1.1 Organizational structure: The form of an organization that is evident in the way divisions, departments, functions, and people link together and interact. It reveals vertical organizational responsibilities, and horizontal linkages, and may be represented by an organization chart. The complexity of an organization’s structure is often proportional to its size and its geographic dispersal. Organizational structure is the hierarchical levels of a company; this structure provides guidelines on subordination and employee responsibilities, and affects the workplace culture. An organization’s culture is an informal, collectively held grouping of ideas and values, as well as the types of workplace relationships and ways of doing things within the organization. Organizational culture: It is deep, largely subconscious, and tacit code that gives the “feel” of an organization and determines what is considered right or wrong, important or unimportant, workable or unworkable in it, and how it responds to the unexpected crises, jolts, and sudden change. Organizational culture is the sum total of an organization’s past and current assumptions, experiences, philosophy, and values that hold it together, and expressed in its self-image, inner workings, interactions with the outside world, and future expectations. It is based on shared attitudes, beliefs, and customs, express or implied contracts, and written and unwritten rules that the organization develops over time and that have worked well enough to be considered valid. Organizational culture is a set of beliefs, values and norms, together with symbols like dramatized events and personalities that represents the unique character of the organization and provides the context for action in it and by it. It is a pattern of shared basic assumptions that the group has learned as it solved its problems that has worked well enough to be considered as valid and is passed on to the new members as the correct way to perceive, think and feel in relation to these problems. Most suitable culture is:
Task Culture: It refers to a team based approach to complete a particular task. They are popular in today’s modern business society where the organization will establish particular project teams to complete a task to date. A task culture clearly offers some benefits. Staffs feel motivated because they are empowered to make decisions within their teams, they will also feel valued because they may have been selected within that team given the responsibility to bring the task to a successful end.
Board of Directors
Above two figures indicate two types of organizational structures. First one indicates ABX’s structure, second one indicate another organization’s structure. There are some differences between those two structures, such: 1. First one started with Board of Directors, second one started with Chairman. 2. In ABX’s structure, there are no departments under the Board of Directors, but in case of second one there are some departments are under the vice chairman. 3. In ABX’s structure, different levels of Managers conduct the management activities, but in second one different department conduct the activities. 4. First one show the service provider organization’s structure, second one shows Production Company’s structure. 5. In ABX’s structure low level employees are staffs, but in the case of second one some departments put in low level. Differences between Organizational Structure and Organizational Culture 1. The organizational culture of a business reflects the mentality, work ethic and values of the company's owners and employees. Some firms are regarded as having a cut-throat culture in which employees aggressively compete for promotions and bonuses without regard to one another's feelings. Other firms have a family-friendly culture or a culture that encourages creativity. The term...
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