Organizational behavior is the process of study which examines how organizational structures impact the behavior within the organizations (Mullins, 2007). As Huczynski et al (2010) discuss, organizational behavior can be investigated through multiple levels and viewpoints including within the organization, and outside the organizations. Consequently, organizational behavior is divided into two categories: Macro organizational behavior, and Micro organizational behavior. Micro organizational behavior focuses on group dynamics and individuals in an organizational framework. Macro organizational behavior emphasizes entire organizations including company structure, business strategies, adaption, as well as a contingency plan. This paper outlines several factors of companies’ behavior, mainly organizations’ structure as well as culture.
The finding of this report is from tutors’ lectures and notes, different texts books, journals, websites, etc.
The first section of this paper has outlined relationships between structures and culture of the organizations focusing on a company called Bosco Plastic. The second section has looked into the matter of management as well as leadership based on an organization named Greenscape. The third section has analyzed several motivational models emphasizing a specific company named Fancy Footwear. The final section has focused on teamwork in companies based on a company called Britannia Home Manufacturers.
1.1 Compare and contrast different organizational structures and cultures
1.1.1 Organizational structures
Organizational structure is a group of strategies and policies which share value to meet a particular organization’s objective (Huczynski, 2010). Different organizations practice different organizational structures: Matrix, bureaucratic, enterprise, individual, and hybrid.
According to Mullins (2007), in an individual structure, decision-makers directly interact with the team members to make a decision as soon as possible. This structure is based on consumers and products. This structure is related to strategies. Enterprise structure includes different skills within functional departments. This structure is related to employees and technologies. This structure can be formed on the basis of functions. The bureaucratic structure follows top-down structures dividing divisions and departments. This structure base on departments and locations. This structure is related to the environment. Matrix structure combines individual and enterprise structure. This structure is formed based on department and activities. This structure is related to human resources, strategies, environment, and technology.
1.1.2 Organization Cultures
Cultures of organizations are the style including shared value, self-image, norms, and symbols, etc (BPP, 2010). Culture can be divided into power culture, role culture, task culture, and person culture. In a power culture, the owner controls the whole organization. In role culture, organizations are authorized by responsible managers. In task culture, organizations are controlled by a team of workers where there is no specific responsible person. In-person culture, an individual is subordinate and responsible to the particular task of organizations (Mullins, 2007).
Bosco Plastic Ltd would be successful using decentralize rules and procedures because it will improve decision-making, use of specialization, as well as the economy of scale. It will also reduce the overall overhead costs. The decentralized management will also provide consistent strategies and prevent sub-unit. In my opinion, specific empowerments, as well as a delegation to groups and/or sub-units, are important to enjoy a measure of independence and autonomy in Bosco Plastic.
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1.2 Explain how the relationship between an organizations structure and culture can impact the performance of the business
Bosco Plastic mainly has given attention to its overall productivity and research out. The company has observed that after implementing new rules and regulations the employees have been de-motivated and their performance has been down, consequently the research out and company productivity has been reduced slowly.
After seeing this decreasing trend, company management has decided to analyze, evaluate, and revise all of the formal procedures to deal with the crisis and to turn back the productivity and research output. The new chief and board of directors have found out that the previous leadership was very hard and autocratic. New ideas by talent researchers did not come into action and productivity immediately through company hierarchy. Talent and graduate researchers were totally shackled because of worse management and their anarchy. Employees behaved worse with de-motivation and non-inspiration. Consequently, the new management has thought to be softer and liberal to motivate and inspires the staff mainly the talent researchers to improve their performance.
The old leadership in Bosco Plastic kept record employee performance records monthly but send the recommendation to the HR department at the end of the year, where HR allocated rewards like promotions, bonuses, raise wages/salaries, lunch breaks, etc. The old leaders practiced firings as well as hiring procedures yearly when they got recommendations from the line managers……………………..