Task and Work Oriented Organizational Structure...

Task and Work Oriented Organizational Structure The organizational structure for the organizing of the activities and reporting relationships can be organized in five distinct methods (Fig 1). These are (i) structure based on functions, (ii) team organization, (iii) decentralized structure, (iv) simulated decentralization, and (v) systems structure. The first two of them are traditional structures while the remaining three are new ways of organizing the organizational activities. Fig 1 Methods for organizing and reporting relationships for an organization structure Each of the above five structures have been developed to meet specific needs. Hence, one may get an impression that each of them suits certain convenience and does not represent any reasoning. But in reality, each of these structures expresses different type of reasoning. Each takes one general aspect of managerial organization and builds a structure around it. Organization structure is needed to satisfy the minimum requirements with respect to (i) clarity, (ii) economy, (iii) direction of vision, (iv) understanding by the employees of their own task and the common task, (v) decision making, (vi) stability and adaptability, and (vii) maintenance and self-renewal. These are described below and given in Fig 2. Clarity – Clarity means that all the managerial components, and all the employees within the organization, particularly all the executives, need to know where they belong, where they stand, where they have to go for whatever is needed, whether it is information, cooperation, or decision. Clarity is not to be confused with simplicity. Actually, structures which appear simple may lack clarity. And apparently complex structures can have complete clarity. A structure in which the employees do not know without an elaborate organizational manual where they belong, where they have to go, and where they stand creates friction, wastes time, causes disputes and frustration,...