Management
INTRODUCTION
An organization able to be described as management structure that determine relationships between functions and positions, and subdivides and delegates roles, responsibilities, and authority to carry out defined tasks in a section or department.
Organizations able to be seen regardless in large or small scale and old or new concept, organization should be solid, permanent, and orderly structured.
Modern organizations are more structured and hierarchical as compared to conventional one. Organizations are observed to exist with various structures. As pointed out by Mohr (1982, pp. 102–103), the early theorists of organizational structure, Taylor, Fayol, and Weber had seen vital of structure for effectiveness and efficiency and assumed if there is no any issue rise on the current structure , people could fashion and adapt accordingly.
Meanwhile in the 1930s, the rebellion began which defined as human relations theory, no more people should be treated as the artifact, but rather an advocacy of the creation of a distinguish sort of structure, one in which the requirements, knowledge, and opinions of employees might be given greater recognition towards an organization.
Nevertheless, a different view arose in the 1960s, recommending that the organizational structure is "an externally caused phenomenon, an outcome rather than an artifact." (Mohr, L. B, 1982). This explains organization may build by the influenced of the environment regardless specific or general issue. In the 21st century, organizational theorists such as Lim, Griffiths, and Sambrook (2010) are proposing that organizational structure development is very much dependent on the management strategies and the workers as a limitation by the power and authority distribution between them, and influenced by their environment and the outcome.
In the new centuries, many organizations are designed as hierarchies, with each manager reporting to one and only one manager at the
An organization able to be described as management structure that determine relationships between functions and positions, and subdivides and delegates roles, responsibilities, and authority to carry out defined tasks in a section or department.
Organizations able to be seen regardless in large or small scale and old or new concept, organization should be solid, permanent, and orderly structured.
Modern organizations are more structured and hierarchical as compared to conventional one. Organizations are observed to exist with various structures. As pointed out by Mohr (1982, pp. 102–103), the early theorists of organizational structure, Taylor, Fayol, and Weber had seen vital of structure for effectiveness and efficiency and assumed if there is no any issue rise on the current structure , people could fashion and adapt accordingly.
Meanwhile in the 1930s, the rebellion began which defined as human relations theory, no more people should be treated as the artifact, but rather an advocacy of the creation of a distinguish sort of structure, one in which the requirements, knowledge, and opinions of employees might be given greater recognition towards an organization.
Nevertheless, a different view arose in the 1960s, recommending that the organizational structure is "an externally caused phenomenon, an outcome rather than an artifact." (Mohr, L. B, 1982). This explains organization may build by the influenced of the environment regardless specific or general issue. In the 21st century, organizational theorists such as Lim, Griffiths, and Sambrook (2010) are proposing that organizational structure development is very much dependent on the management strategies and the workers as a limitation by the power and authority distribution between them, and influenced by their environment and the outcome.
In the new centuries, many organizations are designed as hierarchies, with each manager reporting to one and only one manager at the
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