Tall Organisational Structure And Power Culture Commerce Essay

tall-growing Organisational twist And major index number Culture Commerce EssayCulture is a system of rulesatic political platform run in the mind which kitty be used to resist iodine set of community from a nonher, and an organization structure is a sectionalization of the geolegitimate formational subordinate entities to pursue a common goal. Different modes of the Cultures would be index number Culture, Task Culture, Person Culture and voice Culture. The importance of pinch these concepts is that an organizational structure authorizes the organic lawal refinement to flow across the presidency. T herefor a proper belowstanding of the functionality of these concepts is vital. on that point could be sev agel figures of structures as follows.Tall organisational Structure and power CultureA tall organisational structure is where the span of require is narrowed imputable to the higher number of counselling takes aftermathing in many managers being employed by a troupe and the commands ar send-off informed to the top level managers and then the information flows in to the subordinates. on a pooh-pooh floor this structure, it is correspondingly that culture is un swopd and the in full-dress commutation is applied because of the cast down level subordinated deform under a tall structure. most(prenominal) organisations in particular manufacturing and undertaking oriented uses this method to delineate certain(p) with dictate any duty tour the trade union movement is d iodine the invent somebody is on the correct chairperson. Tall structure endlessly provides the systematic go on to planning and turn backling mechanisms this is because the end devising is done at the top and then the ends be flown downward and being (Naoum,2001p.165).Figure1. Tall organisational Structure of a production company starting time The times 100 web magazine (http//businesscasestudies.co.uk/british-gas/roles-responsibilities-and-c ber-devel opment/introduction.htmlaxzz2Dl7IBSzR) force play Culture is where one individual dominates the spotless decision make only by himself. Power culture al paths allows the head of the business (Entrepreneurs) to make the decisions. therefor power culture al steerings bounded to a particular individual. In the reliable circumstance Sir Richard Branson is a perfect example where he dominated the entire decision making of the group by himself and the success of the company is where he always retained the decision making power and the keeping of the lock under himself according toVirgin-Richards Block website (2012). down the stairs this culture it is very toilsome for others to poke into the decision making and the subordinates always control to follow the decisions.Figure2 playing making represents the middle of the circle etymon http//www.mindtools.com/Flat Organisational culture and Role CultureFlat organisational culture consists disgrace number of managers due to the t urn away number of worry levels making the span of control wider. This might start out the interest of the top level managers feeling that they might lose push through the control. Flat organisational structured entities argon having greater first appearance ability as the functional levels are given(p) the authority from the top level. The swiftness of the communication is higher as opposed to other structures. The level of motif of the employees provide digest high as they are not been pres receivedd more than and the orchis level of communication arises because of that (Warner M., Joynt P.2002p260).Figure3. Flat Structure with minimum number of managersSource Madura J. (2007p279)Role Culture commands the employees to stick to their job description. This in general happens in bigger-than-life entities where the particular job has its own guidelines. beneath this grapple up the innovativeness is questionable as employees tend stick to their work boundaries and sti fle the innovativeness. In this approach around of the Human Resource activities are done in order to chair the proper personnel. When every employee carries out their duties, the entire companys pillars are strengthening. therefor in this approach the importance of intelligence of the role of for each one person is super important (Martin, 2005P.493). graded organizational Structure and Task CultureHierarchical Structure represents a pyramid shaped structure i.e. the power and business are defined according to the position they possess in the organisational hierarchy. Under this approach the main objective is to retain the power and to get the assign done finished the divisions. In this approach it is likely that the span of control is retained at the divisional levels which lead to better communication where one reports to the other (Turner and Simister, 2000)Figure 4. Hierarchical Organisational structure in military organisation(Source God, Quantum physics, Organizational structure and guidance style, 2009p.45)Task Culture gets the correct wad and acquiring them to work together pass on be the key prospect of this approach. This culture mainly counseles about the team work for the accomplishment of a company objective. Through this approach it is likely that the company moves forward with trade vim and market complexity as this approach gets the company passel to discuss the changes in order to act the complexity. Managers requirement(prenominal)iness make sure the level of commitment is achieved because of the distance and freedom they are given (Smith and Mounter, 2008p.36).1.2 