...The Spectrum Brands Organize Using A Matrix Structure A matrix structure as a project management structure sets up teams from different departments, thereby creating two or more intersecting lines of authority. Also, matrix addresses issues that arise with the growth, diversification, productivity, and competitiveness in its structure. Matrix structures provide flexibility, enhanced cooperation, and creativity. They enable the company to respond quickly to changes in the environment by giving special attention to specific projects or problems. An approached to organization design in which employees report both to a functional or departmental supervisor and a project supervisor is a matrix design. When David Jones started his career in Rayovac in 1996, the company almost exclusively produced batteries. In his first year, Rayovac generated sales of about $400 million. Mr. Jones has changed the strategic direction of the company, introducing Matrix structures and he diversified the product lines and Rayovac is not competing in several different markets. Ultimately, Jones strategies have led to a name chang for the corporation. It is now known as the Spectrum Brands Corporation. The Spectrum Company not only produces batteries; but also many varieties like pet products, personal grooming, and lawn and garden care. Matrix structure has helps the company annual sales growth and diversified its production in to multi- items. The market becomes bigger in the world wide markets and...
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...Michael; Hage, Jerald. December 1968. Organizational Interdependence and Intra- Organizational Structure. American Sociological Review. Vol. 33 Issue 6, p912-930. Bhargava, Shivganesh; Sinha, Beena. April 1992. Prediction of Organizational Effectiveness as a Function of Type Of Organizational Structure. Journal of Social Psychology. Vol. 132 Issue 2, p223-231. Brossard, Michel; Maurice, Marc. Spring 1976. Is there a Universal Model of Organizational Structure? International Journal of Sociology. Vol. 6, Issue 1 p41-75. Chegini, Mehrdad Goudarzvand. (2010). The Relationship between Organizational Culture and Staff Productivity Public Organizations. Journal of Social Sciences. Vol 6 Issue 1, p127-129. Clegg, Stewart; Kornberger, Martin; Rhodes, Carl. May 2007. Organizational ethics, decision making, undecidabilty. Sociological Review. Vol 55, Issue 2, pg393-409. Causon, J. (2008). The diversity advantage. Engineering and Technology. Vol 3 Issue 18, p78- 81. Dani, S; Burns, N; Backhouse, C; Kochhar, A. June 2006. The Implications of Organizational Culture and Trust in the working of Virtual Teams. . Proceedings of the Institution of Mechanical Engineers -- Part B – EngineeringManufacture. Vol. 220 Issue 6, p951-960. Doyle, Robyn; George, Usha. Feb 2008. Achieving and Measuring Diversity: An Organizational Change Approach. Social Work Education. Vol 27 Issue 1, p97-110. Felmlee, Diane H. (1986)...
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...internal resources. This document will provide a recommendation to address each issue, and identify steps that should be taken to implement change in the organization. In addition, the discussion will cover external factors that would impact the transition of the organizational structure. A good manager must understand the importance of organizational structure and design to effectively manage a business. What works well for one business, may not be appropriate for another. It important to choose the appropriate structure that fits the business. Organizational Structure is the formal arrangement of jobs within an organization (Management 2009). Organizational structure divides work into separate departments, and functions. In the process, roles and responsibilities are identified, and tasks assigned. Resources are allocated to support the tasks assigned, and tasks are executed, tracked and reported through the appropriate management chain of authority. When managers change or create an organizational structure, it is called organizational design (Management 2009). Organizational design involves making decisions about six key elements which are: work specialization, departmentalization, chain of command, span of control, decentralization, centralization, and formalization. In order to address issues with organizational structure, one must first recognize that the current structure is not working. In this case, the product line in this company is outdated, which...
