organizational structure essay introduction

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Organization and Structure

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There is no single organizational pattern that works well for all writing across all disciplines; rather, organization depends on what you’re writing, who you’re writing it for, and where your writing will be read. In order to communicate your ideas, you’ll need to use a logical and consistent organizational structure in all of your writing. We can think about organization at the global level (your entire paper or project) as well as at the local level (a chapter, section, or paragraph). For an American academic situation, this means that at all times, the goal of revising for organization and structure is to consciously design your writing projects to make them easy for readers to understand. In this context, you as the writer are always responsible for the reader's ability to understand your work; in other words, American academic writing is writer-responsible. A good goal is to make your writing accessible and comprehensible to someone who just reads sections of your writing rather than the entire piece. This handout provides strategies for revising your writing to help meet this goal.

Note that this resource focuses on writing for an American academic setting, specifically for graduate students. American academic writing is of course not the only standard for academic writing, and researchers around the globe will have different expectations for organization and structure. The OWL has some more resources about writing for American and international audiences here .

Whole-Essay Structure

While organization varies across and within disciplines, usually based on the genre, publication venue, and other rhetorical considerations of the writing, a great deal of academic writing can be described by the acronym IMRAD (or IMRaD): Introduction, Methods, Results, and Discussion. This structure is common across most of the sciences and is often used in the humanities for empirical research. This structure doesn't serve every purpose (for instance, it may be difficult to follow IMRAD in a proposal for a future study or in more exploratory writing in the humanities), and it is often tweaked or changed to fit a particular situation. Still, its wide use as a base for a great deal of scholarly writing makes it worthwhile to break down here.

• Introduction : What is the purpose of the study? What were the research questions? What necessary background information should the reader understand to help contextualize the study? (Some disciplines include their literature review section as part of the introduction; some give the literature review its own heading on the same level as the other sections, i.e., ILMRAD.) Some writers use the CARS model to help craft their introductions more effectively.
• Methods: What methods did the researchers use? How was the study conducted? If the study included participants, who were they, and how were they selected?
• Results : This section lists the data. What did the researchers find as a result of their experiments (or, if the research is not experimental, what did the researchers learn from the study)? How were the research questions answered?
• Discussion : This section places the data within the larger conversation of the field. What might the results mean? Do these results agree or disagree with other literature cited? What should researchers do in the future?

Depending on your discipline, this may be exactly the structure you should use in your writing; or, it may be a base that you can see under the surface of published pieces in your field, which then diverge from the IMRAD structure to meet the expectations of other scholars in the field. However, you should always check to see what's expected of you in a given situation; this might mean talking to the professor for your class, looking at a journal's submission guidelines, reading your field's style manual, examining published examples, or asking a trusted mentor. Every field is a little different.

Outlining & Reverse Outlining

One of the most effective ways to get your ideas organized is to write an outline. A traditional outline comes as the pre-writing or drafting stage of the writing process. As you make your outline, think about all of the concepts, topics, and ideas you will need to include in order to accomplish your goal for the piece of writing. This may also include important citations and key terms. Write down each of these, and then consider what information readers will need to know in order for each point to make sense. Try to arrange your ideas in a way that logically progresses, building from one key idea or point to the next.

Questions for Writing Outlines

• What are the main points I am trying to make in this piece of writing?
• What background information will my readers need to understand each point? What will novice readers vs. experienced readers need to know?
• In what order do I want to present my ideas? Most important to least important, or least important to most important? Chronologically? Most complex to least complex? According to categories? Another order?

Reverse outlining comes at the drafting or revision stage of the writing process. After you have a complete draft of your project (or a section of your project), work alone or with a partner to read your project with the goal of understanding the main points you have made and the relationship of these points to one another. The OWL has another resource about reverse outlining here.

Questions for Writing Reverse Outlines

• What topics are covered in this piece of writing?
• In what order are the ideas presented? Is this order logical for both novice and experienced readers?
• Is adequate background information provided for each point, making it easy to understand how one idea leads to the next?
• What other points might the author include to further develop the writing project?

