Organization structure - Growing Organizations - Culture change
Organization structure affects the culture of the organization and vice versa. For large organization the structure has a highly centralized functionality. This structure contains details and ways in which employees are supposed to follow. The responsibility of employees in such an organization is clearly outlined and the type of organization is thus known as mechanist. On the other hand organizations that are in their start up have a different ways of determining the organizational structure. The employees have a role in determining and shaping the structure of such an organization (Roberts & Hashimoto, 2010). The employees in such an organization do not have a defined role making such structures to be flexible.
The employees of an organization may come and leave and therefore there is need for the leaders to determine the structure of such organization. The leaders must look closely to the various structures of organizations and decide where their organizations fit. The organization culture is at first a difficult thing to decide especially when the organization is new. This is due to employees having different values; some of these values may have negative impact on the organization (Nicotera, Clinkscales, & Walker, 2003). The leader in such a case should ensure that the organization's employees have values that bring about progress.
Culture change can affect the workplace; it is upon the leaders to determine which culture they want in their organizations. Change can be brought about by a leader who wants to change the structure of an organization. Another way of determining the effect of culture change is introducing a new technology which affects the business model and processes. Such changes require the organization to be flexible or adaptable they therefore can either be disruptive or profitable. The choice of the change that the organization may need requires the leader to be very keen in determining them through evaluating how adaptable or flexible the organization is.
[...] Structure and Culture in Growing Organizations Organization structure affects the culture of the organization and vice versa. For large organization the structure has a highly centralized functionality. This structure contains details and ways in which employees are supposed to follow. The responsibility of employees in such an organization is clearly outlined and the type of organization is thus known as mechanist. On the other hand organizations that are in their start up have a different ways of determining the organizational structure. [...]
[...] References Cunliffe, A. L. (2008). Organization theory. Los Angeles: SAGE. Nicotera, A. M., Clinkscales, M. J., & Walker, F. R. (2003). Understanding organizations through culture and structure: Relational and other lessons from the African-American organization. Mahwah, N.J: Lawrence Erlbaum. [...]
[...] To do so they may consider hiring employees with better skills or changing the way the workers handle a certain process this in turn will affect the culture and structure of such companies. Organization structure plays a major role in determining the success of an organization as it determines how employees relate and co-ordinate. Therefore, it reflects the culture, functions and leadership of an organization. Structure can bring problems especially in cases where the organization has many structure levels (Cunliffe, 2008). An example is where the organization has many leaders decision making therefore becomes a problem. [...]
[...] Oliveira, N. (2012). Automated organizations: Development and structure of the modern business firm. Berlin: Physica-Verlag HD. Roberts, C., & Hashimoto, K. (2010). Casinos: Organization and culture. [...]
[...] Change can be brought about by a leader who wants to change the structure of an organization. Another way of determining the effect of culture change is introducing a new technology which affects the business model and processes. Such changes require the organization to be flexible or adaptable they therefore can either be disruptive or profitable. The choice of the change that the organization may need requires the leader to be very keen in determining them through evaluating how adaptable or flexible the organization is. [...]
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