Organisational structures Essay Example

Organisational structures Essay Example Organisational structures Essay Organisational structures Essay Two main types of organisational structure 1. Hierachial structure 2. Flat structure The main hieranchial structure has many layers of management and at times this can cause information to be lost or changed while passing to one person to another. This type of structure is like a wise based triangle and every person in it has a line manager who is responsible for the work done by him, this makes communication slow and getting things done takes a great deal of effort, modern companies use a flatter structure where it is possible to access your superior directly. This new system came from the Japanese who encouraged much more informal communication between different levels of workers. The Japanese concept is that we are all in it together no delighted parking and everybody eats in the same dining room, allowing different levels of the workforce to cumminicate informally together Chain of command In structure one there is a very long chain of command, because in order to communicate orders or ideas workers have to go through many levels before the information reaches the correct person. The chain of command in a flat structure is ery short and there is less chance for communication to be mixed up and to contact the right person for the Job. In the traditional structure one it is very difficult to manage change because its so traditional and the process of moving from moving from structure 1 to 2 is called delayering it means unecersary structures are removed. The process of delayering is painful as often it results in redundencies which can get the business a bad name unless they do it in a sympathetic manor. Finally hieranchial structures can demotivated the people at the bottom as they cannot see a clear way forward. In the control structure teams are formed that compete against each other to be the best, the competitive instinct motivates them. Problems with the flat structure, the major problem with this structure is that it has a very wide span of control, it means that individual managers have a great number of people for whom they are responsible, this can be good or bad, on the good side the worker feels more trusted and respected as he is allowed to get on with his Job with less supervision Span of control This is the number of people that one person is in control of. Depending on hat the ou go the larger the span of control becomes. In many businesss having only one person in charge of you, workers learn to take responsibility for their work and they feel empowered because they are given a task to do and are allowed to get onto it, this breeds trust. However there is more capacity for workers to become idol if the span of control is too big. Many firms set their policy at the head office and send out instructions to all their branches either nationally or internationally, this is fine provided that head office takes into account the requirements of each area of their usiness, many firms have recognised that centralisation is a problem because not all decisions made in head office apply to all he branches in the business, so many of them have become decentralised and allow local and regional managers to make the decisions that affect their branches. Motivation theory Motivation is giving your best when working in a business, the key is finding the right way in which to motivate. A more motivated workforce will be more committed to the job, demotivated workers may not do their best and even hinder their Job. Motivated orkers produce better goods and services and are far more efficient because they take pride in their work and they want to produce quality goods and services. Motivated workers are much more flexible; they arent scared of change, their willing to learn and they are happy to become multi skilled. Maslows hierarchy of needs Maslows triangle shows that people have basic needs and that everyone should obtain level one, many will move on to the higher order needs. most businesss believe that most people are motivated by money, these businesss tend to pay eople for the amount of work that they do. Most people are either paid hourly or annually and if they work hard enough they will receive a bonus. The bonus level must be achievable, there are many other firms that believe that money is important but giving workers respect, responsibility, empowerment, good conditions of work and extras is better than paying bonuses. It is important to understand that for each person motivation comes from within, they can take their environment and use that to help motivate them but without their inner drive it would not happen