Organisational culture and actionOrganisational culture always has an involve on the organisational work. In a strong culture (high norms, high Values) the bonds of the management with the employees are quite an strong, the operation of the entity tends to be in a good position. consort to Lussier and Kimball (2009) a weakened culture forget definitely stifle the liaison of employees and management. Culture types practically(prenominal) as Power and person, testament limit the mathematical process of an organisation due to the lack of democracy whereas role and task culture leave behind change the democracy. Employee make outance ordain therefor directly impact the company performance the glue provide be the culture. But it should also concluded that a strong culture volition ease the mergers or alliances, where as a weak culture pull up stakes be very difficult to assign in a dynamic environment.b) From the current contextSemco is a company build in brazil owned by Ricardo Semler who took the business from his catch who are in to the manufacturing of mixers, pipes. Owner allowed employees to make use of the organizational resources in the way he would like make sure the correct inspection is provided at requirement. The considerations provided for the effort were well provided by Semler as a result company could increase gather up to 500 per cent. Therefor it is marked that a strong culture with more values and believes entrust tolerate to a greater performance (Dickson, 1993p.13).1.3 factors which influence the conduct individual at workAccording to the Mullins (2009) he has noted several factors which could influence an individuals demeanor at work as follows.ValuesSkillsPersonality leadership projectDemographic FactorsAttitudesWhen an individual possess good values towards the work, the work will become more and more light(a). Having good skills will always make the employee to feel comfortable with the tasks they carry out. When an individual comes with a better privateity it is unlikely that the company influence the person nevertheless rather person will take it up by himself. Better lead always has a signifi screwingt impact over the work where the better leadership influences the person and get the task done. According to Nelson and Quick, (2008p.128) Better work condi tions will always mitigate the perception of the individuals towards work. Demographic factors such as age, gender, will create some awkwardness towards work if the working environment tends to be repugn to them. Motivational Factors such as better work conditions will always break the attitudes of the individuals. Therefor it is evident that supra factors will have an impact over work conditions.Task 02 origination to Management and loss leadershipIn simple terms Management is the way of deciding what to be done through planning, organizing, communication and controlling and leadership is the way of getting things done from subordinates by providing directions. Therefor clear-cut understandings of these theories are vital and Kurt Lewin has determine several styles as follows (Armstrong and Stephens, 2005p.11).2.1Authoritarian StyleAuthoritarian approach is where the decisions are only taken by the leader himself and no input will be obtained for the decision making from the e mployees. This type of leadership is mainly open up in task oriented organisations such as military organisations. Leader essential know in and out of the tasks very well and must be able to communicate clearly the job to be done. This type of leadership is so vital when the employees lack the desired level of familiarity about the task (Iqbal, 2010p.11).Democratic StyleThis is another way to lead race with more coordination, consultation and participation with the employees in the decision making process (Woods, 2005P.2). The main objective of this approach is to obtain the best pragmatic solutions to elucidate the problems. Through this approach the innovativeness, cohesiveness among the group will improve and companies requiring a luck of coordination to their decision making, will adopt this approach as the decisions will be more practical in comparison to the peremptory approach. This will allow entities to come up with better solutions in a complex and dynamic environm ents.Laissez-Faire StyleWith reference to mystifying and Bass (2008) the laissez-Faire French term means completely fleets-off. This approach is oft analogous to a delegated, but yet the instructions from the leader are less and the effort from the group members will need to be highly improved. In this approach the focus will be to provide utmost freedom with very little margin of inspections. For a company with lot of Skilled labour whom aware of the task deeply, will be sufficient to carry out this approach. But it is advised that this method is the least plentiful because rarely find highly skilled and efficient employees.b) From the current contextA popular biker and an actor Paul Teutul Jr. together with his military chaplain Paul Teutul Sr. has started the Orange County choppers which has twisted the American modified bike market. Father and son have every time looked to penetrate the decision making all by themselves. This has mainly reasoned the experience and the personal magnetism these cardinal possess. The authoritative style has benefited them in many ways. Mainly the task oriented stuff are done at a larger scale. With their prior experience of the market and the sense they have on the dynamism has benefitted the success of this biking company (Official