Compare & Contrast an Organisations Structure, Culture & Management

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Organisations & Management

Every organisation will have a clear direction and objective which will determine a series of activities in orchestrating both inputs and outputs to realise its goals. For this to happen, there are various basic principles that apply for organisations and management.

In order to compare and contrast these principles, we must first identify their different types of culture, structure and management styles. The following charts represent two different companies

Figure 1: Chelsea Football Club Ltd.

[pic]

Figure2: Atlas Converting Ltd.

[pic]

Organisational Structure & Culture

Due to the differentials in nature and type of these organisations, their goals and objectives and even the behaviour of the people that work within them will vary the structure, culture, management and functioning.

The following diagram demonstrates the contrasting difference between the two organisational structures:

The different structures identified here are necessary to provide the framework for each organisation and are developed according to the nature of its objectives.

The hierarchical structure of Altlas Converting has a much wider span of control than the Chelsea organisation, therefore a flat structure would be ineffective. Atlas is structured on the basis of strict rules and regulations in relation to health and safety and operational activity, consisting of a singular/group of power at the top with subsequent levels of power beneath. Chelsea’s has relatively ‘flat’ structure (due to the ratio of coaching staff to players) whereas the span of control is manageable therefore this type of structure is effective for its objectives, as it encourages individuals to become involved in internal matters and situations that are mutually beneficial.

The added combination of Adhocracy and Democratic enables a particular structural arrangement similar to an inverted hierarchical pyramid system of control, where the boss is no longer the ‘boss man’ but now seen as the facilitator, the mentor or ironically, the coach.

Organisational Structure & Culture

Cultural Comparison:

Organisational Management

Management & Motivational Theories:

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Task Culture

Hierarchal Structure

Democratic
Management Style

Paternalistic
Management Style

Role Culture

Democratic,
Adhocracy & Flat Structure

Role Culture

Person Culture

Path-Goal Management Style

Action Centred Leadership

Laissez-Faire leadership style

Chelsea Football Club Ltd

Structure

Democratic

Adhocracy

Flat

Structure

Hierarchal
Bureaucratic

Atlas Converting Ltd

Task & Role

Role & Person

Atlas Converting Ltd

Chelsea Football Club Ltd

Atlas Converting Ltd is based on a task & role based culture

• Based around the same beliefs throughout the organisation

• Role based because it works upon bureaucratic principles

• Task and project orientated as the main focus is centred on the machines

• Heavy emphasis on Employees Position

• Underlying assumptions through the department

Chelsea Football Club Ltd is based on a role & person based culture

• Individual goals of staff and players are aligned with the goals of the organisation

• Organisation is very much like a family, providing personal development

• Belief of ‘quality over quantity’ throughout the team

• Results and progress are judged at the system level rather than the component level

• culture, identity and vision are aligned and consistent with the external environment

Path-Goal & Laissez-Faire
Management

Atlas Converting Management Mix

• The main authority is held by the Foreman leading to a Paternalistic Management style • The charge hands are then the second level of management so they have a democratic style of management •...
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