organizational structure and design ⭐
six key elements in organizational design
the contingency factors that favor either the mechanistic model or the organic model of organizational design
compare and contrast traditional and contemporary organizational designs
the design challenges faced by today's organizations
authority & responsibility
span of control
departmentalization
centralization and decentralization differ
work specialization
formalization
dividing work activities into separate job tasks
is how job are grouped together
customer
geographic
process
product
functional
(A) the rights inherent in a managerial position to give orders and expect those orders to be obeyed
(R) the obligation to perform when authority has been delegated
the number of employees a manager can efficiently and effectively manage
how standardized an organization's jobs are and the extent to which employees' behavior is guided by rules and procedures
size and structure
technology and structure
strategy and structure
environment and structure
a smaller org. with a more organic structure becomes more mechanistic if a significant number of new employees ate added to it
mass production
unit production
process production
contemporary org. design
traditional org. design
functional structure
divisional structure
simple structure
weaknesses:not appropriate as organization grow.risky
strengths:flexible.inexpensive.
strengths:cost-saving.employees are grouped with others who have similar tasks
weaknesses:pursuit of functional goals can cause managers to lose sight of what's best for the overall organization
strengths:focus on results-division managers are responsible for what happens to their products
weaknesses:duplication of activities and resources increase costs and reduces efficiency
matrix-project structure
boundaryless structure
team structure
virtual org.
network org.
project structure
consists of a small core of full-time employees and outside specialists temporarily hired
using its own employees to do some work activities
global differences affect organizational structure
build a learning organization
keep employees connected