–Os
share characteristics that differentiate them from traditional organizations. An M–O represents a
threat to the autonomy of its members when it has the right to make autonomous decisions that
affect its members, even when members themselves have influenced the content of those decisions
(Ahrne & Brunsson,

Organization Theory
Organization theory is about ideas and principles that flow within an association on how work can
be done by investigating through different perspective. It is important to study organization as
improvements can be carried out to make sure organizations are performing efficiently through
developing the organizations structure and mission statement. (Developing an enabling
organisational culture, changing organisational culture.). (See Apendix A for some applications of
organizational Theory). There are three major perspectives–modernism, symbolic interpretive, and
postmodernism to look at organisation which provide broad frameworks to guide our thinking and
research. In this essay paper, an effort has been made in discussing how the three ... Show more
(Lundberg 2008).Schein is recognized as one of the most influential writers on corporate culture.
Schein interprets the 'historical factors ' concerning the origins of cultures through 'group and
leadership theory ' (1985: 148–150). As a result, he imposes a preordained structure on to the history
of organizational cultures, namely the story of a founder. As Schultz (1995: 25) points out, rather
than study the specific histories of organizations, Schein invokes psychological theories of 'the
psychodynamic makeup of leaders ' (1985: 172). He uses these to paint an idealised picture of how
'organizations begin to create cultures through the actions of founders ' (Schein 1985: 221). This
rests on an assumption that 'culture and leadership are really two sides of the same coin (Michael &
Stephen 1999). Modernist believes that there is a positive correlation between organizational
performance and the strength of corporate culture. For them, strong organizational culture is getting
people to agree. An example of modernist perspective organization would be McDonalds. Workers
in a McDonald's restaurant are given a tight job description with clearly defined `movements´,
which also includes guidelines what to say to customers. Modernist therefore, focuses a lot on
leader's power on understanding culture in the organization to improve organizational efficiency and
effectiveness. (Sedtke, D 2009).

The Theory Of An Organization
Organizations are groups of people working together to achieve a common goal. The organizations
theories correlate together in order for organizations to sustain functionality. In all organizations
there is a common unit of power that directs the organization toward a common goal. Within the
Department of Health and Human Resources, the source of power is the commissioner, and the
direction of the department is to have zero child fatalities and maintain safety of children.
The classical model focuses on the structure of the organization. The decision making starts at the
top, with the person in power and trickles down to the employees in the organizations. Hence, the
person in power has the authority and decision making capability. This is also known as
bureaucracy, which occurs within a government institution such as; when meetings occur, the
commissioner will make the final decisions about goals and how to implement those goals. All
organizations recognize that decisions have to be made. The decision theory is similar to the
classical model in how decisions are made and who makes the decisions. The person in power
makes the decision, and the ultimate outcome is to achieve a common goal. Decisions are made on
rationale when possible, but achieving a perfect goal is not the ultimate goal. When conflict occurs it
is embraced, and organization work to accommodate or even coerce members to achieve common
goals. Human relations theory is derived from the machine

Diagnosis of an Organization
SUMMARY
Learning Objectives
 Identify system parameters and recognize the symptoms, problems,and causes of organizational
ineffectiveness.
 Recognize the various techniques for gathering information from client systems.
 Describe the major diagnostic models and techniques used in OD programs.
 Apply a systematic diagnosis to organizational situations.
Diagnosing Problem Areas–––Why Diagnosing?
An organization need to survival or be very successful in the rapid developing socielty, it must have
flexibility and ability for rapid transfromation. For example, Downsizing and restructuring are the
ways to make an organization more effective, before downsizing and restructuring, the organization
must digagnose its departments, to see ... Show more content on Helpwriting.net ...
Surveys serve as information improvement tools, also the surveys are en effective communication
tool.
 Direct Observation
Direct obsercation of member behaviors and interactions.
 Interviews
Interviewing is the most widely used data–gathering technique in OD programs. It is a very direct,
personal, and flexible survey, and is the only technique that provides two–way communication.
The Implementation Of Data Collection
 Data collection begins with a decision about "Who to obtain data from?" and "How many
respondents?"
 Data should be collected from several levels, from the top of the organization to down. Different
questions for each of them.
 The one–to–one interview is the most common data–gathering method.
Diagnostic Models
 The Analytical Model

