Organizational Structure & Supervisory Roles

In: Other Topics

Submitted By NikaAdams
Words 1829
Pages 8
Leadership is the driving force that holds these elements together, aligning them, and enabling the agency to function as an integrated system. Up until now, dialogue of leadership in general focuses on a leader’s role in ongoing processes of an agency. An ever more vital role for a leader in an organization is that of a change. We will now confer the particulars of transformation of leadership, with particular importance of organizational change and creating a culture of high-performance managers. Necessities and strains for organizational change are derived from what originates from the agency’s environment, staff, clients, and often from its own leaders, are so widespread as to be considered a constant of human service administration. Influences within the organization such as low morale, fatigue, inadequate management skills, and high turnover can also present change opportunities. Program redesign, agency reorganization, developing program evaluation systems, enhancing diversity, and altering an outdated or dysfunctional organizational ethos can all be done more successfully using planned change processes.

Best leadership for Angel Wings of Love
Since the field of human services is continuously evolving the worker must be able to adapt to change in the area of human services. The paper will explore the common methods of organizational change that a manager or staff member(s) may utilize to improve daily operations or responsiveness. The ascension of hierarchy in human service organizations, expectations of leadership has increased. With this demand and increase, positional power and visibility has attracted the greater attention to and reliance on the manager’s leadership style. Leadership is a key factor in coordinating and aligning the organizational process. As with any aspects of organizational functioning it should…...

Similar Documents

Organizational Structure

...Organizational Structure Organization structure refers to the way organizations strategically allocate workers in performing work and achieving its goals. In the case where a work group is very small and face-to-face communication is frequent, a formal structure may be unnecessary, however in a larger organization decisions have to be made in relation to the delegation of various tasks. Thus, procedures are established that assign responsibilities for various functions. It is these decisions that determine the organizational structure. In an organization of any size or complexity, employees' responsibilities typically are defined by what they do, who they report to, and for managers, who reports to them. Over time these definitions are assigned to positions in the organization rather than to specific individuals. The relationships among these positions can be illustrated graphically in an organizational chart. In this paper, you will learn about Memorial Hospital of Gardena Hospital and their organizational structure. Organizational Structure Memorial Hospital of Gardena (MHG) is a 172-bed hospital with 103 acute beds and 69 sub-acute beds. Accredited by the Joint Commission and licensed providers for the Medicare and Medi-Cal programs, along with the HMO’s, PPO’s and manages care organizations. They offer a full range of diagnostic and therapeutic services designed to meet the needs of patients. They have been serving the community for over 50 years providing a wide......

Words: 1299 - Pages: 6

Organizational Structures

...University of Phoenix MGT 230 Rafael Mendoza 11/28/2012 A company’s organizational structure can determine how effective its management department will be in implementing and executing company decisions. Without a great structure the company may lose its finances, by being inefficient. With that in mind, a company’s organizational structure is geared towards making the company more efficient and successful. UPS like all major organizations has to keep their organizational structure with the times in order to stay productive and successful. I will explore the organizational structure implemented by UPS, and compare it to two other structures. I will evaluate how organizational functions influence UPS’s Organizational structure. Lastly, I will explain how organizational design can help determine which structure is best suited for UPS. After exploring these factors of UPS as an organization, I am sure you will have a deep understanding of why organizational structures are crucial to a company’s success. UPS is a large global operation that was started by two young friends that wanted to start a messenger service. Things have definitely changed since the company started in 1907. UPS has had to change its organizational structure over time because of the rapid growth in technology and employees. Today UPS implements a centralized organizational structure. In this structure UPS has implemented a centralized management committee, the committee makes all major......

Words: 666 - Pages: 3

Organizational Structures

...What is Organizational Development? Organizational Development An organization includes any situation in which two or more persons are involved in a common pursuit or objective. Based on this informal definition then we would like to start our discussion with an assumption that organizations, just like human beings, have cycles of development, each characterized by its specific problems, crises and ways to overcome them. In essence then, Organizational Development is a planned system of change in pursuit of the organization staying relevant to the evolving stakeholder’s needs and environment of operation. Organizational Development is the future readiness of an organization to meet change and a thus a systemic learning and development strategy intended to change the basics of beliefs, attitudes and relevance of values, and structure of the current organization to better absorb disruptive technologies, shrinking or exploding market opportunities and ensuing challenges and chaos. Organizational Development deals with improving a company’s performance and individual development of its employees. Organization development is an ongoing, systematic process of implementing effective organizational change. Organization development is known as both a field of applied behavioral science focused on understanding and managing organizational change and as a field of scientific study and inquiry. It is interdisciplinary in nature and draws on sociology, psychology, and theories of...