Organizing at the sentence and paragraph level

Signposting.

Signposting is the practice of using language specifically designed to help orient readers of your text. We call it signposting because this practice is like leaving road signs for a driver — it tells your reader where to go and what to expect up ahead. Signposting includes the use of transitional words and phrasing, and they may be explicit or more subtle. For example, an explicit signpost might say:

This section will cover Topic A­­ and Topic B­­­­­.

A more subtle signpost might look like this:

It's important to consider the impact of Topic A­­ and Topic B­­­­­.

The style of signpost you use will depend on the genre of your paper, the discipline in which you are writing, and your or your readers’ personal preferences. Regardless of the style of signpost you select, it’s important to include signposts regularly. They occur most frequently at the beginnings and endings of sections of your paper. It is often helpful to include signposts at mid-points in your project in order to remind readers of where you are in your argument.

Questions for Identifying and Evaluating Signposts

• How and where does the author include a phrase, sentence, or short group of sentences that explains the purpose and contents of the paper?
• How does each section of the paper provide a brief summary of what was covered earlier in the paper?
• How does each section of the paper explain what will be covered in that section?
• How does the author use transitional words and phrases to guide readers through ideas (e.g. however, in addition, similarly, nevertheless, another, while, because, first, second, next, then etc.)?

WORKS CONSULTED

Clark, I. (2006). Writing the successful thesis and dissertation: Entering the conversation . Prentice Hall Press.

Davis, M., Davis, K. J., & Dunagan, M. (2012). Scientific papers and presentations . Academic press.

ESSAY SAUCE

FOR STUDENTS : ALL THE INGREDIENTS OF A GOOD ESSAY

Essay: Organisational Structures: An Overview

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INTRODUCTION AND DEFINATION OF ORGANIZATION According to the (council dictionary fourth edition, p 1103) organisation means means union organization comprising parts and other people in a body (association, corporation, etc.) for specific purposes (mutual interest ). According to (Professor Schein (1973), the organization serves as a rational adjustment of human activity in order to achieve the goals set by the division of labor, and also functions through authoritative hierarchy ) . (Ralph Davis (1951) also quote that the organization is a group of a number of a group of large men who worked under one head or manager to achieve an objective) Chester Barnard in his book, “The Function of the Executive” published by Harvard University Press, 1938, said that the organization is a system of personal power activity, consciously coordinated to achieve organsation goal. (Ralph M. Stogdill, the author of “Dimensions of Organizational Design” output of Pittsbury University Press, 1966,) defines the organization as a system of work that is done with structure that contains position and feelings are shaped and determined in advance of the role and the position filled by actors or workers. However what is important in the definition of organization is that it is a group that has certain parts in it which consists of a group of people who work together and help each other and their surroundings are interwined with each other in order to achieve the objectives and goals of individuals, groups or organization. Based on the chart, the Department of YAYASAN TERENGGANU has established the functional structure of different tasks or work to achieve the objectives and goals of the plan. Refering to a functional structure that has formed above, the Director General of YAYASAN TERENGGANU has the highest function power where he is responsible for administering and directing an organization with established policies, rules, working methods, making legal advise, coordinate the activities of the organization, department or unit / interior and goals of the organization , There are two parts function under the direct order Director General which is the Deputy Director (Operations) and Director General (Development) where both the function serves as chairman of the unit / section below. The parts have different functions or tasks workflow. In addition, the functional structure is also designed to enable many individuals with expertise and experience in controlling and supervising the work of each taskforce . Besides, it can provide opportunities for member organizations to learn from other people and become more efficient in their job. Thus, indirectly it has facilitated the process of controlling and adjusting the good work. In addition, the functional structure has been set up to facilitate the work and service operation which is designed to run more smoothly. In addition, the functional structure serves as the focus and gather members or employees to facilitate organisational needed skills and use certain skills where the staff are needed. This functional structure allows the division of labor as a whole and indirectly facilitate the process of communication and interaction that can improve the ability and efficiency in producing the best technique in performing its obligations and is the best way to resolve any problem Moreover, it also facilitates the performance of some top managers know- how divisions, units or departments within an organization. The work done or carried as a whole can be adjusted for all activities and skills will be classified or grouped in one place / divisions under one head. In addition, the division function makes supervision easier because each unit has a chief and specific skills. In addition, the function can be used according to the change of the work, fast and effectively done

