...the way things currently are and do not show great support towards potential changes at the firm; customers on the other hand mainly stated that companies should always invest in differentiation in such a competitive environment. 2. Rituals and Routines The rituals and routines at A.G. Barr are regular as employees are working on normal time-schedules. The only extra activity they have organized is an annual picnic with the whole firm. 3. Symbols The visual representation of the company is also not as different from most companies as they operate in a normal-sized, clean office space. People can dress up according to their status; workers in their workers’ outfit and managers in suit and tie. 4. Organizational Structure The structure at A.G....
Words: 465 - Pages: 2
...what type of organizational structure does the company belong? Why? Please explain. Mechanistic vs Organic Grand Candy is an Organic company as there are few rules. There is also an informal communication. 2. What type of organizational design will better suit to this firm? a) Simple b) functional c) divisional d) team structure The organization use team structure design both in stores and factory. A team consists of professionals with various skills. According to company's CEO (chief executive officer Hovhannes Aidinyan) if one member of a team should be fired all team members should give an agreement. 3. What type of departmentalization does the company use in the factory? a) functional b) customer c)process d)product In the contrary of stores and cafes the factory creates teams using a product departmentalization. It is necessary as and most suitable way of departmentalization as company produces more than 400 products. Questions 1. Taking into account information above,what type of organizational structure does the company belong? Why? Please explain. Mechanistic vs Organic MTS uses mechanistic organizational structure. First of all it is very big for being organic. Which is characteristic for mechanistic organizations, it has many rules, formulized communication channels in order to manage behavior and performance of huge amount of employees. According to changes given above, it has strong management board, who makes basic decisions...
Words: 481 - Pages: 2
...Organizational Structure Paper Courtney Fryer MGT 230 January 6, 2015 Ms. B. Alston Organizational Structure Paper Fast food chains such as McDonald’s, Burger King, and Chick-fil-a, all have an interest in making growing profits and enlarging their companies’ name. Although each company has their own unique and different set of requirements for functioning, the organizational structure has given these companies chance and opportunity to expand to outside parties. Using this paper, I will show the different ways in which these companies use the organizational structures. Every structured organization is run differently. When you compare and contrast more than one company it can show how they may be similar in their structured organization but also show how they differ. The human resources and finance part of the different franchises might favor but the organizational design might be total opposite between the franchises. Chick-fil-a is known for their one of kind chicken sandwiches. The company was started back in the 1960s when its founder, Truett Cathy, invented the original chicken sandwich. The company’s first in-store restaurant was located in the Greenbrier Mall in Atlanta, Georgia in 1967. Since then the Chick-fil-a franchise has grown enormously with over 500 restaurants over the United States and still continuing to grow. Chick-fil prides themselves in handpicking their employees and giving their employees opportunities that...
Words: 1200 - Pages: 5
...Learning Organizations and Organizational Learning Organizations and Organizational Introduction The world today is experiencing the most rapid pace of change in its history. The purpose of this essay is to discuss what organizational structure is suitable in the business circumstances of today. This essay is to mainly break down piece by piece what learning organizations are and how they come together. To support this argument, firstly organizations will be defined, and then the properties that make an organization effective will be identified. Next organizational structure will be appraised, and what constitutes business environment will be established. Once that has been fully established a quick summary will be provided to reiterate the main source if this paper. Definition Organizational structure is defined as ‘the organization’s formal framework by which job tasks are divided, grouped and coordinated’ (Robbins et al., 2000: 351). Generally an organizations’ structure is considered to be the managerial framework that directs the non-managerial employees. Traditionally western organizational structure can be argued to have developed from the feudal system of government where a strict pyramidal power and class structure existed. Termed as mechanistic organizations they are described by Robbins et al. as being ‘characterized by high specialization, extensive departmentalization, narrow spans of control, high formalization, a limited information network, and little participation...
Words: 1274 - Pages: 6
...Trinity Mirror Regionals to become partner of Google’s AdWords campaign TRINITY Mirror Regionals (TMR), publisher of the Liverpool ECHO, has announced it has become the first newspaper group to become a Premier SME Partner of Google’s AdWords advertising programme in the UK. It means TMR will sell a range of AdWords account management services from account setup and activation to ongoing campaign maintenance and optimisation, allowing them to use online advertising as a cost effective way to find and target new customers. Tariq Janmohamed, head of the Partner Programme for Europe, Middle East and Africa, said: “The Programme was created to help small-and medium-sized businesses who don’t have the time or resources to manage their advertising campaigns.” TMR managing director digital marketing services, Phil Machray, added: “This further broadens our offering of marketing services to local advertisers.” Trinity Mirror invests for future and increases savings MEDIA group Trinity Mirror today said it was investing for future growth while increasing cost savings by £10m to maximise short-term profits. The group, which includes the Liverpool Daily Post and Liverpool ECHO titles, was reporting half year results to July 3. Total sales fell slightly from £382.2m to £371m, while pre-tax profits were £41.9m against £50.4m. Chief executive Sly Bailey said she had undertaken a series of actions to limit the impact on group operating profits. MEDIA group Trinity...