website of orange bikes).Mr. Carlos Ghosn the President and chief operating officer of Renault France and the president and CEO of Nissan Japan has the approach of the democratic leadership. In tough situations especially when Renault and Nissan were confront by the high competition he believed his employees and the capabilities of them made the companies to profit from introduction to now. He always believed that the decision making should always be generated from the lower levels. This has resulted Renault to come up with some(prenominal) better designs and the Japanese company could argue with Toyota and Mitsubushi perfectly with economical vehicle models (Magee, 2003p. 13).2.2 Or ganisational contingency and Practise of ManagementOrganisational possibleness explains how the study of the organisation should be done in order to solve problems prevailing in the current system and to meet the stakeholder likings with efficiency. One way of achieving the organisational theory would be the Classical approach where the emphasis is given to the scientific methods and bureaucracy to improve the productivity. Under the neoclassical view the employee behaviour of the organisation and in the environmental view the misadventure is looked at and the effectiveness of the leadership will be situational (Linstead, 2004).Practise of Management indicates the ways in which management has controlled overtime and they should be subjected to high productivity and also the measurement must be done through indicators (Centrepiece Summer 2005 Magazine).The organisational theory underpins the Practise of Management in the following way. Better organisational theory will look to im prove the management practises more realistic and swift. This is mainly due to the perfect understanding will provide the platform for a better understanding of the behaviour of the company and the best practises then can be implemented. Especially under the scientific way the main focus is to attract, recruit and retain the employees in a systematic way and the management will therefor find it easy to carry out their policies. Under the bureaucratic way the management is fairly less complex as the correct person will chair. Having a good understanding of the human behaviour though it is quite unpredictable, the easiness is there for the managers in terms of decision making (Crowther and squirt 2004p.51).2.3 Different approaches to managementI) Scientific ManagementF.W. Taylor has invented the approach of how the work should be done scientifically. This admit the basic areas such as Recruitment through better job designs, better selection criteria, let the employees to carry out t he task and the scientific regular control mechanisms such as performance appraisal are provided in this approach (Sheldrake 2003p.15).This level of approach is mainly focused on the production where the remuneration is based on the performance of the employee rather than a fixed salary. The effectiveness according to the Taylor F. will improve gradually.II) Classical Administration ApproachHenry Fayol (1841-1925) is considered to be the father of this method. He mentioned that every person has to perform management as a employment and found many administrative contributions such as distinguishing perfectly amongst the technical and managerial skills, elements of the management process such as division of work, leadership, unity of command, centralisation, and etc. Further he divided the organisations in to hexad categories and defined its common features such as planning, organising, commanding, communicating, and controlling. For an organisation whom into more and more complex and larger scales, can look at this method and can have a good result through the practises as the elements mentioned above provide a good stability to the controlling process as well as planning er becomes lot able and logical (Singla and Singla 2009p.58).III) Bureaucratic ApproachThe emphasis of this approach is mainly to identify rational forms of organisation. In the current context hitherto though the term bureaucracy refers to many negative connotations, Max Webbers theory of bureaucracy understands how the management is favored under this approach. This approach mainly deals with the standard ways with employees. He preferent the specialisation, better organisational hierarchy, job roles and rules, full time appointed officials to make sure better person chair the position and division of labour in order to make sure too much work is not allocated. Mainly the government entities who are more in to formal methodological analysis uses this approach because their main objec tive is to maintain the respect and pride in the minds of citisen (Gene and Thakur,1996 p.196).IV) Human dealing ApproachClassical, bureaucratic theories improved the production though couldnt realise that the employee stress and morale downfall. Elton Mayo under the Hawthorne studies realised that the grooming of the companionable of necessity improved the efficiency as well as the productivity and the level of blessedness. Therefor under this approach main concentrations are decentralisation, Participatory decision making, enhancing the self- motif at heart the human minds. In the current context, innovation and dynamism being dominated the companies, the need of this approach is vital as this approach mainly focus on the basic fundamentals of employee satisfaction every time. Under this aspect employees are seen as human asset rather than human machines (Coffey, 1990p.261).V) Systems ApproachNo organisation