THE BENEFITS OF FUNCTIONAL STRUCTURE 1) The task of supervision becomes easier because each head of department has and equipped with specific skills. 2) Any functional problem between units, departments and divisions can be easily identified and brought to attention immediately 3) Resources can be used efficiently 4) The functions and individual position is clear. 5) Expertise, knowledge, skills and experience can be consolidated or combined among individuals.

THE DISADVANTAGES OF FUNCTIONAL STRUCTURE 1) The response time might be slow and interupted because of waiting above from higher authority 2) It does not encourage innovation between staff and its perspective of view is narrow 3) Recaiving feedback may be slow because of the units, departments and divisions current un-done task 4) It contributes unto the lack of communication between units, departments and divisions. 5) It is weak in addressing all individual needs because of the slowness might occured in terms of action plan that can leads to un-achievable organisational objectives

Retrieved from : http://www.airasia.com/iwov-resources/my/common/pdf/AirAsia/IR/annual-report-2007b.pdf1.2 THE GEOGRAFIC STRUCTURE OF AIR ASIA ORGANISATIONAL BRANCHES IN VARIOUS COUNTRIES

The organizational structure of geography divide the workers by geographical area designated as below at different part of its bracnches operation . It was formed on the request of customers who are far away or outside an organization’s operations center. The organizational structure of geography in operation among different staff is responsible for carrying out business activities in designated locations. The chart below shows an example of the organization of geographical structure adopted by The Air Asia Management . At below of the image, I also present the advantages and disadvantages of the organizational structure of geography. In this geographic structure, units and divisions based on the places and the geographical area. This structure is suitable when companies or offices operate in many different geographical areas in which the state, religion and country. In addition, the geographical structure is the coordination of work and workers in the unit or where different parts are all responsible for each of the organization or activity in a specific geographical area. Based on the geographical structure chart of the Air Asian Management , it has expanded its production in some specific geographical area. The advantage gained is the company able to expand its business across borders including financial markets , social relationships and the resulting product or products to the local market. In addition, the company is able to foster a closer relationship between places worldwide. The company is also able to expand the understanding and friendship between the peoples of the world with opportunities for personal conversion that is progressively emerged. Thus indirectly the company has formed or able to meet its own slogan which is “Now, Everyone Can Fly”. In addition, the company is also able to improve the standards prescribed or used in the ranking of global requirements such as the standards prescribed or used in the ranking of global requirements such as copyright law. The company on the other hand is also able to shape the universal’s value and get the technology needed to help in spreading its market (marketing) throughout the world. The company is also conducting management activities between the border and the processes of development which will be adopted when the emergence of a global market in the future. In addition, these companies are also more frequent use of advanced technologies because it often built connection or get connected between the border and to develop a global telecommunications infrastructure

ADVANTAGES OF GEOGRAFIC STRUCTURE 1) The whole organisation is able to use the expertise of all staff in ‘worldwide’ speaking according to the geographical location of the organization. 2) Products and services can be produced and marketed to different countries thus, make marketing job easier and effective 3) It is able introduce the organization to the world. 4) The organization becomes larger. 5) ) It can reduce organisation costs by putting the resources of the organization closer to the geographical area specified.

DISADVANTAGES OF GEOGRAFICAL STRUCTURE 1) There might be difficulty in coordinating the departments in the geographical area because its location that isfar from each other.

