ORGANISATIONAL AND BEHAVIOR
COMPARE AND CONTRAST DIFFERENT ORGANISATIONAL STRUCTURES AND CULTURE
ORGANISATIONAL STRUCTURE: It is organisation chart demonstrating various structure of how a organisation works. Basically organisation structure is a layout outlines employees within the business. Organisational structures outlines Job roles functions, responsibilities, diversion of labour and skills.
MATRIX STRUCTURE: Matrix structure is a organisational structure where its project/team base. Matrix stucture is known for task culture. Which is an project-oriented and concentrates on achieveing goals. This structure brings employees and managers from different departments working together to achieve one goal.
Advantages
Resources is used affectivtly
Projects are formally dealt across departments.
The sharing of information amongst employees helps speed the decision process.
Disadvantages
Employees may not know who their line manager is and cause confusion the business. expensive to maintain
LINE STRUCTURE: simplest organisational structure. Every manager has direct responsibilities over the employees. Line Structure is suitable for small businesses with little departments and where business operations are simple.
Advantages
Simple to operate.
Quick decisions are made.
Easy to function as the managers have direct authority over the employees.
Communication is simple and effective, the information from bottom flows vertical upwards.
Disadvantages
Managers with have more of a workload A bad decisions of one manager can affect the whole organisation.
SOURCE: (dineshbakshi.com)
ORGANISATIONAL CULTURE: the way things are done and what an organisation expectations and actions from its employees. Organisation rules and procedures, structure and system
Every organisation has its own cultures, it is very similar to people stand for different culture. Employees the freedom personal expressions within the workplace. (source:businessdictionary.com)
Power Culture: is normall found in a small business or departments found in large company. This culture effectively when there are few employees are allowed to make decisions. organisation using Power Culture tends to normally make decision very quickly and effectively. This is because not many people are consulted about decision and the lack of consultation means that a business is not making full use of its employee’s skills and experience. As this can lead to employees not being motivated
Role Culture: employees are set to certain task. In a large company, role cultures allows give out duties amongst employees. Employees having specific tasks allows more productivity as they are trained and experience in the task they do. Role culture is not suitable in a small business were there are not many employees.
Task Culture: is to have teams to complete the task, where the task is broken down in to several stages. Task cultures allows employees to make decisions, therefore employee feel motivated and they feel empowered. Another positive thing about task culture, it will employees working in a team to be more innovative and creative when dealing with problem solving.
Person Culture: focusses on employees only working in the organisation, as it rely on certain information and knowledge of its employees. Person culture is used mainly in specialist field like accounting, law and education establishment as specialist skills are required. This will allow employees to continue their professional development
EXPLAIN HOW THE RELATIONSHIPS BETWEEN AN ORGANISATION STRUCTURE AND CULTURE CAN IMPACT ON THE PERFORMANCE OF A BUSINESS
Organisational structure and culture have their own relationships with each other, in organisation a management structure lets the behaviour, attitudes and ethnics that make up organisational culture. If an organisational structure is strict hierarchical with decision making, which is centralised at the top, the organisation culture is likely to