Words: 881 - Pages: 4
...Date |25/04/13 | |Assessors |Roland Mensah | | | |Learning outcomes (LO) |Assessment criteria for pass | |LO(iii) | | | |Understand the behaviour of |Explain how market structures determine the pricing and output decisions of businesses |3.1 | |organisations in their market | | | |environment |Illustrate the way in which market forces shape organisational responses using a range | | | |of examples |3.2 | | | | | | |Judge how the business and cultural...
Words: 513 - Pages: 3
...Total Rewards System Proposal Claudia Taylor-Berry Dr. Steven Davis HRM 533 – Spring 2015 May 18, 2015 Question # 1-Create a brief overview of the company requirements for a total rewards system. Many organizations in today’s business arena want a total rewards system that encompasses the company’s objectives and their interconnection to the total rewards system (“WorldatWork,” 2007). However, mega organizations that employ over 20,000 employees and provide services in several different countries may require a more diverse total rewards system. With that said, the organization must have a purpose, objectives, eligibility requirements, measuring techniques, funding, structure, global considerations, a timeline of detailed actions, and laws when creating their total rewards system. According to the experts, a company must consider the following core provisions as components of their total rewards system: * Cash Compensations: The employee’s base pay and incentives. * Benefits: The employee’s health care and retirement aids. * Work and Life Balance: Assisting the employee by offering tools to assist with balancing work and life. * Performance Management and Recognition: Aligning company goals with total rewards through individual and team efforts, and the acknowledgements of employee actions, behaviors, performance, and efforts in achieving company goals. * Career Advancement and Development: The employee’s career development and promotion (“WorldatWork...
Words: 2309 - Pages: 10
...Theoritical Framework Communication Channels * The medium selected by the sender through which the message travels to the receiver Types of Channels * Formal Channels * Are established by the organization and transmit messages that are related to the professional activities of members * Informal Channels * Used to transmit personal or social messages in the organization. These informal channels are spontaneous and emerge as a response to individual choices Direct of Communication Downward Communication is the communication that flows from one level of a group or organization to a lower level. Group leaders and managers use it to assign goals, provide job instructions, explain policies and procedures, point out problems that need attention, and feedback about performance. When engaging in downward communication, managers must explain the reason why a decision was made. Upward Communication flows to a higher level in the group or organization. It’s used to provide feedback to higher-ups, inform them of progress toward goals, and relay current problems. Upward communication keeps managers aware of employees feel about their jobs, co-worker, and the organization in general. Managers also rely on upward communication for ideas on how conditions can be improved. Lateral Communication Communication take place among members of the same work group, members of work groups at the same level, managers at the same level, or any other horizontally equivalent...
Words: 1839 - Pages: 8
...Introduction Organizations have a need for all types of skills and abilities. The total burden of labor in an organization is divided up so that people with different levels of intelligence and skills can each find their own productive place. Management issues in organizational structure Line and staff employees The first management consideration is to examine !low employees are distinguished from each other in terms of how they' fit in' to a typical organizational structure - the issue of line and staff employees. Different specialist divisions and departments within an organization contain a predominance of either line or staff employees. Line employees Those those are directly responsible for achieving the organization's objectives. Line employees are therefore found in departments that are responsible for producing, selling or servicing the organization's products (E.g. in operations, marketing and after-sales servicing). Staff employees Are responsible for supporting the line employees in their tasks. Staffs are therefore found in departments that advise, support or provide expertise, such as personnel, research and development and finance. Example: A business producing cars is known for its car-making activities. Its primary objective is to produce and market cars in order to make profit. The company needs its staff functions because of its line function; The personnel and finance functions would have no purpose at all unless...
Words: 1425 - Pages: 6
...which the span of control is narrower and more management roles are established. A flat organizational structure is typically wide and doesn’t have many management roles. Tall organizations consist of many managers, giving each manager the responsibility of supervising subordinates. Managers in tall organizations may have a small area of control as the organization grows larger the more levels of management increases causing the structure to grow taller. Though tall organizations allow management to work closely with its subordinates, this may skew the lines of authority causing the lines of communication to become distorted. Flat organizations tend to communicate more effectively up and down since there are very few management roles. However, if the organization only has a few mangers this may cause the mangers to become overwhelmed with the number of subordinates they must supervise directly. Though tall and flat organizational structures seem to have pros and cons associated with communication among management to subordinates, it is important to first assess the foundation of an organization when determining which structure is most effective in communication flow. In doing so one must consider the size of the organization, the objective of the organization along with the market in which the organization is servicing. To further understand tall and flat organizational structures one must analyze the dimensions of an organization which...