Words: 1584 - Pages: 7

Organizational Structure

...Organizational Structure and Culture Jessica C. Johnson NUR 492 05/20/2013 Sylvia Ellington Organizational structure is the framework around which a facility is organized; it functions by telling its employees how the organization is put together, how it works, how leadership is chosen and how decisions are made ("Businessdictionary.com", n.d.). Organizational structure determines how roles, responsibility and power are assigned and how information is shared between different departments as well as management. According to Sullivan, 2013, various structures have been utilized over time and include: functional structures, hybrid structures, matrix structures, and parallel structures; based on the reading I feel the agency I work for functions through a functional organizational structure. * Some argue that functional departmentalization allows for greater operational efficiencies in that employees with shared skills and knowledge are grouped together by functions performed. * Some argue that functional departmentalization allows for greater operational efficiencies in that employees with shared skills and knowledge are grouped together by functions performed. * Some argue that functional departmentalization allows for greater operational efficiencies in that employees with shared skills and knowledge are grouped together by functions performed. * Some argue that functional departmentalization allows for greater operational efficiencies in that......

Words: 1827 - Pages: 8

Organizational Structure

...Organizational Structure University of Phoenix Organizational Structure Organizational structure is the way a specific organization sets its roles and responsibilities so that it can operate efficiently and pursue its strategic goals. It defines the hierarchy of an organization and determines how roles, reporting structures, and processes, procedures, products, systems, customers, and possibly geographical responsibilities are commissioned and monitored. Organizational structure also directs how information flows throughout the organization. Two types of organizational structures exist, vertical and horizontal. The vertical structure deals with the individuals who possess the authority or right to make decisions. Board of directors and chief level executives, or the top management team, make up the top of the hierarchy. The vertical structure also identifies the span of control, delegation, responsibility, authority, and accountability. The horizontal structure deals with line departments and staff departments set up to work directly with the organizations key products, services, and customers. Within the two types of organizational structures exists four organizations, functional, divisional, matrix, and network. The functional organization allows jobs to be departmentalized around job functions like human resources, customer service, and marketing. The divisional organization allows jobs to be departmentalized around products, customers, or regions. ......

Words: 1424 - Pages: 6

Organizational Structure

...Introduction of Organizational structure 1.1.1 Background of Organizational structure The environment is dynamic and is changing day by day. Organization set up in such dynamic environment needs to adapt and survive in such hostile conditions to achieve the organizational goals and objective. Organizational structures developed from the ancient times of hunters and collectors in tribal organizations through highly royal and clerical power structures to industrial structures and today's post-industrial structures. As pointed out by L. B. Mohr, the early theorists of organizational structure, Taylor, Fayol, and Weber "saw the importance of structure for effectiveness and efficiency and assumed without the slightest question that whatever structure was needed, people could fashion accordingly”. Organizational structure was considered a matter of choice. When in the 1930s, the rebellion began that came to be known as human relations theory, there was still not a denial of the idea of structure as an artefact, but rather an advocacy of the creation of a different sort of structure, one in which the needs, knowledge, and opinions of employees might be given greater recognition." However, a different view arose in the 1960s, suggesting that the organizational structure is "an externally caused phenomenon, an outcome rather than an artefact." In the 21st century, organizational theorists such as Lim, Griffiths, and Sambrook (2010) are once again proposing that organizational......

Words: 2272 - Pages: 10

Organizational Structure

...Organizational Structure Paper MGT/230 May 19, 2014 University of Phoenix Organizational Structure Many corporations around the world makes use and recognizes the effectiveness of using an organizational structure within their organizations. Organizational structure gives a reflection of how an organization positions their jobs and their employees that gives an end result of accomplishing the company’s direction and goals. In larger companies they benefit more due to the multiple task that they present as for smaller companies may not have many task or find it unnecessary for company. Due to this, plans of action need to be set into place so that they can establish and tackle responsibilities for the many different functions that are used by the organization. Typically, and organization is responsible for creating or establishing the skills that the employees have, hoe their duties are preformed, and who those employees need to report to. Different factors play a huge role in what type of organizational structure and organization makes use of. Few factors include; what kind of work the company performs, how big or small the company is, geographic location of the company, the various products the company has, and even what kind of revenue dose the company manage to produce. In this paper, it will discuss the organizational structure for Wal-Mart. The comparison and contrast of different types of organizational structures that differs from Wal-Mart’s type....

