Documente Academic
Documente Profesional
Documente Cultură
ORGANIZATION STRUCTURE
ORGANIZATIONAL STRUCTURE
• For the creation and encouraging of
creativity in organizations, several
variables, such as structural or human,
are effective.
STRUCTURE AND CREATIVITY
• For creativity and the spirit of innovation to develop in any
organization, it must recognize the role of the leaders in encouraging
creativity. .
• When the social structure of the organization helps workers feel
secure and accepted, it brings out the creativity.
• According to Meurling, E. (2004)organizational leaders must respect,
value, and harness the richness of ideas, backgrounds, and
perspectives of every employee and allow them to use their unique
personal assets and experiences to work for the organization.
• Each organization can improve its performance and efficiency by
modifying its structure and increasing the creativity of its
organizational and human resources and move towards
accomplishing its targets. (Marhemati, 2009)
• The top leadership of the organization must value
creativity themselves and be enthusiastic about
encouraging new developments. This provides the
needed challenge and opportunities for people in
the organization to be creative.
MECHANISTIC AND ORGANIC
STRUCTURE
MechaniSTIC structures
Rigid and dependent on the type of machine on
which the relations and functions are exactly
specified and are not intended primarily for
creativity and innovation (Matin, 1994). Eg :
university organization.
Organic structures
Appropriate for the positions which are variable
and uncertain. This kind of structure enjoys.
standards of living and non-hierarchical and
robust behavior. E.g Under Armour and Lego.
(Farahmand, 2002 ).
MECHANICAL AND ORGANIC
STRUCTURE
Mechanistic vs organic structure
ROLE OF APPROPRIATE CREATIVITY
AND ORGANIZATION STRUCTURE
• improvement of product and service quality
• success in competition
• employee motivation increase
• job satisfaction
• cost reduction
• wastage of resources
• reduction of administrative
bureaucracy
(Sabunchi, 2007)
Mintzberg's Organizational Types
Source: Adapted from Tidd et al. (1997).
• According to renowned management theorist Henry
Mintzberg, an organization's structure emerges from the
interplay of the organization's strategy, the environmental
forces it experiences, and the organizational structure itself.
• When these fit together well, they combine to create
organizations that can perform well.
• When they don't fit, then the organization is likely to
experience severe problems.
Mintzberg's Organizational Types
Source: Adapted from Tidd et al. (1997).
The main successful organizational structures that he identifies
are as follows:
1. The entrepreneurial organization.
2. The machine organization (bureaucracy).
3. The professional organization.
4. The divisional (diversified) organization.
5. The innovative organization ("adhocracy")
6. Missionary organization
1. THE ENTREPRENEURIAL
ORGANIZATION
• This type of organization has a simple, flat structure. It consists of one
large unit with one or a few top managers.
• The organization is relatively unstructured and informal compared with
other types of organization
• The lack of standardized systems allows the organization to be flexible
2. MACHINE BUREAUCRACY
• The machine organization is
defined by its standardization.
• Work is very formalized, there are
many routines and procedures,
decision-making is centralized,
and tasks are grouped by
functional departments.
• Jobs will be clearly defined; there
will be a formal planning process
with budgets and audits
• Procedures will regularly be Mintzberg’s Structure Configuration
analyzed for efficiency.
3. DIVISIONALIZED
ORGANIZATION
• A central headquarters supports a number of autonomous divisions
that make their own decisions, and have their own unique
structures.
• The key benefit of a divisional structure is that it allows line managers
to maintain more control and accountability than in a machine
structure.
• Also, with day-to-day decision-making decentralized, the central
team can focus on "big picture" strategic plans. This allows them to
ensure that the necessary support structures are in place for success
4. INNOVATIVE ADHOCRACY
ARCHETYPE
• Adhocracy archetype: includes team structure, each member
possessing high individual skills, flexibility, and creativity.
Disadvantages are possible conflicts and a lack of control.
• Workers typically move from team to team as projects are
completed, and as new projects develop. Because of this,
adhocracies can respond quickly to change, by bringing together
skilled experts able to meet new challenges.
• But innovative organizations have challenges. There can be lots of
conflict when authority and power are ambiguous
• Filmmaking, and consulting, are project-based industries that often
use this structure.
5. MISSION-ORIENTED
ARCHETYPE
• Based on a common system of values (charitable
organizations).
• Work specialization creates job activities, which must be grouped
together so that common tasks can be coordinated.
• Functional - Grouping jobs by functions
• Product - Grouping jobs by product
• Geographical - Grouping jobs on the basis of territory or basis of
territory or geography
• Process - Grouping jobs on the basis
of product or basis of product or
customer flow.
• Customer - Grouping jobs by type of
customer and needs
C. CHAIN OF COMMAND
• The continuous line of authority that extends from upper levels of an
organization to the lowest levels an organization to the lowest levels
of the organization and clarifies who reports to whom .
• The organization and clarifies who reports to whom.
• Authority: The rights inherent in a managerial position to tell people
what to do and to expect them to do it.
• Unity of Command: The concept that a person should have one boss
and should report only to that person.
D. SPAN OF CONTROL
The number of employees who can be effectively and efficiently
supervised by a manager.
E. CENTRALIZATION OR
DECENTRALIZATION
Centralization
• The degree to which decision making is concentrated at upper levels
in the organization.
• Organizations in which decision making down to the managers who
are closest to the action .
Decentralization
• Employee Empowerment; Increasing the decision-making authority
(power) of employees.
F. FORMALIZATION
• A job that is highly formalized is characterized by little discretion over how
and when job tasks are done.
• Formalization is the extent to which an organization’s policies, procedures,
job descriptions, and rules are written and explicitly articulated.
• An advantage of formalization is that it makes employee behavior more
predictable ; this leads to consistency of behavior
• https://www.youtube.com/watch?v=41v3PENTEXw&t=10s
REFERENCE
• The Relationship betweenOrganizational StructureandEmployee Creativity 1 Tahmoores
AghajaniHashjeen, 2 Behzad Shoghi, 3 Reza Shafizadeh, 4Hossein Eisapourchalanbar.
• Zareie Matin H. Creation & innovation. Journal of Management Knowledge.
1994;24(1):24-65. Persian.
• Rezaee, R., Marhamati, S., Nabeiei, P., & Marhamati, R. (2014). Relationship between
organizational structure and creativity in teaching hospitals (Vol. 2).
• Child, J. (1972). Organizational Structure, Environment and Performance: The Role of
Strategic Choice (Vol. 6).
• Miles, R. and Snow, C. (2008). Organizational strategy, structure, and process. Stanford,
Calif: Stanford University Press.
• Robbins, S. and Coulter, M. (2010). Management. Pearson Education, p.Chapter 9.
• AGBOR, E. (2017). Creativity and Innovation: The Leadership Dynamics. Journal of
Strategic Leadership,, 1(1), p.45.
• RSEARCH ARTICLE Organizational design as a driver for firm innovativeness in Serbia
Marija Mosurovic´* and Djuro Kutlacˇa
THANK
YOU!