Words: 859 - Pages: 4
...Corporation, though profitable was lousily managed. It lacked structure and would sooner or later lose control of its laxed work force and eventually lose profits. The problems facing Apex lay in several areas. (1) Customer serviced needed much improvement; customers found Apex to be slow in responding or not responding at all. (2) The hours that key employees kept were not in tune with customer needs. (3) Apex functioned as a reactionary company rather than a potential leader in the cellular carrier industry. Some alternative actions Apex Corporation needed were restructuring of its organizational structure, in an attempt to achieve maximum proficiency, the CEO implemented a circular structure to create a non hierarchal organization so information could flow freely between the organization and its environment. However employees could not relate to the circular structure. The circular structure confused current and new employees because it lacked clarity as to who made decisions; employees didn’t know how they were being evaluated. It did not improved customer service or the view employees had of the customer. The Horizontal structure was nonresponsive with regards to employees and it was inadequate. What was needed was the ability to control all departments of the company. Innovative structures would not work. Apex needed to return to traditional business management of the Hierarchical Functional Structure. Hierarchy protects subordinates by clearly outlining chains...
Words: 923 - Pages: 4
...Police organizational structures can be tricky things to set up. There must be a clear order as to how things need to be run and who needs to be in charge in order to run those things. Each and every city is different, however, as an example I would like to take the structure of the Los Angeles Police Department and generalize it to fit the rest of the country’s police departments. With the Los Angeles police departments being one of the biggest in the country in order for this mold to fit all police departments I will take my suggestions on improvement and simply scale them down to fit the more common smaller police departments. I only have a few suggestions however I feel that they can be effective. While reviewing how the department is structured...
Words: 1012 - Pages: 5
...Effective Communication Rachel Bookless HCS 325 January 23rd, 2012 Hanna Matatyaho Effective Communication “Few healthcare workplaces today can be considered true boundaryless organizations. Whatever form a boundaryless organization takes, sharing knowledge is critical to the organization’s success.” A boundaryless organization, in the textbook, is defined as “context, teamwork, and communication replace formal lines of authority. Team members must react spontaneously to intense situation demands. Barriers that traditionally and structurally separate organizational members from one another are removed. (Lombardi & Schermerhorn Jr., p. 64, 2007).” Team structures designate teams, both permanent and temporary, to accomplish various tasks of the organization. Network organizations use the latest computer and information technologies to support a shifting mix of strategic alliances and business contracts. Boundaryless organizations allow for many advantages. An advantage that is both time and money oriented is that with this type of organization, there is far less traveling involved. People do not need to take business trips in order to meet with others outside of where they are. Business trips are kept at a minimum and more meetings are available online via face-to-face messaging systems, email, fax, and telephones. In order for this type of organization to be proactive is to have employees who have strong team skills and are able to work together on...
Words: 657 - Pages: 3
...Enterprise Information System is generally any kind of computing system that is of "enterprise class". This means typically offering high quality of service, dealing with large volumes of data and capable of supporting some large organization [ ("an enterprise"). Enterprise Information Systems provide a technology platform that enables organizations to integrate and coordinate their business processes. They provide a single system that is central to the organization and ensure that information can be shared across all functional levels and management hierarchies. Enterprise systems are valuable in eliminating the problem of information fragmentation caused by multiple information systems in an organization, by creating a standard data structure. A typical Enterprise Information System would be housed in one or more Data centers, run Enterprise software, and could include applications such as Content management systems and typically cross organizational borders. The word enterprise can have various connotations. Frequently the term is used only to refer to very large organizations. However, the term may be used to mean virtually anything, by virtue of it having become the latest corporate-speak. Implementing enterprise systems can contribute to achieving operational excellence because when an employee enters information into an enterprise system, it means that that much less time goes into sharing that information through other mediums. It takes time to print out and distribute...
Words: 376 - Pages: 2
...understand the effects of leadership, objectives, individual characteristics and action, and employee behavior and attitudes within an organization. It also explains the effects of internal environments, such as culture, the structure of the organization, resource and task allocation, and external environments such as competition or government regulation. These factors contribute to the performance, success or failure, and survival or fall of an organization. Organizational-behavior theories help to explain the collapse of Enron and how leadership, management, and organizational structure contributed to its failure. Organizational Structure With a market capitalization of nearly $74 billion, Enron was one of the world’s leading energy companies by the late 1990s. However, it had gained this status through the perpetration of illegal activities at the very highest levels of the organization. Enron’s fall was because of the organizational-level corruption that grew from its structure and trickled down to the collective behavior of its employees. Enron’s top-down, hierarchical structure by unit grouping meant that the top management team either directly or indirectly through their subordinates influenced the actions of the organization. For example, the structure of the accounting department allowed it to disregard legal requirements through “structural secrecy” that Enron’s executives could exploit (Beenen & Pinto, 2009, p. 283). As part of its strategy to grow its business, Enron’s...
Words: 1183 - Pages: 5