2) Lack of control might occur to each geographical department of the organization

3) Redundancies can happen

4) It can not guarantee the full loyalty of employees to the organisation

5) The existence of a change in products ( travelling ) and services as cultural factors, physical and weather

Retrieved from : http://kamarularnizam.blogspot.com/2015/02/contoh-pbs-pengajian-perniagaan.html

1.3 THE PRODUCT STRUCTURE OF SAMSUNG COMPANY The product is the output of an organization that can be produced in the form of goods or service . This refers to the coordination of work between workers in a unit or the other. This means each unit hold different responsibility to produce the output of products or services that have been set. The advantage of this section is to allow employers and employees to broaden their experience and expertise in relation to the overall activities of the products or services to be offerd. Accordingly, this allows management to assess the performance of work done in each work unit. From the image of product structure below , SAMSUNG company is capable of designing and producing a wide range of different products which generally meet the needs of everyone. All of these products are produced in different part or unit of work and function. Each division will be headed by a chairman and a chief that is responsible for coordinating the work or production activities as well as other activities such as purchasing, marketing and distribution of any products. Products produced by SAMSUNG company headed by a chairman with responsibility to ensure the product is produced in accordance with the criteria set and ensure marketing, distribution is done correctly. Thus working to produce each product is easy because each product will be distributed to the head that will manage it and supervise it The separation of individual products and these products have facilitated the production of such products. This separation is important because it can generate and collect ideas and brilliant creative in producing these products to market s. Each product has a function, purpose, use, benefits and advantages of its own. The resulting product is equipped with features such as it is psysicalll attractive, colorful, and the materials used to form the product . ( in eaxample: how a new I-Phone is formed with its colourful structure and its function) Apart from the physical characteristics SAMSUNG companies also produce products based on non-physical characteristics such the image, concept and its flexibility to use. These features make the users and buyers interested in purchasing. With the diversity of the products it can also solve the needs of purchasers or users and the importance of such a requirement in other words, the higher term needs of a person, the higher the consumer is willing to buy The company further then makes high quality products and good price comparable with other competitors after a thorough discussion of each of the products made

THE BENEFITS OF PRODUCTS STRUCTURE 1) Managers and employees can develop their talents, their experience and expertise in product development activities. 2) Managers in every department can monitor the activity of each unit and staff in the production of the product under operation. 3) A very clear lines of responsibility between departments. 4) The structure of the product is very suitable for large-sized organizations. 5) It is appropriate for organizations that produce various kind of products

THE DISADVANTAGES OF PRODUCTS STRUCTURE 1) The Manager is focused only in products management 2) There is a lack of communication between departments and its staff 3) The cost of the operation is big because each department has its own managers and experts. 4) It requires a high amount of workforces . 5) It does not promote cooperation which is a very important value because each department is of different expertise

Retrieved from : http://www.ibm.com/developerworks/rational/library/apr05/hanford/

1.4 MATRIX STRUCTURE OF AN ORGANISATION DOING SITE PROJECT( IBM INTERNATIONAL COMPANY

Matrix structure is a result of two or more of the combined organization at the same time and the matrix structure is suitable for use when an organization has to handle a large project or task at a time. It is very complicated and complex structure as of individuals from different organizational structures work together to control and ensure the success of a project to achieve the intended purpose. There are some factors that distinguish this matrix structure that differentiates with other structures such workers report and work-related contact of two ifferent supervisors or managers. “Matrix structure developed as a way to improve horizontal coordination and information sharing” (Richard. L Daft, 2008). Managers have a responsibility to ensure the success of the projects undertaken while the departments of other acts to maintain technical competence in their work. (Harold Kerzner, 2003) also quote that there were certain rules that exist for the construction of a matrix structure 1) “participant must spend full time on this project to ensure the loyalty” 2) “there must be good communication channels between managers and independent access” 4) “there must be a quick and effective methodto resolve the conflict ”