Words: 1238 - Pages: 5

Organizational Structure

...Organizational Structure Dr. Queensberry Human Resource Management Foundation 500 November 14, 2013 Job Analysis is a process to identify and determine in detail the particular job duties, requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person (McCarthy, 2014). According the McCarthy the purpose of job analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal. Determining Training Needs Job Analysis can be used in training/"needs assessment" to identify or develop: •training content •assessment tests to measure effectiveness of training •equipment to be used in delivering the training •methods of training (i.e., small group, computer-based, video, classroom...) Compensation Job Analysis can be used in compensation to identify or determine: •skill levels •compensable job factors •work environment (e.g., hazards; attention; physical effort) •responsibilities (e.g., fiscal; supervisory) •required level of education (indirectly related to salary level) Selection Procedures Job Analysis can be used in selection procedures to identify or......

Words: 1716 - Pages: 7

Organizational Structure

...Organizational Structure Human Resource Management Foundations HRM 500 August 10, 2014 Willis retailers prides itself on excellent customer service and superior products for our consumers. We are successful because of our customers as well as our employees, which is why we must attain the highest quality people to give the highest quality customer service. As an HR manager, several tasks are given to recruit the right the people for the right positions and that includes job analysis, job design, selection and performance review. This paper will discuss the approaches and strategies that will be utilized and the advantages and disadvantages of each. Job Analysis Approaches There are several approaches to job analysis that can be used with our organization that would be beneficial, but each analysis has its pros and cons. The Position Analysis Questionnaire (PAQ) approach was developed by McCormick, Jeanneret and Mecham in 1972 is a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs. It measures job characteristics and relates them to human characteristics. The analysis is divided into six categories: interpersonal activities, work situation and job context, miscellaneous aspects, information input, mental processes, and work output. (Noe 2014) Although tedious in its format the advantages to this approach are that it’s extremely reliable which can...

Words: 2161 - Pages: 9

Organizational Structure

...G A N I Z A T I O N S Matrix Organizations Success in a matrix happens when you focus on building a new organization rather than simply installing a new structure. “S I C O N K E Y ince the end of World War II, corporate strategy has survived several generations of painful transformations and has grown appropriately agile and athletic. Unfortunately, organizational development has not kept pace, and managerial attitudes lag even farther behind. As a result, corporations now commonly design strategies that seem impossible to implement, for the simple reason that no one can effectively implement third-generation strategies through secondgeneration organizations run by first-generation managers. Today, the most successful companies are those where top executives recognize the need to manage the new environmental and competitive demands by focusing less on the quest for an ideal structure and more on developing the abilities, behavior, and performance of individual managers.” This assessment of matrix management, published in the Harvard Business Review in 1990, is a stinging portrayal of the state of matrix organizations at the time the article was written. Fortunately, both the times and the ability of organizations to adapt have changed. Organizations have become much more adept in implementing complex structures. However, what has not changed is the key to success in working in a matrix correctly identified in the HBR article—the abilities, behavior and performance......

Words: 4609 - Pages: 19

Organizational Structure

... 1. Introduction 2. Executive summary 3. Theory of organizational structure 4. Types of organizational structure 5. The nature of the organizational structure 6. Case study 7. Task 1 8. Task 2 9. Task 3 10. Conclusion 11. Recommendation 12. Reference Introduction Any operating organization should have its own structure in order to operate efficiently. For an organization, the organizational structure is a hierarchy of people and its functions. The organizational structure of an organization tells us the character of an organization and the values it believes in. therefore, when we do business with an organization or getting into a new job in an organization, it is always a great idea to get to know and understand their organizational structure. Executive summary In this assignment, I describe about the theory of the organization, the types of the organization, and the nature of the organization. As task 1, 2 and 3 I have explain about Paul Rogers’ card design business. Theory of organizational structure The theory of organizational structure is a product of the industrial revolution to help businesses appropriate their workforce. Classical school Henry Fayol is acknowledged as the founder of the Classical Organization theory and is one of the pioneers of management thought. He divided the business activities into six areas- technical, commercial, financial, accounting, managerial functions and protecting the assets of the......

