Organizational structure and culture

Organizational Structure

Insight into types of organizational structures: hierarchical, flat, matrix, and network.
Importance of hierarchical structure with lines of authority, clear roles & responsibilities, and reporting lines.
Explaining flat structure, where there are only a few levels - fosters collaboration, encourages empowerment.
Understanding the matrix structure, a blend of functional and project-based organisational structures.
The concept of a network structure, an organisation that outsources most of its operations and functions.
Illustrating how organizational charts visualise structure and relationships within an organisation.

Influence of Structure on Operations

How hierarchical structures may lead to more stable operations but slower decision-making.
Contrast that with flat structures, which can speed decision-making but may cause ambiguity in roles.
Influence of matrix structures on operational flexibility, resource sharing, and balance in power dynamics.
Understanding how network structures may accelerate operation through strategic outsourcing.

Organisational Culture

Comprehending what is meant by organisational culture - the values, behaviours, and shared vision that characterise an organisation.
Identifying the four types of culture: Power culture, Role culture, Task culture, and Person culture.
Impact of power culture where the power is centralised with a key figure. Decisions are swift but lack broad perspectives.
Understanding role culture where individuals have clearly defined roles within a hierarchical structure - fosters stability, but may lack creativity.
The nature of task culture, promoting team-based responsibilities directed towards completion of task or project - encourages collaboration, but success largely depends on team dynamics.
Examination of person culture where individuals are given importance over the company. Maximises employee satisfaction, but may lack objective direction.

Influence of Culture on Performance

Exhibit how a strong, positive organisational culture can boost employee morale, drive brand loyalty, and improve performance.
Demonstrate that a negative or conflicting culture could lead to employee dissatisfaction, high turnover, and poor performance.
How navigation of global business requires understanding and adapting to different organisational cultures.
The importance of strong leadership in defining and driving organisational culture.

Remember, an effective organisational structure and a robust culture are pillars of successful business dynamics, ensuring smooth operations, effective decision-making, positive employee morale, and a conducive work environment. Organisations envisaging long-term business sustainability must give due importance to getting these elements right.