ORGANIZATIONAL STRUCTURE 6
An organization has been known to be a group of people who cometogether with a common objective of achieving certain goals within aspecified time. This being so, it is clear that each member to theorganization needs to be assigned certain duties and responsibilitieswhich will lead to the achievement of the set goals (Maguire, 2013).Additionally, there needs to be a system which states how informationwill flow within the organization or amongst the members. Everymembers needs to know whom to report to and from whom to seek advice.Therefore, for any organization to achieve its goals there must be anorganizational structure which defines the roles and responsibilitiesof every member, provides the methods of communication and thehierarchy of work in the organization (Kortmann, 2012). Anorganizational structure plays a very critical role in the managementof employees. It has various effects on the employees depending onthe provisions it has relating to the employees work.
To start with, an organizational structure will directly affect themotivation and the morale of employees. It is essential to note thatthe structure will define the rewards systems, incentive programs andeven promotions or advancements. When employees are treated withrespect and dignity and given duties which are challenging, they tendto have morale and motivation for their work (Kortmann, 2012).However, the structure can also make employees lose their morale forwork. This happens in instances where the senior management is alwayspraised for successes of the organization leaving out the junioremployees. This greatly affects the morale of employee.
Secondly, an organizational structure affects greatly the efficiencyof work that every employee performs. An organizational structureshould clearly state the work required in order to reach the targetgoals. There needs to be a clear system which defines how much workthe employees need to accomplish to reach the set goals. Every memberto the organization needs to be informed of what amount of work he orshe is supposed to accomplish in order to achieve the set goals.There are structures where a member needs to go through almost sevensupervisors in order to have his or her work approved. It is evidentthat this is a system that greatly slows down the efficiency of themember (Maguire, 2013). The structure should be designed in such away that there are reviews which can indicate the progress of themember towards achieving the set goals. By having such reviews, it isabundantly clear that the members will improve on their efficiency.
Communication is paramount in every organization and determines therelationship between the various members from the top management tothe junior members. Since an organizational structure determines theflow of information within an organization, it directly affects therelationships that members can have in the organization. Insituations where the structure only insists on a top-down informationflow, there is tension between the top managers and the juniormembers (Kortmann, 2012). It is essential to have a structure thatallows every member to have an opinion without being victimized bythe top members of the organization. This will create a culture whereall the members co-exist mutually and as a result enhanceproductivity.
The behaviors of members in an organization are critical towards thesuccess or the failure of the organization. The members’ behavioraffects the clients, suppliers, fellow members and regulatoryagencies. Organizational designs may have various behavioral effectson the employees (Maguire, 2013). One of the behavioral effects isthe attitude of the employees towards their work. A structure thatencourage employees to work through incentives, praises and rewardsensures that such employees have a positive attitude to work andthere enhances productivity. Members need to be respected by theirseniors and valued. This provides them with an attractive workenvironment and therefore giving them a positive attitude andbehavior. A structure such as the flat structure at Quicken LoansInc. enhances the behavior of creativity amongst the members. This isa clear indication that the design that an organization adopts canindeed affect the behavior of the members (Aquinas, 2012). QuickenLoans Inc. ensures that there is no bureaucracy and employees areallowed to initiate innovations and are rewarded.
The divisional organizational structure such as the one at Microsoftencourages the behavior of autonomy amongst the members. Members areallowed to form groups and lead certain divisions with autonomous.They are allocated resources and the division has its own presidentand vice president (Maguire, 2013). This is a structure that has beenadopted by various multinational companies such as General Motorsbesides Microsoft Inc. this structure also encourages innovationamongst members, as well advancement of knowledge and skills in thespecific divisional duties. Lastly, the circular organizationalstructure places the top members at the center of the organizational.This structure encourages the behavior of free flow of informationand direct contact between junior members and the senior members. Anexample of a company is Medtronic.
The flat type of organizational structure where there are nobureaucracies and members are given room for innovation can be termedas the best. It is clear that the structure has a reward system andthis works as a source of motivation for the employees. Research hasindicated that motivated members will perform optimally (Aquinas,2012). It is also evident that this form of structure enhances therelationship between the various members and therefore creating astrong bond and work ethic.
Kortmann, S. (2012). The relationship between organizationalstructure and organizational ambidexterity: Acomparison between manufacturing and service firms. Wiesbaden: Springer Gabler.
Maguire, E. R. (2013).  in Americanpolice agencies: Context, complexity, and control.Albany: State University of New York Press.
Aquinas, P. G. (2010). Organization structure and design:Applications and challenges. New Delhi: Excel Books.