Tuesday, September 3, 2019
Organizational Structures Essay -- Organizational Development, McShane
Introduction McShane and Von Glinow state that ââ¬Å"the best organizational structure depends on the organizationââ¬â¢s external environment, size, technology, and strategyâ⬠(409). To identify the best organizational structure for Protegà © Engineering, I will first determine what ââ¬ËOrganizational Structureââ¬â¢ means. In a second step I will analyze its elements and carve out the important components for the considered organization. Finally I will provide a conclusion and recommendation. Organizational Structures In general, organizational structure is related to the way that an organization organizes employees and jobs, so that its work can be performed and its goals can be met. McShane and Von Glinow define ââ¬ËOrganizational Structureââ¬â¢ in more detail; they state that organizational structure ââ¬Å"refers to the division of labor as well as the patterns of coordination, communication, workflow, and formal power that direct organizational activitiesâ⬠(386). To understand what this means we will have a look at each component. The division of labor is related to the ââ¬Å"subdivision of work into separate jobs assigned to different peopleâ⬠(McShane and Von Glinow 386). The patterns of coordination refer to the coordinating of work activities between the employees where they divide work among themselves. This process requires coordinating mechanism to ensure the workflow, which means that everyone works in concert (McShane and Von Glinow 386). The primary means of coordination are informal communication which involves ââ¬Å"sharing information on mutual tasks and forming common mental models to synchronize work activitiesâ⬠, Formal hierarchy which refers to the ââ¬Å"assigning legitimate power to individuals, who then use this power to direct work pro... ...ble when the merging organizations operate in different industries or countries because cultures differ between industries and countries (McShane and Von Glinow 428). Conclusion and recommendation The integration process of merging companies is a combination of the existing cultures into a new culture that maintains the best features of the previous cultures, and it is most likely to succeed when existing cultures already need improvement so that employees are motivated to accept change. This strategy is particularly challenging when the members of the organization are satisfied with their previous culture because they will be resistant to change. Another very important factor for the success of mergers is the level of commitments made by the employees. Therefore, employees should be brought into the process as early as possible (Badrtalei and Bates 314).
Subscribe to:
Post Comments (Atom)
No comments:
Post a Comment