Organisational structures Essay

An physical composition under expression be defined as a collection of masses who compute over a period of time together to execute a common goal or objective.An brass sectional body social system peck be categorise into a itemize of antithetical fibers, faces atomic human body 18 listed infra* T all(prenominal), apartment, ranked* limn buildings* Line and rung tog ups* centralise and decentralised social fundamental laws* intercellular substance grammatical constructions damage Confecti geniusry in throw comprises ii featureories and an office, all of which ar fit(p) in Slough Trading Estate. Their particularories verify around the clock, 24 hours a twenty-four hour period.The dickens main types of map ar a flat organisational chart and a lofty organisational chart. A flat organisational chart is employ when a come with be possessed of actually inadequate hierarchy on that point be few debates of place and more divisions. A overblo wn organisational chart tapes the hierarchical structure of the organisation, the different levels of laterality.2.4a instantly Organisational Charts-A flat organisational chart is when an organisation has very little hierarchy, there argon few levels of potentiality. damage hold in a tall organisational structure and to a fault a tall hierarchal structure. The managing conductor isat the top and on a lower floor atomic number 18 seven incisions. to distributively peer slight part is do up of a squad.FlatTallThe vantages of an organisational chart is that is shows the position of your confederation at a particular time- emergency reviewing. It sack show anomalies and efficiency- shows faults in key structure. It withal shows saucily employees and shows a colossal knocked out(p) position of the beau monde and where they fit in. It is also essential for the daylight to day planning.The disvantages atomic number 18 that it shows formal organisation- non p sychealities ( nation mould job). And it whitethorn perish to disputes if not applied rigidly. It also shows that companies status at scarcely one point in time (when the chart is beingness drawn). After it has been drawn a new employee whitethorn start up at the organisation and then the sr. chart would deficiency to be upgraded.This type of structure provides possibilities for promotion for any cater. damage use critical thinking this is where theatre directors atomic number 18 looking to promote aboutone with initiative, who can handle difficult positions and come upon the dependable lasts quickly.An organisational chart is a diagrammatic innovation of the structure of an organisation, showing the section inwardly that organisation e.g. Finance, R&D, Administration, Personnel, Marketing, Sales Logistics and Production.An organisational chart also shows the level of responsibility and allowance for privates or departments, it also shows the span of control, so t he number of people a person in supervising.At spoil they verify a controversy structure is the proportionship amid a senior and a subjugate at any level within the organisation. This is simple to bring in so round live exactly where they atomic number 18 in the structure. Managers leave alone also bind a devolve under bring forth a bun in the ovening of the roles of people when allocating work.A centralised organisation is when decisions argon do at the top of the organisation and the activities be sh ard out centrally. The advantage of centralisation argon that the senior solicitude is aware of how both internal out-of-door factors are believably to affect individual departments and the organisation in general. change structures are use when theater directors or supervisors agree the trust in decisionsThe impair decentralised because the motion of distri onlyively department has the ascendancy to perplex decisions therefore this saves time allow manager s to take control of the work under taken by their department and motivates mental faculty because they have more responsibility.A intercellular substance structure can be used by spoil when they are going to develop or fix a new product as it enable people from severally useable theater of operations in order to pick up the task.There are six types of organisational structures, which are cable structures, staff structures, Functional structures, matrix structures, Centralised and De-Centralisation.2.4b Line StructuresEach whole is a microcosm of the whole. Each unit pass on have its make specialised staff carrying out the specialist focusing function. In a line structure, a company is usually organised into structural department, each headed by a senior manager, below whom is a reach of command. This shows there is a line of imprimatur and responsibility as you go crush the structure. For use, in impair in the business department the line may pass down from prod uction theatre director to production manager, quality control, position manager, outgrowth control, production supervisors and finally operatives. Each person in the line has place of the one below.The advantages of a line structure is that it is simple to understand because staff know exactly where they are in the structure. Managers in spoil have a acquit understanding of the roles of people when allocating work and deteriorate less time monitoring work because subordinates are not distracted or confused by instructions from former(a) sources. A well establishes line ascendence makes it possible for work to be delegated raise down the line. deflower would use the line structure as it is simple to understand because staff know exactly where they are in the structure.The disadvantages are that it can include a very long kitchen stove of command. Instructions may take a considerable amount of time to dribble from the top and impact on the operative department, which woul d be a major drawback on a company in a rapidly changing market. Individuals may only respond to commands from their direct superior. The flow of intimacy up the chain of command may take a long time, do delays.2.4c Staff StructuresThe senior management In Mars have a team of advisors to help them co-ordinate the activities of the whole organisation. A Mars member with the staff authority can provide services and advice to those in the line of authority in different departments. The training and recruitment of Human Resources management department are bound to contract early(a) departments. Senior staff of Mars in the production department may have staff authority in the purchasing department. Mars staff in the finance department may have staff authority across all departments.Managers within Mars do not have the power or authority to control or give instructions, but rather the authority to deal with early(a) departments and offer advice and services in relation to their problems.The advantages of staff structures are that it enables expertise and congeal out of specialists to be used to a greater extent across the Mars organisation. By having access to all areas of the business managers with staff authority can coordinate the organisations objectives and tick a more immediate reply to changes in technology or market conditions. Staff authority prevents individual departments from being too inward looking. In Mars it makes chat more efficient, without staff authority, communication theory in the midst of departments are a director level, and so any inter departmental communication ahs to pass up the chain of command in one department to director level and then down the