For organizations like this ( image 1.4 ) that are experts iin commissioning employees from different units and parts to perform tasks for one or more projects led by a project manager. The project was carried out on a temporary or contract where its members consist of different functional departments that collaborate in carrying out the project. In this structure, the manager will be responsible to his supervisor or the head. There are lots of advantages to be obtained. Including the presence of matrix functions provide flexibility (flexibility) to the organization. Besides, it enable the employee to discipline themselves to do two or more tasks provided with full responsibility. It also stimulates the matrix function of co-operation between the employees and other employees in two or more work done. Among other advantages derived from this organizational structure is that they can learn new skill at one time during the working process. Matrix organizational structure also allows them to transfer skills to the other participant workers to the areas that are and this in turns help when desperation of skills workes are in demand in certain areas. In addition, the matrix structure of this organization can strengthen the relationship between each worker because they are connected and can carry out their duties in accordance with the requirements set. This organizational matrix structure will also be able to further develop desired goals and is of good use when the organisation need to use two or more employees to perform two or more tasks / work in an organosation ADVANTAGES OF MATRIX STRUCTURE IN AN ORGANISATION 1) It encourage the staff to use resources more effectively. 2) It provides more accurate and extensive information. 3) Collaboration between disciplines and expertise is available to all sections. 4) Flexibility and adaptation to the changing environment. 5) It fosters the spirit of cooperation which is an important asset for all organisation

THE DISADVANTAGES OF A MATRIX STRUCTURED’S ORGANISATION 1) Confusion can happen because there are two directions. 2) It can be a complicated approach because instructions can come between the two sides of different departments 3) More meetings and discussions need to be held to determine action plan 4) Distribution of resources becomes difficult when many projects are carried out simultaneously. 5) There will be a dominant power struggle when there are managers who are more prominent.

Each organization has a clearly established objectives and goals of its own. In general, the organizational chart has been used by many organizations to assist their operations. Without careful planning and the right implication or action plan, the organization would not be able to operate at the level best to achieve the goals set. It also requires knowledge and efficient management of the organization is to ensure great success. In short every organization should take into account every factors either internal or external to make sure every task is done accordingly and smoothly in line with the goals set

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Essay on Organizational Structures

Introduction

The existence of various internal and external factors shape organizations in the corporate world. These factors determine the strengths and weaknesses of an organization. The organization’s success is also based on strategies used to develop and sustain a good relationship among organizational stakeholders. When starting a company, choosing a relevant structure that suits the organization is the best idea, although these structures present some challenges. This paper explores various concepts, theories, and frameworks, which form part of organizational structures.

Factors Determining Stability and Uncertainty in an Organization

Organizational success or failures are based on various factors that determine stability and uncertainty in an organizational setting. Factors include socio-cultural differences, organization legal frameworks, technological aspects, political environment, shareholders, and economic base influence organization stability and uncertainty. Madinda (2014) classified four environmental forces: competitive environment, internal environment, external environment, and general environment, as forces that influence the organizational environment. Below is descriptions of these forces.

Technological Factor

Technology is an emerging trend in the organizational setting and the entire corporate world. Technology involved processes in which various kinds of work in an organization are conducted. It comprises machines, devices, operating systems, hardware, or software. Technology improves access and provision of organizational services to benefit customers, employees, and business associates. Technology enhances the organization’s stability by producing high-quality products and services, allowing the organization to remain competitive in the market. In contrast, technology leads to uncertainty, especially to administrators, when deciding on technological choices due to dynamic and ever-changing technology (Madinda, 2014).

Legal Factor

Madinda (2014) explores legal factors by demonstrating the significance of employment laws that regulate employee’s lives at the organization. These laws safeguard employees from exploitation, including financial, unfair dismissal, discrimination, safety environment, and unbiased decision. These laws protect the welfare of employees, thus increasing their productivity in the workplace. However, these laws present uncertainties to the organization since they are not fixed. The laws subject to amendments over and again based on the employee’s well-being. Besides, these laws are characterized by concerns like inequalities in employment relationship between employers and employees.