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...Organizational Behavior Management The purpose of this paper is to define the meaning of organizational behavior within the workplace. Then explain how organizational behavior affects project management along with how project manger should adapt his or her approach to complement organizational behavior. Next describe the three organizational structures and explain how each one affects the projects being done by team members. Organizational behavior means to maintain and enhance interaction levels among the employees in the business (Organizational Behavior, 2011). For examples, managers needs to know how to lead with good leadership skills, have open discussion so employees can voice his or her opinions, and have set challenge initaives to help the business achieve its strategies in the project. Another example would be in a group setting while informing the teams on the project inform them of the initiatives of completing the project in a timely matter like few day off or a bonuses pay, but the project has to be done with the best research and best results. Organizational behavior affects project management by influceing the team that he or she can get the project done when the team works together (Organizational Behavior, 2011). For example the project management was assign to come up with ideas to increase the space needed to improve the pediatric department to accommodate more patients. For this project the management needs to influences the team on the importance...
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...Challenges to Overcoming Organizational Problem in a Multinational Company Introduction: Organizations achieve their goals by creating, communicating and operating an organizational behavior system. These systems exist in every organization, but sometimes in varying forms. They have a greater chance of being successful, though, if they have been consciously created and regularly examined and updated to meet new and emerging conditions. The primary purposes of organizational behavior systems are to identify and then help manipulate the major human and organizational variables that affect the results organizations are trying to achieve. For some of these variables, managers can exert some control over them. The outcomes, or and results, are typically measured in various forms of three basic criteria: performance (e.g. quantity and quality of products and services; level of customer services), employee satisfaction (often exhibited through lower absenteeism, tardiness, or turnover), or Personal growth and development (the acquisition of lifelong knowledge and skills leading to continued employability. A number of critical changes and challenges faced by managers today. Let’s compare today’s work environment with that of ten years ago. Prepare a list of six to eight items, and include a rationale for your choices. There are numerous items that you might have identified from your own work experience and your knowledge of organizational issues. Let’s review some...
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...Organizational Structure Presentation Outline Linda Atkinson, Pamela Booth, Patricia Callander, Tomeka Moore, Whitney Sloan HCS/325 May 13, 2011 Vivian Perez Organizational Structure Presentation Outline I. Introduction A. B. II. Impact of organizational structure on communication A. Resources and people work together to accomplish goals 1. Organizational chart identifies positions, job title, authority, etc. 2. Shadow organizational structure-informal structure B. Type of organizational structure used affects communication 1. Types of structure: matrix, functional, and divisional 2. Advantages and Disadvantages of each C. Internal and External factors 1. Size 2. Location 3. Services provided D. Importance of communication 1. Communication effects organizational structure 2. Success of the organization III. Steps involved in organizational planning and functions of management A. Process of transforming organizational objectives into specific management strategies and tactics designed to achieve the objective. B. Five steps that are used to properly plan and implement change within the organization C. Steps can be used...
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...African Journal of Business Management Vol. 6(8), pp. 2839-2847, 29 February, 2012 Available online at http://www.academicjournals.org/AJBM DOI: 10.5897/AJBM11.411 ISSN 1993-8233 ©2012 Academic Journals Full Length Research Paper Key issues relating to management information systems from the perspective of managers of Iran’s agricultural extension providers Abdolmotalleb Rezaei*, Ali Asadi and Ahmad Rezvanfar Department of Agricultural Extension and Education, University of Tehran, Karaj, Iran. Accepted 26 May, 2011 The purpose of the paper is to investigate issues relating to the management information systems of agricultural extension providers in Iran. A survey study was applied as a methodology of research work. Data were collected using a structured questionnaire that addressed evaluating managers’ responses with regard to management information system (MIS) key issues. All issues had mean score greater than five as perceived by managers. This would suggest that most key issues are moderately important in the present time. To delineate more clearly the relationships between the organizational factors and MIS key issues ratings, a descriptive model is currently under development. Future work is to formulate a research model that more precisely describes the relationship between the organization's factors and the MIS key issues rankings across the countries. The organization factors should extend factors covered in the present study to those that are broadly pertinent...