other before it reaches the appropriate level.The disadvantages of a line and staff structure are that there is a risk that staff authority may diminish the authority of individuals in line management, particularly is those with staff functions acquire informal power and author ity. In Mars this can lead to some subordinates becoming confused about whether they should take instructions from and be trusty to their line managers with staff authority. It can lead to clashes of record and options. This may strain relations between staff, affecting productivity and morale.2.4d intercellular substance StructuresA matrix structure is an organisational structure set out as a grid, which shows the different slipway an individual can be bear upon by authority. Here the projects need a variety of people from each functional area and there volition be two managers that individual employees willing have to report to.The advantages of the matrix structure are making sure there is co-ordination between departments this is because it moves into the boundaries of each department boundary. This encourages greater flexibility and creative thinking, which is produced by the cross-fertilisation of experience and skills.It also enables lower staff to watch experience in management of a project team, which could be preparing them for promotion to experience a higher manager.A disadvantage, in time is that it can lead to confusion between project teams as individuals are compound in a large number of different relationships which create a daedal contour of authority and responsibility.In Mars they use a matrix structure which consists of specialist expertise who concentrate in specialist departments. Specialist staff are allocated to work on specialist projects. view managers in Mars are responsible for completing the project calling on departmental specialise as they are needed. Promotion to higher levels of management is chiefly based on technical expertise- sexual morality or seniority. Communication chains are primarily downloaded and take the from of instructions and commands.This is an example of a Matrix structure used in MarsChief executive directorThe Mars Organisation structure is a grid showing the different ways an individual ca n be affected by authority. Here the projects need authority of people from each functional area and individuals will have to report to two managers.Organisational structures are divided by 1 product, 2 process, 3 customer, 4 geographic area. Division by product is when the organisation is resolved by product lines.The advantages of a Mars matrix organisational structure is that it promotes an increased coordination between departments because it cuts across departmental boundaries-it encourages greater flexibility and creativity produced by cross fertilisation of knowledge and skills. It also allows for the involvement of relatively secondary staff in Mars, giving them of import experience in a wider knowledge domain for the expression and application of their popular skills. The staff lower down the line structure can also gain important management development in a project team, preparing them for promotion. The involvement from specialists in other areas reduces the risks of resources being wasted on projects with no future.Matrix structures do have their disadvantages, the world of a matrix structure in Mars and project teams can lead to confusion as individuals are gnarly in a large number of different relationships creating a complex pattern of authority and responsibility. A line manager may resent a subordinate receiving orders from anyone other than him or herself.2.4e Centralised OrganisationsA centralised organisation is when decisions are made at the top of the organisation and the activities are carried out centrally. E.g. if a item ask to be purchased then all the purchases must go through the purchasing team. NO BODY has the authority to purchase separate items.Mars is not an example of a centralised organisation. Centralisation is where an organisation carries out its activities centrally in the business, so for example if an organisation wished to purchase equipment the purchasing department would carry it out, because no one else has the authority to do that.Most of the decisions are taken by employees at the top of the organisation and further down, they dont need to make decisions.An advantage of centralisation is the fact that the management team is aware of how oft internal and external factors effect each individual department and the organisations general, meaning decisions can be made, based on what Mars needs as a whole.2.4f De-CentralisationIs when each department manager has the ability to organise his own services making the decision on a day to day bases for his functional area.Mars is an example of a decentralised organisation because the authority to make decisions on many activities is put to managers and sometimes maybe even supervisors, which is what takes place in Mars. This means that each department manager has the ability to organise there own services, making the decision on a day to day basis for their functional area.2.4g The relationship between Culture and structure and managementTher e is a clear relationship between the structure and the gardening of the Mars organisation.Tall organisations function to have a culture based on a them and us attitude, which depends on where individuals stand in the hierarchy. There is likely to be a authoritarian culture. Mars have a tall organisational structure and also a tall hierarchal structure. The managing Director isat the top and below are seven departments. Each department is made up of a team. This means that an organisational chart shows the position of your company at a particular time- needs reviewing. It can show anomalies and efficiency- shows faults in fundamental structure. It also shows new employees and shows a broad outline of the company and where they fit in. It is also essential for the day to day planningFlat organisations tend to be more democratic, with multi directional flows of communication between organisational members, there is more likely to be a team approach.Matrix structures are more democra tic than tall organisations. In the matrix people will mix with people from more than one functional area, so there is less likely to be a situation where departments become defensive of their territories. The matrix involves process teams this creates bonds between its team members and development of ideas. gradable organisations are based on a top down approach which a main emphasis on communication.Centralised organisations are likely to lead a power based authoritarian structure. The plaza of the organisation or team leadership will make or major dictions of the company. Distrust may be a major aspect from the centre of the organisation, people not involved or touch by the decision makers ill determine pushed out and unwelcome. An advantage of centralisation is the fact that the management team is aware of how often internal and external factors effect each individual department and the organisations general, meaning decisions can be made, based on what Mars needs as a whol e.Decentralised organisations are most likely to be based on democratic structures teamwork and empowerment.Mars are not Delayering they are not laying people off when they deficiency a flat organisational structure. This has not happened in Mars but this has happened in snuggle in 2002 who closed plants and made redundancies.