Middle Level Management Case Study

Middle-Level Functions towards the Success of the Organization
The middle-level management performs certain tasks according to their departments and some of the duties include:
i. Defining, explaining and monitoring the indicators of the performance of a group of employees. ii. Designing and implementation of the reward systems iii. Giving reports on performance up the chain of command and providing strategic recommendations where applicable iv. Designing and implementation of efficient information systems and group work.
v. Performing diagnosis and resolving problems among the workers. vi. Giving support to cooperative behavior.
The middle-level managers tend to have excellent skills relating to communication, mentoring and motivation
In matrix organizational structure, structure, there is the coupling of individuals according to their strengths. The employees have to report to more than one manager like the functional and project managers. This type of organizational structure counters the silos found in other organizational structures by combining the strength of the members. The employees are organized by their forces for particular projects. This facilitates skill development, easier exchange of information and limits weaknesses. However, the structure faces a problem of confusion due to too many managers on the responsibility distribution. On the other hand, the functional structure enhances collaboration in working. In this case, individuals are made responsible by making them report to a single
The shared values a have a greater influence on the members of the organization, and they dictate on their dressing codes, how they perform their duties and how they act. Every organization creates and maintains a unique culture, which guides the behavior of the members of the organization. How a Company Creates an Innovative Culture
How one goes about building an innovative culture in an organization should be unique. But every organization should start with the right mindset. The unexpected must always be expected . This mindset must commence from the top level management going downwards to the operational workers. And it must importantly get composed of the intangibles of the culture that include the sense of purpose in the organization, its beliefs, and expectations. When carefully analyzed, the culturally analyzed organization can do the following:
Listen
The internal and external members of the organization are in position to have insights and vital ideas that lead to