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...Organizational Behavior CASE ANALISIS- BUCK & PULLEYN This report analyzes and evaluates several of the steps taken by Buck and Pulleyn during their restructuring process. The focus will particularly be on the initial and the middle stages of those changes. The implementation of those restructure changes, the different strategies used to foster those restructure changes and the determination of how Buck and Pulleyn will react to a possible change in leadership will also be analyzed throughout this report. As shown from a recent Organizational Change seminar provided by Webster University, the restructuring process is not only challenging but will almost likely be met by some type of obstacle or obstacles which will hamper that process. The main obstacles or problems hindering Buck and Pulleyn’s restructuring process is an agency that in itself has remained relatively static with regards to structure and organizational management for almost11 years, an agency which has shown a lack of employee input in decision making, and an agency with a departmentalization type structure that fosters the famous “Silo Effect” of management. Due to these and other problems, this report will address how Buck and Pulleyn tackled the issues and I then provide some recommendations and solutions on how to correctly apply effective organizational changes to their current organizational structure. The initial change initiatives proposed at Buck and Pulleyn are interesting but at the same...
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...Organizational Structure and Culture Siatta Krah University of Phoenix Senior Practicum: Leadership and Management NUR492 Susan Waterbury January 5, 2016 Organizational Structure and Culture Organizational structure is important and essential to every organization; structure integrates the goals and mission of the organization, size, technology, and the environment. The goal, mission, and size of the organization determine the structure of the organization (Sullivan, 2013). The structure of the organization directs leadership roles, communications amongst staffs and clients. In this paper I will discuss my organization’s structure and how it creates an environment of support for client-centered care, the use of information systems, communication methods, and a decision making-ability with culture and organizational structure. I will also discuss the issues of power and control as well as organizational leadership, care delivery system, and how the generational differences influence my organization culture. The Influence of Generational Differences Currently, I am employed at Daughters of Israel Rehabilitation Center and Nursing Home, this facility is a sub-acute and long-term care facility. The framework for this facility organizational structure is functional structure. According to Sullivan (2010), in the functional structure, employees are grouped in the department by specialty with similar tasks being performed by the same group. In a functional structure, all...
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...Organizational Structure and Culture Organizational structure can be defined as the establishment of authority and the arrangement of the work group. Classical theorists developed the concept of departmentalization as a means to maintain command, reinforce authority, and provide a formal system for communication (Sullivan & Decker, 2009). Designs of an organization can either be structured vertically or horizontally; subdividing work, specifying tasks, and fitting people into a plan. St. Luke’s Hospital is one of the 18 facilities within the Iasis Healthcare Organization. Iasis Healthcare is a charitable organization that was founded in 1998 in an effort to provide healthcare services, supplies, and training to disadvantaged communities throughout the United States. St. Luke’s is a community-centered hospital located in Phoenix, Arizona. This paper will address organizational structure, environment of support, use of information systems, communication methods, organizational chart, community integrated care, and generational differences in regards to St. Luke’s Hospital. Organizational Structure The optimal organizational structure integrates organizational goals, size, technology, and environment. When structure is not aligned with organizational needs, the organization’s response to environmental change diminishes; decisions are delayed, overlooked, or poor; conflict results; and performance deteriorates (Porter-O’Grady, 1994). Organizational structure is important to...
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...Management Roles MANAGEMENT ROLES Management plays the important role in the organization. A manager is an important member of an organization. The management performs five main functions: planning, organizing, leading and controlling. Mintzberg Management Roles Henry Mintzberg is a well know researcher, and the results of his studies about the work of managers were published in The Nature of Managerial Work (New York: Harper & Row, 1973). The term management roles refers to specific categories of managerial behavior, and Mintzberg concluded that what managers do, can be described by studying ten different and interrelated roles, grouped around interpersonal relationships, transfer of information, and last, but not least, decision making. For a more in depth description you should probably check Mintzberg’s work, but I’ll try to provide a general outline of his conclusions. Interpersonal Roles The ones that, like the name suggests, involve people and other ceremonial duties. Leader: Responsible for training and motivation of employees. Figurehead: The symbolic head of the organization. Liaison: Maintains the communication between all contacts and informers that compose the organizational network. Informational Roles Informational role is related to collecting, receiving, and disseminating information. Monitor: Personally seeks and receive information, to be able to understand the organization. Disseminator– Transmits all import information received from...