The organization is made up of different departments, if the organization want to be effective, all the
departments must be integrated into a unified effort. Which means departments in one organization
can not have different goals.
The tasks the departments work on can be examined in respect four characteristics:
1) The degree of the departmental structure;
2) The time orientation of members;
3) The interpersonal orientation of members toward others;
4) Organization members' orientation toward goals.
 The

Advantages Of A Matrix Organization
What is a matrix organization? A matrix organization is an organization where employees report
their job activities to more than one superior or manager simultaneously. In other words, employees
have a dual reporting obligation to both a departmental manager and a product manager. In
describing a matrix organization, Bauer and Erdogan (2009) explains that "employees reporting to
department managers are also pooled together to form project or product teams" (p. 326) and in that
case, individual employee report to the project manager and the departmental manager. For instance,
the Dutch electronics giant, Phillips uses matrix management system with its managers reporting to
both a geographical manager and a product division manager simultaneously. ... Show more content
on Helpwriting.net ...
First, the matrix structure violates the unity of command structure which stipulates that individual
employee in the traditional organization reports to one superior or manager at a time; in a matrix
organization, employees report to two managers which is a vital challenge to employees and
managers involved. This system hinders the coordination of task between employees and their
various managers. Secondly, as a result of reporting to two managers, conflict cannot be avoided. In
other words, each of the presiding managers would want to determine or have a greater say in
assigning a task to an employee while the other manager also sees it as a legitimate obligation to
have an employee fulfill his tasks and report to him.. Bauer and Erdogan ( 2009) explains that the
presence of two managers regulating the behavior of an employee would greatly increase the level
of conflict among the two manager. Similarly, matrix structure brings about role conflict. For
instance, an employee may have an ongoing role to perform in a project and the departmental
manager could find it necessary to assign a separate or different role for the employee, therefore,
create a conflict on the role of the employee in the project. While it may seem beneficial for
managers to be interdependent on each other, it could also be a challenge to managers because they
cannot impose their intentions on a project without

Individuals in the Organization
Chapter 4
Individual in the Organization
A study of the individual in an organization is important, for the bulk of the adult population spends
more than a third of its waking hours in the organization by which it is employed. And for most
people, formal organizations represent a major part of the environment that exerts a significant
effect upon their behavior.
To represent individual in an organization, we must look into organization as a social system.
1. Social System
a. Human Organization – Status and Role
2. Organization
a. Concepts or Organization
3. Organization as a Social System
4. Human Element in Organization
5. Informal Groups in an Organization
6. Occupational Culture
SOCIAL SYSTEM
The word system can be traced back to ... Show more content on Helpwriting.net ...
These definitions point to the dual aspects of organization, as both function and framework or a
process and structure. It is a human activity and, at the same time, it is a group of people. Its
existence is by deliberating design and not by accidents. It exists because of an objective which it
seeks to attain effectively and efficiently.
Concepts of an Organization An organization is a structural process in which persons interact for
objectives. This view of organization contains several important points:
1. The organization is always made up of people.
2. The people in organizations interact; that is, the people in the organization are related to one
another in some way.
3. The interactions of people are ordered by some structure that can be described.
4. The structured interactions are designed to achieve the personal objectives of the people
interacting. In other words, people join and/or participate in organizations in order to achieve their
own objectives.
5. The interactions which result in the achievement of personal objective of any member.

