Organisations are structured in a variety of ways, dependant on their goals and culture. The structure of an organisation will determine the manner where it operates and it's performance. Framework allows the responsibilities for different functions and techniques to be clearly allocated to different departments and employees.
· Centralised and decentralised
A flat organization framework has few levels of management between the executive level and the front-line employees. The premise behind a flat organization structure is to empower employees by causing them a larger area of the decision-making process.
â¢ Good communication between top management and worker.
â¢ Better working sprit.
â¢ Less bureaucracy and easier decision making.
â¢ Fewer levels of management which includes benefits such as lower costs as managers are generally paid more than staff member.
In its simplest form a extra tall company has many degrees of management and supervision. There is a "long chain of order" jogging from the most notable of the organisation e. g. Chief Executive down to the bottom of the company eg shop floor worker.
â¢ There is a narrow span of control i. e. each supervisor has a tiny amount of employees under their control. This means that employees can be strongly supervised.
â¢ There's a clear management structure.
â¢ The function of every coating will be clear and distinct. There will be clear lines of responsibility and control.
Organisation structure and culture [P2]
From these diagram, we can see that, for several staff there's a one supervisor and there are three supervisors. Supervisors work according to the assistant manages instructions and assistant professionals work according to manager teaching. And the administrator receives the major instructions from the local head office. Even though there are two layers in between staff and taking care of director, there is a immediate communication between staff and handling director. Along with the manager straight control the management, operational issue like selecting of staff, marketing and sales advertising.
Factors that effect individual behaviour[P3]
There are certain factors that may influence the average person behaviour.
Fear of sacrificing job: if there is a fear of burning off job, it's difficult to get 100% from them. So there should not be any concern with shedding job.
Wages: well pay may boost the individual performance. If there is performance bonus offer that may also influence.
Consultation with subordinate: when there is any decision that related with employee that should be consulted with subordinate. Usually it creates bad effect on employee's individual worker.
Cheap accommodation: As the status people working here are almost categories it may be beneficial to arrange a cheap accommodation for them
Flexible working hour: On the list of employees few of them are students, students have strict restriction for working more than 20 hours in their research period. A versatile rota will help to make the working velocity smooth.
Principles and Procedures of organising [P4]
Strategy/Funding: Those that want to improve the value of any company need to know how to arrange to attain organizational goals; those who want to keep an eye on and control performance should learn how to achieve results by structuring activities and building organizational processes.
Marketing: Marketers know that to create a successful corporate brand they have to get the business behind the delivery of its promises; a thorough knowledge of what a business is and how it works can make their endeavours to align the business and its own brand strategy more possible and profitable.
Information technology: Just how information moves through the business affects work techniques and final results, so knowing group theory can help IT specialists identify, understand and provide the organization's informational needs as they design and promote the use with their information systems. Functions Value string management has created a need for operations professionals to interconnect their arranging operations with those of suppliers, vendors and customers; business theory not only supports the technical areas of businesses and systems integration, but explains their socio-cultural aspects as well.
Human resources :Nearly everything HR specialists do from recruiting to payment has organizational ramifications and therefore advantages from knowledge provided by group theory; organizational development and change are particularly important elements of HR that demand deep knowledge of organizations and arranging, and firm theory provides content for executive training programs.
Communication: Corporate communication specialists must understand the interpretive functions of organizational stakeholders and need to handle the many ways in which different parts of the organization connect to each other and the environment, in order to create communication systems that are effective or to diagnose ways existing systems are misaligned with the organization's needs.
From the aforementioned discussion, we may easily identify what are the theories is required in order to create a new string of restaurant.
Different strategies and company [P5]
ü scientific management
ü Classical administration
ü Human relations approach
ü System approach
ü Contingency approach
ü Scientific Job Analysis - observation, data gathering, and careful measurement determine "the main one best way" to execute each job
ü Selection of Personnel - medically go for and then teach, teach, and develop workers
ü Management Cooperation - professionals should cooperate with personnel to ensure that work is done relative to the principles of the research that developed the plan
ü Functional Supervising - managers assume planning, organizing, and decision-making activities, and personnel perform jobs
Different control style [P6]
v Authoritarian Leadership (Autocratic)
v Participative Leadership (Democratic)
v Declarative (Laissez-Faire) Leadership
In authoritarian authority leader does care about any one. The first choice take decision without speaking about with any one and leader carry the primary decision making electricity and it generates higher level of dependency on head.