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...(2010) kemy Emesih Southern New Hampshire University Abstract In researching this topic, the organizational roles, structures and behaviors at various levels of employee hierarchy and how they played into one of the biggest crisis in the United States – BP oil spill 2010 was examined. Also looked at, was the dysfunction within the organization and if the cleanup had led to a better organizational structure, culture, communication, leadership and behavior. What are irredeemably forsaken are reputation and trust that can lead to a company folding up if it is not built on a good Organizational structure, culture, personality, communication, decision making and ethics. Some research questions were asked and used to answer some of these issues. What were the behavioral approach as it pertained to leadership? How did leadership influence, change or manage people? Did it inspire a vision, put people first and act decisively when there were issues? Etc. As stated above, this research paper specifically looks at BP Organizational structure and communication, culture, leadership and behavior as a whole and provides some solutions that could better help, prevent or avoid future crisis. BP Oil Spill 2010 Introduction In every company or organization, there is a structure and there are rules and regulations that guide the conduct of such places. BP is one of such...
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...Organizational Structures (Author’s name) (Institutional Affiliation) Date Introduction The organization of corporate structures is important in the allocation of duties and roles, supervision of employees at the workplace as well as the efficient coordination of workflow in an organization. These plans form the basis of effective operations of any company’s projects, and give accurate insights on the exploration of the minimal resources available to an organization’s disposal. Besides, it enables any company to manage the work force in the process of timely completion of projects and extension of the businesses longevity. Therefore, it is important to define the roles of each party in any project assigned to the organization. Analysis of the case: designing the authorities of a project manager The Beijing EAP Inc. is a company that provided EAPs to many customers. The nature of its operations required the employees to have strong academic backgrounds that qualified them to operate in this multinational service company. Being the largest market holder in the mainland China, the Company had a huge customer base that categorized it as a big corporation. Amongst some customers of BEC were IBM, Siemens, Samsung, Lenovo, Guadong Mobile and the China Development Bank. Consequently, the Company had many projects that prompted the management to subdivide the projects to different segment managers. In this case study, for instance, Mr. Yang represents a training department...
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...1. Identify the elements of organizational culture and articulate the relationship between organizational culture and organizational behavior. * In order to maximize the opportunities of organizational culture, you need a complete understanding of what is it, what are its elements, what are its functions and tasks, and in what forms it can be seen. * According to P.Robbins and A.Judge(2012), there are seven elements, with the help of which you can define the culture in an organization. These elements are mostly degree to which people in organization, for example, take risks, pay attention to details, focus on team work, orient on the outcome, etc. All these characteristics can be high or low. * In my opinion, the following elements, taken together, can make a picture of the culture in an organization: Awareness of yourself and your place in the organization. For example, some cultures value hiding employee’s emotions, others - encourage their openness. In some cases, independence and creativity are demonstrated through the partnership, and in others - through individualism. Communication system and communicational language. The use of oral, written, non-verbal communication, " telephone laws" and openness of communication varies from group to group, from organization to organization. Worker’s appearance, clothing and presentation of himself at work. There is a big variety of uniforms, business styles, neatness, cosmetics, hair, etc. All these confirm the presence...
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...Assignment 2: Leadership Assessment MANAGEMENT CONCEPTS BUS 302 August 25, 2013 Jacqueline Leonce Professor Monique Smalling Many organizations have to develop and implement programs that will attract qualified people to join their companies and offer rewards that will encourage them to stay. To stay competitive in today’s market management has to create programs that address issues such as organizational structure and culture, ethical conduct, diversity, and the continuing evolution of the global market. Analyze the leadership style(s) of a senior executive (CEO, CFO, COO, Director, etc.) in your current or previous organization who made a positive or negative impact on you. In my previous employment the company functioned under a combination of directive leadership and achievement-oriented leadership styles. Through the immediate manager employees were told exactly what is expected of them by receiving specific guidelines with information on how they were to perform their assigned tasks, they had a daily schedule on what are to be accomplish, and there were standards of performance in place to ensure that each employee followed the standard rules and regulations that governed the department. Also, the immediate manager will get with each employee and set some challenging goals with the understanding that expectations are high and that a significant level of confidence is placed in that individual to assume responsibility for each set goal and that...
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