Socio-Cultural Factor

Social factors, including leadership approaches and attitudes towards work, are attributed as leading factors to environmental uncertainty. Also, the issues of gender sensitivity and equality pose a challenge to policymakers and administrators. In the workplace, there is a challenge in maintaining an optimum balance between men and women in a leadership position (Madinda, 2014).

Political Factor

The introduction of political systems and reforms has significantly influenced the organizational environment. For example, the introduction of deregulation policies and privatization has negatively undermined various organizations. For example, privatization has given the private sector more freedom to venture into productions initially controlled by the government. As a result, this has motivated investors to impose a high cost of products and services, thus undermining some organizations’ operations and existence, leading to uncertainties (Madinda, 2014).

Comparisons between Open and Closed Systems

As open or closed, the classification of systems in organization is based on systems capacity to interrelate with the environment. An open system can describe as a system that interrelates with its environment and exchanges resources and information with the environment. An open system can be ascribed a ‘self-organizing,’ since the system changes the organization according to changing situations. In contrast, a closed system is one that does not correlate with its environment (Allen & Sawhney, 2015).

From the humanistic management perspective, an open system depicts workers as a team of work organizations that contribute to external influences through values and behaviors, which positively reinforce internal organizational functioning. At the heart of this system, an organization forms part of the external environment. The models of open systems are entrenched on human relations theory, whose characteristics differentiate the open system models from models of closed systems, such as mutual respect, human dignity, motivation, and individual difference. In contrast, the closed system models assume that the external environment, including technological advancement, legal decisions, and demographic features, does not affect the organization’s functioning. As such, models of close systems do not rely on the external environment to solve managerial issues or provide any other explanations. The strategies of central management are believed to be key to solving any issue. In open systems, the external environment contributes significantly to solving organizations’ issues (Allen & Sawhney, 2015).

Additionally, unlike closed systems, open systems are very difficult to understand because of complexities and dynamic interrelationships from external factors. Moreover, employees in an open system are driven by the desire to achieve more for the organization. In case of any issue, every employee expresses commitment to the solution to the issue. However, employees in a closed system do not participate actively in development and providing a solution to problems. This model states that organizational problems shall be addressed only by the management; hence employees have no role. Lastly, a closed system is associated with Max Weber’s bureaucratic model. This model emphasized that highly rational bureaucracy is important in attaining the objectives of the society. In a closed system, bureaucracy gives departments and those in authority to developed mentality that departments and management are more important than the organization. In contrast, open system theorists have a different perception of organizational structure and its role in society. To them, models of open systems perceive organization roles in society to be interrelating and interlocking (Allen & Sawhney, 2015).

Strategies for Enhancing Inter-Organizational Relationships

Building and maintaining a good relationship are at the heart of every organization. Strong inter-organizational relationships among employers, employees, and other stakeholders is key to attaining or organizational goals. The strength of an organization is anchored on the power of connections among organizational stakeholders. Below are ways of building and sustaining the inter-organizational relationship.

A good relationship is based on understanding and learning about other people’s cultures. Knowing one another could lead to increase concern and caring for each other. This will minimize cases of oppression or discrimination in the workplace. A strong relationship is built when employees act boldly on behalf of one another. Besides, establishing collaboration enhance good relations. Collaboration fosters good relations in which individuals communicate effectively and share their thoughts and emotions without any concerns or fear. Likewise, collaboration allows workers to make more informed and profitable decisions. Also, establishing trust among workers is key to creating a healthy setting where relationship-building can be nurtured. Trust builds transparency by enabling employees to understand organizations’ strategies, goals, expectations, and paths for individual development (University of Kansas, 2018).

These relationships can be sustained through various approaches. For example, paying attention to another and helping each other in accomplishing the organizational task. Also, communicating openly encourages good relations by avoiding misunderstandings that could build tensions among workers. Also, scheduling regular meetings sessions brings together workers to share their ideas, perspectives, and suggestions to improve operations within the organization. Regular meetings allows organization stakeholders to read from the same script and provide a win-win relationship among them. Lastly, loyalty is an important value that sustains a healthy relationship. Regardless of the disagreement, with loyalty, workers would respect each other’s opinions (University of Kansas, 2018).

