Chapter 9 Departmentalization

Organizational Structure
What is an Organization ?
A social unit of people, systematically structured
and managed to meet a need or to pursue
collective goals on a continuing basis.
Why do we need an Organizational
Structure ?
All Organizations have a management structure
that determines the relationships b/w
functions and positions and subdivides and
delegates roles, responsibilities and authority
to carry out defined tasks.
Organizational Structure
It is a framework within which an Organization
arranges it’s lines of authorities and
communications and allocates rights and
duties.
Types of Organizational Structure
1. Tall Organizational Structure
2. Flat Organizational Structure
3. Virtual Organizational Structure
4. Boundary less Organizational Structure
Tall Organizational Structure
• Large, complex organizations often require a taller
hierarchy.
• In its simplest form, a tall structure results in one
long chain of command similar to the military.
• As an organization grows, the number of
management levels increases and the structure
grows taller. In a tall structure, managers form
many ranks and each has a small area of control.
Flat Organizational Structure
• Flat structures have fewer management levels,
with each level controlling a broad area or group.
• Flat organizations focus on empowering
employees rather than adhering to the chain of
command.
• By encouraging autonomy and self-direction, flat
structures attempt to tap into employees’ creative
talents and to solve problems by collaboration.
Virtual Organizational Structure
• Virtual organization can be thought of as a way in
which an organization uses information and
communication technologies to replace or augment
some aspect of the organization.
• People who are virtually organized primarily interact
by electronic means.
• For example, many customer help desks link
customers and consultants together via telephone or
the Internet and problems may be solved without ever
bringing people together face-to-face.
Boundary less Organizational Structure
• A boundary less Organizational structure is a
contemporary approach in Organizational design.
• It is an organization that is not defined by, or limited to
the horizontal, vertical or external boundaries imposed
by a pre-defined structure.
• It behaves more like an organism encouraging better
integration among employees and closer partnership
with stakeholders.
• It’s highly flexible and responsive and draws on talent
wherever it’s found.
Features of Organizational Structure
• Determines the manner and extent to which

roles, power and responsibilities are
delegated.
• Depends on objectives and strategies.
• Acts as a perspective through which
individuals can see their organization and it’s
environment.
Importance of Organizational Structure
• Impacts effectiveness and efficiency.

• Reduces redundant actions.
• Promotes teamwork.
• Improves communication.
• Contributes to success or failure.
Purpose of Organizing
• Divides work to be done in specific jobs & dept.
• Assigns tasks and responsibilities associated with
individual jobs.
• Coordinates diverse organizational tasks.
• Establishes relationship b/w individuals, groups and
departments.
• Establishes formal lines of authority.
• Allocates organizational resources.
• Clusters jobs into units.
A Simple Organizational Structure
• Chain of command: The continuous line of
authority that extends from upper level of
organization to lowest level of organization
and clarifies who reports to whom.
• Authority: The rights inherent in a managerial
position to tell people what to do and expect
them to do it.
• Responsibility: The obligation or expectation
to perform. Responsibility brings with it
accountability.
• Unity of command: The concept that a person
should have one boss and should report only
to him.
• Delegation: The assignment of authority to
another person to carry out specific duties.
Departmentalization
• When a company expands to
 Supply goods or services
 Produces variety of diff. products
 Engage in several diff. markets
in such conditions the company can adopt
Departmentalization.
Forms of Departmentalization
• Functional
• Product
• Customer
• Geographic
• Process
Functional Departmentalization
• Arranging the business according to what each
section or department does.
Product Departmentalization
• Organizing according to the different types of
products produced.
Customer Departmentalization
• Where different customer groups have
different needs.
Geographic Departmentalization
• It’s based on geographical or regional
structure.
Process Departmentalization
• Where products have to go through stages as
they are made.
Pros of Departmentalization
• Department can be staffed with specialized
training.
• Shared management responsibility.
• Supervision is facilitated.
• Coordination within the department is easier.
Cons of Departmentalization
• Inter department documentation of activities
is not possible.
• Decision-making becomes slow.
• Delays when there are problems.
• Accountability and performance are difficult to
monitor.
CONCLUSION

Chapter 9 Departmentalization

Uploaded by

Copyright:

Available Formats

Chapter 9 Departmentalization

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Chapter 9 Departmentalization

Uploaded by

Copyright:

Available Formats

Organizational Structure

• Determines the manner and extent to which

• Impacts effectiveness and efficiency.

You might also like