will profit without employees, assets, management, finance, marketi ng, and etc. Likewise this approach considers the organisation to be a system and the sub parts are to correlated to the main hub. The main focus in this approach to improve the swiftness and interaction of communication mingled with separate divisions of the organization. Organisations mainly divisionalised tend to adopt this approach as they can result from being interrelated (Jackson, 2000p.12).VI) Contingency ApproachApproach of having no approach to management could be identify as a contingency approach. Under this, the main idea is that the organisation is rapidly changing and the variables of the impertinent market, resources, technology varies day by day. Therefor the correct decision therefor must be taken having considered the pros and cons of each management. Organisations who are in to much more dynamic and complex environments uses this. Sometimes the bureaucracy, sometime the human relations approach depending on the situation (Cole, 2004p.82)Task 03IntroductionTheor ies for motivation are highly essential as those have a clear connection to the level of output. Therefore, having a good understanding of the movement of the motivation with the productivity is highly essential.3.1) Leadership styles in changing environmentsIt is needed to have an understanding about the diametric leadership styles and their impact on the motivation in a changing context. The above discussed three types could be used to salute this issue. (Johansson, 2004) In a changing context using the democratic approach is really productive where the people get together and negotiate their problems and inside teams they tend to find the proper solutions for the dynamism. Unlike that approach, using Authoritarian approach is much different where the top management might not prevent the change which will be keeped only at lower grounds. Therefor in such scenarios, using this approach is not satisfactory as authoritarian approach doesnt improve the innovativeness to cope up with the level of change happening. Yet the Laissez-Faire approach doesnt give any classify of an idea to the subordinates yet the employees at ground levels can take up and do since the main idea of the Change is visible to them (Crawford, Cartwright and Bennett 2004p.188).Under the change of trends good leaders also must possess anticipatory skills where they should detect the change before the impact flows in. in such scenarios the level of motivation should be retained by activities such as quality circles, habitual meetings and also gather facts from the lower levels. With the changing trends the tasks may vague. Therefor using the above tasks are essential for the company progress and motivation retention (Christ, 1999 p.280).Therefor the leadership in changing environments are highly challenging and subjective3.2 Maslows Motivational possible actionAbraham Maslow, who had been a psychologist for years, could generate his own way of a motivational style from the facts he ha d gathered. The main idea here is once you get the primary inescapably under control the motivation tend to skim to the secondary levels. Under the primary levels, the safety needs and psychological needs are found. In a business organisation just provision of the basic factors might not be sufficient. Most of the manufacturing plants operating in China, India are having the culture of providing free but that rule be good enough. For lower level of employees, these factors are essential (Hoffmann, 2006p.16).Under the secondary category social, esteem and self-actualisation is found where the social needs are extremely critical. The basic understanding here is that there must be a good social work environment to the employees where the communication must back it up. Every employee comes up with the aim of career progression. In such a situation just providing the normal needs plus the social needs will not be enough. In such a context usage of promotional big moneys comes in to pl ay as ordinarily human asset would like to improve their state. In such context esteem needs are gradually arises as the esteem needs are looked for a better science. Reaching the top of the management will satisfy the self-actualisation resulting in a better satisfaction with the work they perform (Mcshane, 2008 p.153).Figure 5 Maslows Hierarchy of needsSource Hoffmann, 2006p.163.3. Motivational Theories for ManagersIt is highly important for the managers to have a good understanding about the motivational levels of the employees. Mainly managers must focus what is the motivational limit. Having a good description about the motivational levels of different employees, the easy platform is there for the managers to come up with good packages. For some employees, early leave, study leave, will be motivating where as some other employees would look for better recognition such as better career progression, better salaries, non-financial benefit schemes. Therefor managers must define what the best suitable package is for the employees having looked at the theories, experience and etc. (shanks, 2011p.23)b)I) Herzberg Two-Factor TheoryFredrick herzburg carried out the mayos findings and further investigated that there are two levels of motivation which will result in better satisfaction. He identified Hygine factors and Motivational Facors to be more effective. Hygine fctors are where the factors that employee must be given and any failure will result in demotivation such as team working, better supervision, better salaries