Words: 2500 - Pages: 10

Organizational Structure

...Organizational Structure: Walmart Michele Hileman MGT/230 June 15, 2015 Opening its doors in Rogers, Arkansas, Walmart started a profitable business in 1962. The founder, Sam Walton, could never have envisioned where his company would be in the present. Earning approximately $30,000 in 1962, Walmart has evolved into a multibillion dollar company earning over $15 billion in 2011 (Walmartstores.com, 2012). This evolution could not have come without careful planning, strategic implementation, and control of its business processes. These factors are the deciding factor in choosing the correct organizational structure. Taking cues from its needs, Walmart has a created a hierarchal structure that is departmentalized to leverage the skills and strengths of the employees involved in the department. Spearheading the organization is Chief Executive Officer (CEO) Mike Duke. The CEO is responsible for overseeing many departments including corporate affairs, human-resources, and international affairs just to name a few. All sectors that the CEO oversees are; ASDA Stores, the United Kingdom counterpart to Walmart; global e-commerce; finance; information technology; corporate affairs; legal; merchandise, and replenishment; global customer insights; human resources; sourcing; international; Sam’s Club; and United States Walmart (Walmartstores.com, 2012). Some departments are further split to handle different activities efficiently. ASDA is headed by its own CEO,......

Words: 985 - Pages: 4

Organizational Structure

...Organizational structure is usually defines as “the way that an organization arranges people and jobs so that its work can be performed and its goals can be met. Organizational structure usually defines the character of an organization by influencing the way it operates through thought and reaction. As for organizational function, it differs in such way that it divides employees into units based on job function. This type of organizational function seems to work well in large companies that mass produce goods at low prices or services. With that being said, as I relate organizational structure and functional structure to the role of the human resource teams I find that this particular group is by far one of the most important entities in a company’s make up outside of the employees/laborers. The human resource team can play a critical role in organizational structure by helping their companies adopt strategies which foster both cost-effectiveness and employee commitment. They also help with functionality by providing effective communication, charts, and the development expertise in specific areas such as employee relations or reward management. I never really gave HR as much thought but I now understand that a lot more is involved than just interviews, hiring and job placement. There are three basic technologies types used to characterize how work is to be done in firms. There are small batch technologies, large batch technologies and then continuous process technologies...

Words: 509 - Pages: 3

Organizational Structure

...Organizational structure is a type of framework used in businesses. Its purpose is to find the most effective way to delegate roles, power, and responsibilities to its employees and departments. It also controls and coordinates how information flows between different departments and levels of management in an organization. Having a proper organizational structure will allow a company to implement better operating procedures, and dictate which employees help in making decisions or shaping the organization. Based on an organizations goals and objectives it may be structured in many different ways. Two important structures include Mechanistic and Organic structures.   Mechanistic structures are mainly for companies that operate in a stable environment, use a centralized approach of authority, and maintain strong loyalty for management. Organizations that use a Mechanistic type of structure generally do not need to change or adapt their structure. This is mainly due to lack of innovation, creativity, and quick decision analysis not needed. Examples of organizations using Mechanistic structures include colleges and universities. If you think about it, they have long and strict registration procedures, rarely have to adapt or change in order to keep students enrolling, and most students tend to maintain high loyalty or obedience toward their instructors.   Mechanistic Structures Include: –          Belief upper management is better capable of making decisions –         ......

Words: 377 - Pages: 2

Organizational Structure

...Kacy Roder Organizational Behavior Organizational Structure The banking industry is affected by changes within the markets that it conducts business. As an international investment bank, Morgan Stanley faces domestic and international challenges that can affect the company’s structure and culture. The three most difficult challenges global companies face is to “appreciate the differences that exists between countries; benefit from the global knowledge to improve organizational behavior and procedures; and to use global learning to find better ways to respond to global crisis” (George & Jones, 2008). As the company increases its international presence, they should also appreciate diversity in the workplace by hiring a diverse workforce. The banking environment is a very competitive marketplace. Each bank seeks to make a profit and set itself apart from the competition. “Companies must experience superior financial returns to possess a significant advantage over their competitors. To accomplish this, they must have competitive advantage in cost leadership, differentiation, and focus” (George & Jones, 2008). Employees need to be trained effectively to completely understand their role within the organization and be aware of competitor offerings to maintain market share. Morgan Stanley is also affected by demographics and social forces. Effective communication is the key to ensure information is provided to employees in a timely manner using......

Words: 279 - Pages: 2