Delegative command style offer little or no direction to group people and leave decision-making up to group customers. While this style can be effective in situations where group members are highly trained in an area of expertise, it often causes poorly defined roles and too little motivation.
Participative leadership performing as a daddy physique and will be keeping the decision making electricity but may discuss with the subordinate which will help to take the best possible decisions. These command styles encourage employees; give instruction to follow and also belief in supporting personnel. So from the idea of view this is best management style which could helpful for the new business.
Different motivational theories [P7]
There are different motivation ideas of desire to increase staff production, efficiency and success.
Maslow theories: Abraham Maslow (1908 - 1970) along with Frederick Herzberg (1923-) created the Neo-Human Relationships University in the 1950's, which centered on the mental health needs of employees. Maslow submit a theory that we now have five levels of real human needs which employees need to have fulfilled at the job.
All of the needs are organized into a hierarchy (see below) and only once a lower degree of need has been completely met, would an employee be determined by the opportunity of having another need up in the hierarchy satisfied. For instance a person who is dying of craving for food will be encouraged to achieve a basic wage to be able to buy food before fretting about getting a secure job deal or the admiration of others.
A business should therefore offer different incentives to workers to be able to help them fulfil each need in turn and progress in the hierarchy (see below). Professionals should also recognise that staff aren't all motivated just as and don't all move up the hierarchy at the same tempo. They could therefore have to offer a slightly different group of incentives from staff member to staff member.
[http://tutor2u. net/business/gcse/people_motivation_theories. htm]
Hertzberg: Frederick Herzberg (1923-) had close links with Maslow and thought in a two-factor theory of desire. He argued that there were certain factors a business could expose that would immediately inspire employees to work harder (Motivators). However there were also factors that would de-motivate a worker if not present but would not in themselves actually motivate employees to work harder (Hygiene factors).
Job enhancement - staff being given a greater variety of jobs to execute (not necessarily more challenging) that ought to make the task more interesting.
Job enrichment - entails staff being given a wider range of more complexes, interesting and challenging responsibilities surrounding a total device of work. This should give a increased sense of achievement.
Empowerment means delegating more power to employees to make their own decisions over areas of their working life
[http://tutor2u. net/business/gcse/people_motivation_theories. htm]
Relationship between determination theory and management and impact(p8)
There is a relationship between practice of management and desire. Management always needs get the job done however in order to get the job done employee should be motivated. So that motivation is the main element factor for management. Inspiration can be done in a kind of rewarding or just appreciating for the nice work. In the event the manager matter about both activity and employee then regarding to dark and mouton's managerial grid it is called team management. In order that in order to be successful running a business it is important to follow some motivational theory and continue with the management practice. He has to consider that personnel motivation is the key factor to keep management practice and be successful
Aspect of communities and group habit [P9]
o Teams and teams
o Informal and formal groups
o Purpose of teams
In an company there may be formal or informal group. Formal groups normally intended to fulfil goals or specific process and it generates by organisation. For example within the finance department, there may be accounts group, payroll group, purchase group etc. after that there are a few job group as well. In the organisation there could be casual group and it could be created corresponding to interest and companionship. The behaviour of organizations can be afflicted by some factors like size of the organisation, authority style, norms of the group, working environment etc.
Factors that will lead to effective teamwork (p10)
There are handful of factors that will lead an effective and effective teamwork.
Ø Choosing right team member
Ø Choosing right team leader
Ø Proper communication
Ø Good leadership
Ø Good understanding
These will be the key factors that can make a team effective.
Influencing factor that might be Threaten for teamwork: not absolutely all the team get success. There are some factors that might be causes to failure of an team.
ü Insufficient trust among the list of group member
ü Lack of team cohesiveness
ü Insufficient evidently define purpose
Analysis of technology on team operating[p11]
Email: by email team member can talk without having to be a same place
Cellular phone: can speak each other whenever its required
Group ware: enables team to plan get together, collaborate, delegate all within the virtual environment
Pc or laptop: helps individual team member to carry on the given job.
Mobile broadband: allows to be in online while travelling
From these dialogue it's clear that technology has a great impact on team working.
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