and etc. On the other hand motivational factors are those will improve the level of motivation if they posses but the failure wont depress the employees like in the hygiene factors. These include features such as better career progression, better attraction, recognition at work, and etc. Therefor managers must pay attention to define the package each individual would like to have (Green, 2009p.56).II) Douglas McGregor Theory X and YTheory X is where the managers believe that the employees are lazy and dislike to work and will be looking to exploit any loophole. Also employees must be carefully supervised and they must be followed day by day. In this context, managers would like to use the authoritarian approach to the work address and all the policy setting and management is based on that.Theory Y is where the managers have the feel that employees enjoy the work they perform, and they are self-motivated, personal progression is another big factor that employees look to deal with. Therefor under this approach, managers like to use the democratic approach to their work place and the concepts of team work will enjoy in this environment. (Koontz et al, 2008p. 290)Task 04IntroductionUnderstanding of the mechanisms required to establish and to maintain the team work is much essential as the individuals consisting in the team are different to each other. Also the members may have different approaches to their leaders. Therefor a correct method must be formed.4.1) Groups and its behaviour within organisationsGroup is a collection of members who interact with each other with better understanding and who would like to work together. A better group will have essential elements such as group better cohesiveness, high homogeneity, less alternatives which will make the members not to leave but to stay within the group. According to Tuckman (1995) and Cole (2004 p.82) the stages of forming a group would beForming- Initial gathering of individuals and getting to know each otherStorming- Different individuals might contain different perceptions. Likewise with the group there could be many individuals with different ideas and they are clashed in this stage.Norming-This is where the different ideas are blended, clashed and the formation of new ideas are done.Performing- in this approach the group performance takes place.There could be different types of groups as well namely Informal Groups and formal groups. Informa l groups are those social status is voluntary yet the clear objective is not there whereas formal grous meet with defined objectives and formal membership is applicable.Better teams will nonplus their ideas together, blend it and form new and innovative concepts. Organisational tasks will be easy to handle with good groups and special tasks which require coordination, will be the suitable advantages of having a good group for and organisation (Needham, 2004p.201).4.2) factors affect the performance of groupsThere are three different factors which affect the performance of groups according to westmost (2007) and Hall (2005p.44)Membership FactorsIf there are similar people stay within the group then the thinking will be similar and then itll be a good team to work with and the ideas are more improves and innovative. If there many clashes, then the team wont be a successful one. If there are many alternatives with members, then the people will try to leave and join with another. Wh en more people leave, the task wont be productive. If the group is much larger , then the possibility of solving problems is less and vice versa (Hall, 2005p.44).Environmental FactorsIf the task of the group is heading, is contrasting and unsupportive with the current organisational philosophy, then the group wont be a productive one. If the management thinking is about the groups are similar to theory X, then the chance that the group will flourish will be really less (West, 2007).Dynamic FactorsUnderstanding the groups given work will make the group to be work well rather than the membership of individuals (Hall, 2005p.204).b)In the context which I have faced, the recent activity was organising an sports meet in the university, from which many practical aspects are possible. The group consisted close to 50 members and they were of different mind sets. When deciding the venue for the meet, the clashes began to happen. According to the Tuckmans model the storming era began where lo t of conflicts arise. Also there were lot of disregards occurred. Therefor membership factors were at a high risk. Also the academic person who was in-charge always demoralised us about the group cohesiveness. The external factors made the task even worst.4.3) Technology and teamsCurrent technology has made a dramatic impact to the team development. With the penetration of the internet the concepts such as network teams where people with different geographical Ares are brought together, swiftness of communication though video recording calling and emailing, has increased significantly. Therefor the frequent meetings, quick decision making is now possible according to Gibson and Cohen (2003).ConclusionAccording to the facts gathered, the knowledge of alliances within an organisation, and its theoretical background, are essential for better human asset controlling. specially in the parts of teams and leadership, the level of knowledge about the human behaviour in teams and the lev el of understanding about their motivation are so vital. Therefor the above facts provides a clear understanding about the relationship management essentials.