Group Interactivity As A Formal Structure example essay topic

Organizational Behavior: A Case of Effective Management "Organizational structure is the formal system of task and reporting relationships that controls, coordinates, and motivates employees so that they cooperate and work together to achieve the organization's goals". (George et al, 2002). The importance of structure can't be stressed enough. Having an organizational structure ensures that each member of the organization has the correct goals of their particular department set. A good structure will give people the motivation needed to achieve those goals, and enhance their performance. As discussed in our text, in order to encourage work, cooperation, and the drive needed from employees, an organization should have some sort of organizational structure.

Whether a functional structure, a divisional structure, a network structure, or even a matrix structure, every corporation must have one type to achieve the directives set forth by their mission statement. A strong structure essentially changes the way people work, and the results of their work ethics will produce quality work. If we look at the Aberdeen plant, we see what I believe to be, a functional structure. This structure, that Lancaster as developed, has proven to be quite a success. Each employee is a member of a group, and each group has a leader that has been chosen by the team members. If we try to put Aberdeen in an organizational chart, it will look something like this: Then, from the team leaders, come the members of each group, and information is shared between everyone within the hierarchy.

This is what forms the trust needed, and helps coordinate people, and encourages motivation. At Green River, this type of structure can be implemented, but not without doing away with the union. The union, in essence, has its own hierarchy within the union itself. Here, at Green river, I can see more of a divisional structure with a concentration on the product structure, or quite possibly a market structure. Green River is part of Alkali Chemicals, which is a division of FMC that supplied to many different areas of the market.

Its goal was to produce sodium-based chemicals to the detergent industry, the glass industry, and large commercial chemical plants (Clawson et al, 2003). This type of structure does not allow for much group interactivity as a formal structure does. However, it does seem that it is a structure that works well, given the age and diversity of the Green River plant. If Dailey would want to implement a formal structure here, he would need full cooperation from the union members, which I don't think will happen.

Dailey has the vision of making Green River more of a formal structure, but I believe that implementing this type of structure is highly unlikely, and may prove to be disastrous. In summary, Organizational Structure is the solution to the flow of information and the growth of a business. The proper organizational structure will allow the maximum potential of the resources within the company and will support its' goals and objectives. Whether the information is face-to-face, or through the use of computers, a good structure is needed at every organization. Green River has a good one implemented there, and should continue to improve on it by possible upgrading its information systems, or trying to promote groupthink.

Personally, I would not try to change the way information flows at Green River. It has evidential ly been working well for 50 years". Organizational culture is the informal values, norms, and beliefs that control how individuals and groups in an organization interact with each other and with people outside the organization" (George et al, 2002). Culture is instrumental in achieving any organization's goals. Culture in an organization is like communication in a marriage.

You cannot function efficiently without it. As stated in the case study, Aberdeen has a balanced system in self-direction. In other words, upper management has a direct involvement in planning and implementing systems (Clawson et al, 2003). In any organization, culture needs to be managed. How culture affects the organization comes from the top and works down through middle management down to employees. Morale is built on effective management of the cultures within an organization.

There are many ways to promote this. Culture can be developed through positive, effective values that are demonstrated from the CEO and all levels of management. With so many different cultures established within organizations, management of such cultures becomes an extremely challenging task. Commitment from organization turns into commitment from the employees. By this I mean that if the corporation is committed on promoting employees, profit sharing with employees, providing stock options for employees, etc, then the employees will be happy and be willing to work at their highest levels to obtain the organizational goals. Having done this, the organization can build a strong culture, and increase the performance of its employees.

At Green River, the culture is built on an interactive management style from Dailey. He has built high levels of trust with his employees, and he is always willing to share information with them. This type of culture has proven to be successful in his plant. If he wants to improve the culture, then maybe he can try to do as Aberdeen and have employee picnics and such, and having them bring their families. Or, Dailey can incorporate a new code of ethics.

Make the union members responsible for their own actions, and promote the fact that he will always be there to offer support if anyone has problems to deal with, professionally or personally. Promote the company as being a family unit. This can build a strong relationship with both organizations... the union organization and Green River management.

Bibliography

Clawson, J. (2003). Custom business resources. Custom ed. : Prentice Hall. George, Jennifer M., & Jones, Gareth R.. Organizational behavior. 3rd ed. Upper Saddle River, New: Prentice Hall.