Implications of Organizational Structures

The four basic organizational structures include functional, divisional, matrix, and flatarchy structures. Each organizational structure has different advantages and disadvantages, as discuss below;

This structure is based on an organization being subdivided into smaller units with certain roles and responsibilities. For instance, an organization may have a unit working in finance, another in information technology, and another in public relations. Each unit has a manager or supervisor who reports to an executive. One of the advantages of a functional structure is that employees are clustered according to their skills and experience, thus allowing them to concentrate and contribute their competencies. Also, workers are dedicated and committed to a single role. However, one of the challenges presented by this structure is the lack of inter-departmental communication, whereby decision-making only occurs in the managerial position (Point Park University, 2019).

Many larger corporate institutions use this structure. The divisional structure offers more autonomy to employees within the organization. Also, every unit functions by controlling its financers and resources, thus providing more flexibility to the organization. Under this structure, sub-division can be established geographically, with many units in various parts of the world. This structure is disadvantageous on issues to do with high tax implication and accounting practices.

Matrix structure comprises the functional structure blending with the projected structure. Employees can report to more than one boss, including project managers and department managers. Also, this structure has a lot of flexibility and well-adjusted to decision-making. Employees can also share their expertise across various divisions, leading to the widening of their professional development. However, reporting to various managers lead to confusion. Failure to establish clear functions causes employees to get confused about their duties (Point Park University, 2019).

Flatarchy structure works well with startups or small organizations. This structure provide foundation for more decision making process since there is no bureaucracies or hierarchies involved. Also, this structure encourages innovation since employees are constantly motivated to suggest ideas. Just like other structures, flatarchy could be confusing and inconvenient, especially when everybody is involved in decision-making disagree (Point Park University, 2019).

Various structures influence modern businesses or companies in an organization. Factors including technology, social-cultural factors, among others, determine the company’s stability and uncertainty. The company’s success is also based on developing strategies that create and maintain a good inter-organizational relationship. Based on the basics of organizational structures, each structure has benefits and limitations, as discussed in the paper.

Allen, J. M., & Sawhney, R. (2015). Chapter 2: Open Versus Closed Systems.  SAGE Publications, Inc ,  9781483350707/ , 27–43.  https://www.sagepub.com/sites/default/files/upm-binaries/33001_2.pdf

Madinda, A. S. (2014). THE UNCERTAINTY OF ORGANIZATIONAL ENVIRONMENT IN DEVELOPING COUNTRIES.  International Journal of Emerging Trends in Science and Technology ,  1 (5), 774–782.  https://doi.org/ISSN 2348-9480

Point Park University. (2019, January 28).  4 Types of Organizational Structures . Point Park University Online.  https://online.pointpark.edu/business/types-of-organizational-structures/

The University of Kansas. (2018).  Chapter 14. Core Functions in Leadership | Section 7. Building and Sustaining Relationships | Main Section | Community Tool Box . Ku.Edu.  https://ctb.ku.edu/en/table-of-contents/leadership/leadership-functions/build-sustain-relationships/main

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Fundamental of Organizational Structure Essay

Introduction, planning the organization.

Organization structure is an organized plan or the way of arranging and allocating work to all members for the smooth running of the organization so that the goals can efficiently be reached. This is done by dividing all important areas of the organization and linking them together with employees. This is done to obtain a whole working unit where all the parts coordinate together in delivering the organization’s services. The breaking down of these structures will lead to job greater and higher output for every employee. (Brown, 2001).

The organization whose structure I am going to write about is a furniture manufacturing firm. This firm deals with the manufacturing of furniture by designing them, manufacturing, marketing, and distributing the products to the buyers.

The tasks to be completed to accomplish this mission involves.