The Organization Context A complete understanding of organizational behavior requires both an
understanding of human behavior and the understanding of the organization context within which
human behavior is acted out. The organizational context is the specific setting within which
organizational behavior is enacted.
ORGANIZATION AS

Organization Performance
Organisational Performance.
The term organisation performance relates to the past, present and future–projected performance of
an organisation, thus, the performance of an organisation comprises the actual output measured
against the intended outputs (Goals and Objectives).
The role of managers is to ensure that the performance of the organisation is aligned with attaining
the goals and objectives of the organisation, by taking necessary steps to ensure that the work
(outputs) of an organisation are also aligned with the overall objectives and goals. Organisation
Managers' sets and projects target that are designed or aim to achieving the objectives that are
aligned with the mission of the organisations. This also acts as guidance to ... Show more content on
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The EFQM excellence model is also based on the principle which recognizes leadership policy and
strategy as driving tools for organisations excellent results, by accrediting performances, customers,
people and the society.
The Strathclyde police like many other successful organisations now self assess using based on the
EFQM model, as a management tool. The application of the EFQM model enables the force to
recognize and evaluation of the strength of potential resources, which also provides the opportunity
for managers to plan and prioritize goals which are necessary and aimed to enhance the overall
performances of the organisation. The application EFQM model also enables and encourages further
interaction with is customers (the Public) and enhanced cooperation and partnership with other
relevant agencies.
Finally, the EFQM excellence model, provides a clear diagnosis of the Strathclyde police
organisation activities, by narrating and linking between the its activities and the results it achieves,
by highlighting how the results were achieved, which is crucially useful to the managers' of the
Strathclyde police force in planning and directing resources.
Organisational Strategy.
Organisational strategy can be described as the direction and scope of on organisation over a long–
term, which benefits the organisation through the planed use of resources within the challenging
environment, for the purpose of fulfilling its objectives and

Ch01 Organizations and Organization Theory
Chapter 1: Organizations and Organization Theory Current Challenges of Organizations
Globalization o Markets, technologies, and organizations are becoming increasingly interconnected
Ethics and social responsibility o The list of execs and major corporations involved in financial and
ethical scandals continues to grow Speed of responsiveness o Globalization and advancing
technology has accelerated the pace at which organizations in all industries must roll out new
products and services to stay competitive The digital workplace o In today's workplace, many
employees perform much of their work on computers and may work in virtual teams, connected
electronically to colleagues around the world ... Show more content on Helpwriting.net ...
Centralization ▪ Refers to the hierarchical level that has authority to make a decision ▪ When
decision making is kept at the top level, the organization is centralized ▪ When decisions are
delegated to lower organizational levels, it is decentralized 5. Professionalism ▪ The level of formal
education and training of employees ▪ It's considered high when employees require long periods of
training ▪ Professionalism is measured as the average number of years of education of employees 6.
Personnel ratios ▪ Refer to the development of people to various functions and departments ▪
Includes the administrative ratio, the clerical ratio, the professional staff ratio, and the ratio of
indirect to direct labour employees ▪ A personnel ratio is measured by dividing the number of
employees in a classification by the total number of organizational employees [pic] Contextual
Dimensions 1. Size ▪ The organization's magnitute as reflected in the number of people in the
organization ▪ Because organization's are social systems, it's typically measured by # of employees
2. Organizational technology ▪ Refers to the tools, techniques, and actions used to transform inputs
into outputs ▪ It concerns how the organization actually produces the products and services and
includes things such as flexible manufacturing, advanced info

Analyzing an Organization
The Organization
Introduction
Organizations can comprise of a sole proprietorship, partnership or a corporation. For this
assignment, the reference is to the complex network of a corporation, Starbucks Coffee Company. It
might not be realized but their system is dependent heavily on a system of computers and
telecommunications, with the human–resource managers delegated with powers to formulate
strategies for recruiting people who can take fast and accurate decisions leading to employee
commitment, cost–effectiveness and the ultimate profitability of the organization. Such corporations
are normally categorized into three organizational configurations – the functional, divisional, matrix,
federations and networks. Corporations are headed by a chairman or a CEO, followed by a chain of
command that is manifested in the organizational chart of the corporation (Alan, 2007).
Job Analysis
The criticality of job analysis in organizational success is a crucial function for human resource
management and is a disciplined process of assimilating information pertaining to the functional
aspects of a job. The information thus collected helps the human resources department to upload
data on the factors relating to, a) time for the job, b) details of tasks under one job, c) restructuring
job content for extracting the maximum potential of an employee, d) behavioral pattern of the
employee and e) an assessment of the attitude and aptitude required from a candidate for the job on

