Structure and Organization of a Business Assignment Sample

Structure and Organization of a Business Assignment Sample

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Introduction

An important aspect of industrial revolution was the division of labour and ever since, the concept of team work culture was introduced. The primary ingredients to a successful venture include a well managed team and a set of motivated employees. It thus became a necessity to maintain a positive work environment and a steady flow of progress for any organisation. Through proper management, a good manager is capable of leading a team to its goal and adds value to the brand. The study focuses on the varied factors and policies that end up affecting people under the constraints of an organisation and promotes the awareness of an effective team.

Organisational structure impacts on people in organisations

Hierarchical

The Hierarchical organisational structure refers to a chain of command of a company. In  this structure all employees are subordinate to each other except the leader who is present at the top of the organisational hierarchy. It promotes a well defined career path and gives a clear idea about promotion goals to employees. Leaders tend to facilitate the loyalty of individual departments and their authorities are well defined through this structure. Proper leadership skills are a must otherwise the leadership is often misunderstood as dictatorship in this organisational structure (Miśkiewicz, 2017). This structure also promotes an organised work structure where every employee has to perform a particular responsibility, making every job equally important.

Functional

The functional organisational structure was introduced with an objective of organising the employees, with its composition quite similar to the Hierarchical system. Employees with similar skill sets and knowledge are grouped together and assigned to a particular service and this structure is mostly prevalent in organisations with continuous operation. This makes the production more efficient and of greater quality. Since people possessing similar skill sets are assigned together to a particular service, time consumption for learning gets minimal. Every employee has a particular manager to answer, which reduces confusion amidst the structure and their responsibility is well defined. Functionality influences work morals and ethics because of greater job security.

Organisational culture impacts on people in organisations

Working practices

An organisation runs properly once it assigns a healthy working practice amidst employees and a certain amount of functionality emerges from it. Implementing proper leadership skills with a well catered relationship among employees and employer is necessary (Odor, 2018). Running an organisation on the basis of a strategic business model ensures its steady progress and it becomes important to be aware of market around to understand the demands. Assigning different leaders to different services would further reduce complications and promote well defined job responsibilities.

Assumptions

Acute leadership requires implementation of assumption in operation though it is based on personal decision making skills. A well defined leader never hesitates to make an assumption after researching the market. However, such assumptions can be wrong owing to poor decision making skills which can lead to a chain reaction of events destroying its market presence. It is crucial for any leader to make proper assumption through in depth research and far sightedness. It may be necessary to question leadership times otherwise biased assumptions may rise resulting in disruption of the stable operation. The responsibility of a leader is not complete after earning a lot rather the possibility of a great earning is only possible through a successful leadership policy.

Organisational policies and procedures impact on people in organisations

Workforce development

Nurturing the workforce of employees needs more than a few training sessions and it results in greater production and an efficient work environment. A proper workforce development also results in establishing the potential and credibility of an organisation. This task is only possible when an organisation has well established policies and procedures for maintaining an environment which promotes continuous learning. Organisational policies regarding skill development, training and working procedures add on to the skills of fresh candidates that are most likely to be responsible for organisation’s future (Long et al. 2018). A constant scope for cognitive learning should be maintained so that employees are exposed to a number of options for specialisation and bring on workforce development.

Talent management

A successful organisation does not function thinking only about its goals and vision but also about the effort, their employees invest to achieve it. Aligning working strategy with workforce introduces the concept of Talent management and involves employees being assigned to suitable job roles (Whysall et al. 2019). Talent management requires a strategy to begin with and employees are selected on the basis of their skill sets thus giving scope to new fresh talents. Talent management needs to follow specific organisational procedures that leaders mainly emphasise on for handling newer talents. As per organisational policies employees are kept under constant scrutiny and an environment of constant motivation is maintained.

 Power/influence of individuals

The ability to influence a workforce to get a certain job done with or without resistance through a number of tactics and policies is termed as “leadership strength”. An employee possesses a sustainable amount of power that not only helps them to bring on self-efficiency but at the same time also influence others in terms of motivation (Salovaara and Bathurst, 2018). Implementation of power has been restricted to serve the sole purpose of completion of different tasks and prevented from having a negative effect on the operation.

Approaches for managing the performance of individuals

Knowledge, skills, and experience

As a leader, the person has to be capable enough to allocate work as per their employees knowledge and skills. It requires a person to polish and transfer his skills to the upcoming generation for betterment of the organisation.

 Culture

Maintaining a healthy work culture for proper processing of the operations is a necessity. Proper work culture promotes a healthy mentality and improves the harmony amidst the team giving rise to a sustainable work culture.

Steps needed to create and maintain effective teams

Creativity

Effective leadership tagged along with a sense of creativity is an essential approach to manage an effective team. Creativity brings in a scope for newer approaches in team building and maintains an environment supporting constant learning (Salas et al. 2018)). A certain amount of interdependency is essential so that   creative ideas and perceptions exist between the leader and the team giving scope of organisational growth.