• The suppliers who are going to provide raw materials to the industry should be identified. A person who is going to ensure that a constant supply of the raw material to the factory is constant should also be identified. Selection of his/her assistance should also be done.
• Designers of different genres and different kinds of furniture should be identified. This is to satisfy the customer’s taste because various designs will enable them to have a wider choice as concerns to their preferences. There should also be a supervisor to ensure that the work done by the designer is in line with those of the client. He/she will also be responsible for advising the designers in the ways of improving their designs by the changes taking place.
• There should be a production area where the designs which have been drawn will be translated into an actual item. This area will consist of craftsmen or carpenters. There should also be a supervisor to coordinate the development taking place at the design level. He will also be ensuring that the designs which are put on paper will be the exact ones that are being produced. He/she will also be responsible for assessing the amount of work taking place, and if in some way it can be replaced by machines.
• The produced products should be introduced to the consumers by advertising it or by displaying, therefore people dealing with this kind of work should be identified. The team will also be responsible for convincing the buyers to buy the items by displaying their unique features. They will also be responsible for analyzing the requirements of the consumer and putting them on paper to be designed by designers.
• After producing the final product, this product should be ensured that it reaches the final consumer. Therefore, the product has to be ferried to a destination that is close enough to the consumer for easy buy. Therefore, the necessary personnel who will perform this chore should also be identified.
• There should be a unit that will be responsible for the company’s development analysis. This will involve keeping records and balancing the company’s financial records. This will help in monitoring the progress of the firm.
• Personnel rights and also their performance and their recruitment should be handled. Therefore a unit handling issues related to employees in the firm should be set up. They will also be responsible for identifying any gaps and filling them whenever an employee is needed.
• The firm should also have general supervision to ensure that every unit is working by the description of their relevant work. He will also be solving any cases which might arise in day to day running of the firm.

The organization chart below will demonstrate the organizational structure of this firm in detail. (Worthington, & Blyth 2001 p:45).

• Supply – will deal with the supplying of raw material to the firming by ensuring that the firm’s raw materials are constantly available.
• Design – this unit will be responsible for designing different kinds of products which will capture the consumer’s attention. They will also be responsible for noting the customer’s preferences and designing them on paper.
• Production – the designer’s drawings are translated into the real product.
• Finance – this structure will deal with the analysis of the company’s progress in terms of profits making is concerned. They ensure that various records are recorded as it is required.
• Sales and marketing – this structure will deal with the marketing of this product by introducing it to consumers
• Personnel – is responsible for handling all the cases concerning the rights and the performance of the employers.
• Distribution – will be responsible for distributing the firm’s product closer to the consumers.
• General Manager – he/she will be responsible for ensuring that all the structures in the organization are coordinating well. (Casson,2001)

Conduction business in two places might be a real problem for many businessmen. This is because many issues arise. These involve.

• The information flow between different structures in the two organizations will be hindered. This may cause inefficiency because different departments will not be able to work
• There is also the problem of inefficient management and monitoring of the business. This is so because having two businesses requires one to travel from one place to another to ensure that the business is progressing well.
• Having two businesses in different locations means that more employees have to be hired which might result in arising of many issues dealing with the settling of employees cases.
• Timing – having businesses in two locations will lead to poor timing because the work schedules between the two businesses may collide. This may lead to a lack of coordination between the different departments.

The following is an organization chart that includes two businesses.

As the business grows by five more locations, the communication network between the two companies should be established. This can either be done by either using phones with the company’s network or by using the company’s computer network interconnected by a central server.

The issues of untimely coordination when conducting various transaction or when providing services arises. This is so because the information dispersed to various branches might not reach there in time.

Also, the monitoring of various workflows might be a tedious process because all areas should cooperate in order to ensure that there is no branch which is disadvantaged. The following is an organizational chart that includes five branches.

Brown, Stephen A. communication in the design process. London. Spons press. 2001.

Worthington, & Blyth Alastain. Managing the brief for better design. London. Spon press 2001.

Casson, mark. Information and organization.A new perspective on the theory of firm. Oxford, England oxford university press. 2001.

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