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Organizational Structure and Culture

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This question focuses on the importance of organizational structure and its possible impact on employees. After finishing with the Background page and readings, go to the following interview with Rosabeth Moss Kanter, who is a renowned Professor of Business Administration at Harvard Business School, and an influential business advisor. Among other things, in this interview she talks about the evolution of changes in organizational structure in the past decades, and the link to employees' well-being and functioning.

Use the attached articles to aid in the response:

Puffer, S. (2004) Changing organizational structures: An interview with Rosabeth Moss Kanter. Academy of Management Executive, 18(2). (Attached)

Buhler, P. M. (2011). Changing organizational structures and their impact on managers. Supervision, 72(2), 24-26. (Attached)

• An organization's structure can have significant effects on its members. What might those effects be? Analyze the behavioral implications of different organizational designs and use at least two examples, Quicken Loans being one of them.
• Is it possible to generalize and say that a certain structure is better than others? That is, is there a structure that is superior in terms of its effects on its members? Take a stand and defend your comments with references to the concepts in the readings in this module and any previous modules that you find relevant. Demonstrate that you have read, understood, and can apply the background materials by citing them in support of your analysis.

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An organization's structure determines the manner in which tasks are assigned to employees. The structure employed by an organization can affect the way its members behave and determine whether the organization satisfies its objectives. Every organization is different and hence every organization needs a structure appropriate for its particular situation and environment (1).

An example of an effect the organizational structure has on its members can be seen in the speed at which the organization responds to problems and opportunities. It is typically desirable that the organization be fluid, allowing the members to adapt quickly as changes percolate through the environment.

Quicken Loans was ranked first out of 782 organizations as America's Top Workplace. The company utilizes a flat organizational structure, without the traditional concentration of power at the top (2). The organizational structure at Quicken Loans facilitates networking or alliances between departments to encourage members to cooperate and organize around processes. Team members often consist of employees from many different departments. In order to be successful, the organization's employees need to be trained to improve their skills. Team leaders and managers need to be skilled at communication and at getting employees with vastly different skills to work together. In such an organizational structure, it is more important for a manager to possess interpersonal skills than technical skills. Due to the veritable differences in organizational structures, employees may require different forms of motivation as status and rank take a backseat to expertise.

In contrast, Apple primarily employs a traditional top-down hierarchy. Tim Cook--the CEO of Apple--modified the organizational structure to better respond to market and industry fluctuations. Notably, Apple's organizational structure includes a trifurcation absent in traditional hierarchical organizations.

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Solution Summary

The Solution discusses organizational structure as it relates to and impacts employees in 1006 words. Eight references are cited.

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Types of resistance to change from different organizational structures and cultures

Organizations have distinct structures and cultures that influence their direction and how an organization reacts to change. Over the past few years as the growth in the organization has brought new success, it has also meant that some employees have felt that they have lost a closeness that is frequently associated with small companies.

You hear comments about losing that family feeling and you can hear undercurrents of fear about the anticipated growth bringing even more changes. The addition of the new plant, new product line and new production technology will all mean significant changes to the UPI culture. You know that not only will individuals resist change, parts or all of the organization will push back against changes if not properly framed.

The director would like to meet with you to discuss any possible resistance to the change that may originate from your organization's culture and structure to the planned changes.

Prepare a report that you will use to inform your director on the types of resistance to change that can come from different structures and cultures. Include proper APA formatting.

1. Reflect on the types of resistance to change that can come from organizational structure or culture, and offer some suggestions on how to decrease the resistance.

2. Recommend specific interventions that UPI can use to help the organization through the coming changes.

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