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Mechanic vs. Organic Organizations

Flat Organization

Few levels of authority

Tall Organization

Many levels of authority

Chain of command

Number of levels in the hierarchy of the firm

Decentralized

Lower level emlpoyees are empowered to make decisions

Centralized

Top managers make decisions

Span Of Control

Number of employees directly under you (wide> a lot - narrow> few)

Mechanic vs. Organic

Organizational Structures

Boundaryless

Removes all traditional Barriers

Con: no clear authority, difficult to manage, Lazze fair

Pro: freedom and creativity

Network

Outsource to contractors- key responsibility

Con: Contractor may lack loyalty to the buisness

Pro: Saves money and is more specialized

Team

Organize into independent teams

Con: Not as well organized and can lead to inefficiencies

Pro: Improves teamwork and generates ideas/creativity

Matrix

Organize into cross functional teams (2 bosses)

Con: Double workload/deadlines and lots of stress

Pro: Improve communication through the company

Divisional

Organized into departments by customer, product, geographic, process

Example: Rogers- personal coustomers and business customers

Con: Duplication (more employees) of roles in departmemts

Pro: Leads to potentially better service more focused on service/efficient production

Functional

Organized by key business skills

Con: communication issues with other departments Groupitis

Pro: Clear lines of authority specialized

Modern Working Arrangements

Job Rotation

A technique used by some employers to rotate their employees' assigned jobs throughout their employment. It was created to increase and promote flexibility and keep the employees interested in staying with the company/organization

Possible circumstance where there us an error in training and new employees will be taught the wrong way, decreasing productivity

Other industries might not understand why the company cannot hire more skilled and trained employees

Costly and time consuming

Helps you identify where employees work best

Gives employees a break from stressful job duties

Encourage development

Eliminates boredom

Job Enrichment

Method to redesign jobs, it is directed to motivate by making the work and workplace more interesting and challenging for the employees. It typically provides more responsibility and thinking to the job which in turn sprouts.

Example: Altering the product or provision of service and implementing new minor changes here and there. ex. Starbucks implementing new drinks.

Cons:

Potential for poor performance

Conflict with non participants

increased workload

lack of training

Pros:

decrease boredom

learn new skills

employee motivation

receive recognition