Table of Contents
1.1 Compare and contrast the organizational structure and organizational culture.
1.2 Impact of organizational structure and culture on the businesses of Microsoft and SAMSUNG
1.3 Factors that affect individual behavior at the workplace of Microsoft
2.1 Compare the effectiveness of different leadership styles in different organizations.
2.2 Explain how organizational theory underpins the practice of management
2.3 Evaluate the different approaches to management used by different organizations.
2.4 The different approaches to management used by Microsoft and SAMSUNG.
3.1 Impact different leadership styles on motivation within a period of change.
3.2 Compare the application of different motivational theories within the Microsoft
3.3 Evaluate the usefulness of a motivation theory for managers.
4.1 Explain the nature of groups and group behavior within organizations.
4.2 Discuss factors that may promote or inhibit the development of effective teamwork in organizations
4.3 Evaluate the impact of technology on team functioning within a given organization.
OB (Organizational behavior) is the learning of equal team as well as person act or movement in an association. Exterior, as well as interior viewpoints, are two hypotheses of how organizational behavior can be analyzed by organizations. OB (Organizational behavior) is the learning of the method of public interrelates in teams.
This assignment is grouped into four main tasks. The first task describes the assessment of the organization’s culture as well as the structure of Microsoft and SAMSUNG. It also concentrates on the connection between Microsoft’s cultural and structural forces. Moreover, it notes on the issues that control the person’s performance in Microsoft. The second task highlights the contrast of diverse management approaches in numerous organizations. It also notes the numerous administrations perform in the two associations and describes the hypothesis supports that connect to their administrative policies. Further, it clarifies the numerous administration methods applied in diverse organizations. The third task explains numerous management methods may have on inspiration in associations in times of modify. It also concentrates on the contrast of a number of inspirational hypotheses in the place of work. The four tasks describe the characters of teams and team performance in Microsoft. Lastly, it notes the force of equipment of group operation in Microsoft.
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1.1Compare and contrast organizational structure and organizational culture
As Huczynski and Buchanan (2015) note, organizational structure submits to the predictable scheme of job or telling a relation who manages, organizes, or influences staff in order that they perform the work jointly to achieve organization objects. There is the main organization structure: hierarchical, flat, and matrix.
This kind of structure is mostly adopted by small companies and start-ups in their early stage. It’s almost impossible to use this model in larger companies with many projects and employees. The most important thing about this structure is that many levels of middle management are eliminated. This enables employees to make decisions quickly and independently (Creately, 2015).
Diagram: Flat structure Source: Creately(2015)
In a hierarchical organization structure, employees are grouped with every employee having one clear supervisor. This structure is based on a few factors such as functions, geography, product, etc. This is the dominant model among large organizations. For example Corporations, Governments, and organized religions are hierarchical organizations with different levels of management, power, or authority (Creately, 2015).
Diagram: Hierarchical structure Source: Creately (2015)
In a matrix organizational structure, the reporting relationships are set up as a grid, or matrix, rather than in the traditional hierarchy. It is a type of organizational management in which people with similar skills are pooled for work assignments, resulting in more than one manager to report to (Creately, 2015).
Diagram: Matrix structure Source: Creately (2015)
Organizational culture is the mixture of principles, customs, viewpoint, strategy, or manners which incorporates an insidious structure for every staff in associations (Mc Lean and Marshall, 2013). As Huczynski and Buchanan (2011) note, there are four types of cultures are applied in associations that are described as below:
Role culture depends on the strength of strong organizational pillars, for instance, finance, purchasing, and production. Bureaucracy is exercised and works with coherence and rationale. Position power is the predominant source of power and the role or job definition is more important rather than the individual (Mullins, 2015).
Diagram: Role culture Source: Mullins (2015)
A type of organizational culture wherein the central figure exercises power on a personal basis commonly found in the small entrepreneurial organizations and relies on trust, recognition, and personal communications to be more effective. There are relatively few rules and policies and little bureaucracy (Mullins, 2015).
Diagram: Power culture Source: Mullins (2015)
Few organizations may have this type of culture like groups of barristers, engineers, architects, consultants, and doctors. Individuals exercise complete autonomy and any influence over them is likely to be on the backbone of personal power (Mullins, 2015).