Nonprofit Organizations: A Case Statement For Non-Profit...
A case statement is a written document that states the most important facts about an organization,
this includes the organization's mission, vision, and values. This document will tell potential donors
everything that they would ever need to know about the organization. Every nonprofit organization
needs a case statement. Case for support are essential for every nonprofit because this is what will
help the organization raise money in order to carry out its mission. Without a strong case for
support, potential donors will less likely donate towards the cause. In fundraising the case of support
will tell a story signifying why the organization's mission and vision matters and why the donor
should even care about this particular cause. More often

Flexible Organization
A proper flexible organization provides its work force arrangements where employees are given
greater freedom to balance their work and personal commitments such as family, higher education,
community activities, religious commitments, professional development, and general interests.
Above is Atkinson's model of a flexible firm. He argued that firms increasingly seek 4 kinds of
flexibility functional, numerical, pay, distancing.
Functional flexibility is a qualitative approach to work, and refers to management's ability to deploy
and redeploy particular sections of the workforce on a wide range of tasks in response to market
demand as and when required (Sparrow 1998 cited in Teicher & Holland 2006 p. 241–242). To
ensure that this ... Show more content on Helpwriting.net ...
Flexible work arrangements has its pros, unfortunately it does have its disadvantages as well. First
of all, it is important that employers need to recognize that flexible work arrangements are not
always appropriate for all people, jobs or industries. For example, if companies allow its service
workers to arrive to work at different hours, customer service may suffer. Potential customers are
forced to either wait or seek somewhere else. This also concerns manufacturers; many factory
operations rely on employees to arrive at the same time, because they depend on each other for the
smooth flowing of production.
In its hard form it can also mean the intensification of work by redressing jobs to include a greater
variety of low skilled tasks without any skill development (Teicher & Holland 2006 p. 242)
Critics also contend that flexible programs often leave managers in difficult situations. As Martha H.
Peak wrote in Management Review (1994) "Far too often, flex is embraced for its 'family–
friendly' aspects long before the corporate support needed to manage it takes root. In these
companies, flex policies are outlined in the employee manual but implementation is left up to
individual managers. Then, when managers try to implement these programs, they discover that to
be fair, flex requires them to treat different employees differently."
Telecommuting and other "flexi–place" arrangements can be disastrous if employees are

The Multi-Judicial Organization
Conflict is an endemic to all organizations. If the multi–judicial roles ambiguity occurred when there
was not a specific city that was in charge of the function of the organizations (Kalinich, Klofas, &
Stojkovic, 2016). If the goals of the multi–judicial organization were specifically defined, then it
would have functioned properly. There are many techniques they could have used to make this
organization work. Communication plays a major role in executing efficiently with other
organizations. If they were aware early on that there was an issue, the organization could have
accomplished their goal of raiding home laboratory, instead of raiding random homes. Since there
was no well defined goal, were one had a say so on how to run the raid operations. ... Show more
It seems as if many of the units had conflict with working as a team locally. As stated in the case
study (Kalinich, Klofas, & Stojkovic, pg. 336), a department had issues working with their local fire
department, due to lack of resource available. Competing with the different department seemed to
matter more to them than to actually work together to solve issues within the community. It seems
that asking them for help, ironically, was a conflict of interest and they wanted to defuse anything
before it exploded in their face. The cognitive dissonance these two organizations are facing is
causing them not to be able to properly work with one another to get work done within their
communities, let alone the multi–judicial organization formed. Resolutions is essential to the
survivals of a group (Kalinich, Klofas, & Stojkovic, 2016). Also, there was not a clear, cut plan on
how the home invasion or raid was suppose to happen. The organization should have the officers
assigned a specific location to be in when the raid is occurring; where one is at the front door and
back up is nearby and another officer is positioned in the back of the house to ensure the the drug
distributor did not escape through the back. The form of the multi–judicial organization was not
beneficial, but harmful to itself and its community and thus putting an end to it would be the best
decision they made

Elements Of Effective Organization Organizations

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