Communication channels, ease of communication

Proper communication has been the primary building block of any developing organisation. Other than customer interaction, maintaining a healthy communication with their employees is also a necessity. Taking up newer technologies and replacing the older approach has a sufficient influence on the workforce (Siaskas et al. 2018). Taking surveys of the employees regarding their work environment helps improve the experience through their own suggestions. It caters a sense of importance to the employees.

Motivation levels

The transparency of the organization is maintained such that there is a proper scope for fresher to be aware of the capabilities of their employer. The fresh candidates get an opportunity to work with individuals possessing many years of experience under the same roof, acquiring relevant knowledge and motivation.

External factors which impact on the management of individuals and teams

Knowledge, skills and experience

Knowledge skills and experience is an important factor that caters to an organization because it helps them in generating a better level of output thereby having a better competitive advantage. Presence of adequate knowledge and skills among employees helps in generation of better output and helps organizations to have a competitive advantage in the market. It helps in improved staff productivity because employees are able to gain benefit from knowledge that other employees possess and it helps in development of expertise for getting the work done (Abualoush et al. 2018). Knowledge and skills that are possessed by employees helps in better usage of in house expertise for getting the work done thereby increasing business efficiency. Experienced employees can provide training to new employees so that they are able to develop essential skills for incorporating a better level of output and thereby increase customer satisfaction.

Culture

In order to ensure a better management of teams, it is essential that organizational culture needs to be focussed upon because it helps in influencing behaviours and willingness of employees in getting the work done. It creates necessary positive or negative experiences that hamper overall production that takes place in an organization. Culture catering to an organization helps in development of effective leadership styles that can be used for paving a path in order to ensure better commitment from employees (Turner, 2017). It helps in driving better financial results and focuses on building up strong bonds among employees. According to a study, it has been concluded that incorporation of flexible corporate culture has increased productivity of employees by almost 35%. Incorporation of a proper organizational culture helps in paving a path for better future revenue outlook.

Analyse the management of teams and individuals through strategic organisational change

Contingency theory

Contingency theory that caters to organization focuses on leadership styles that are necessary to be adopted by organizations so that it can help them to succeed better. This theory focuses on understanding the effectiveness of a leader and essential style that needs to be adopted so that it can suit a particular situation and help in providing a better solution. In order to ensure an effective leadership style, it is essential that proper examination of situations is done so that an effective leadership style can be incorporated (Shao, 2019).  There are certain factors that need to be considered so that effective leadership styles can be developed and implemented like maturity levels of employees,  goals and objectives of the organization and  relationship between co-workers . This theory helps in acknowledging facts that helps organizations to enhance their existing knowledge and skills and come up with better management skills.

Hertzberg’s theory

Hertzberg’s theory helps in focusing on two factors that are considered to be essential so that better motivation can be provided to employees so that they are able to generate their best performance. There are two main factors that need to be considered like:

  • Motivating factors such as motivation and  recognition for completing the work  so as to ensure better advancement and growth (Hussainy, 2020)
  • Hygiene factors such as company policies, work condition, relationship between employees that affects the working pattern of employees.

These entire together have a great impact on overall functioning of the organization and help in providing opportunities to employees so that they are able to learn and adopt new skills.

Analyse the different training and development approaches used by organisations to attract, develop, improve individuals and teams

Talent management

Talent management is an essential factor that needs to be considered so that it can help to attract and improve performance of individuals. It helps employees to develop essential skills so that a continuous motivation can be brought about to improve existing performances of employees (Khoreva et al. 2017). The main purpose that caters to talent management is designing appropriate strategies for employees that they can help the organization to gain optimal results. This would help in retaining potential employees so as to ensure maximum customer satisfaction.

Coaching and mentoring

Coaching and mentoring of employees is essential because it helps them in utilizing their knowledge and experience in order to better handle situations. Mentoring employees creates an opportunity for them to better apply their existing skills and develop essential skills over a time period (Woo, 2017). Coaching employees is essential so that they are able to meet essential objectives within a stipulated time period. Thus coaching and mentoring helps in improving potential performances of teams as well as develop essential factors necessary to ensure a better rate of success.

Celebrating achievement and success

In order to attract, develop and improve performance of a team, it is essential that their success and failures are celebrated. This would ensure that they are constantly motivated to perform better than what they have been doing previously and also create a thirst among employees for better performance.  Celebration of achievement and success would also help in improving performances of individuals as well as team members.

 Effect of incentives and rewards on the development of individuals and teams

Increased motivation and productivity

Incentives and rewards are used as a means for increasing motivation and productivity of employees and generate better levels of output from them. Incentive based motivation helps in generating better quality output and helps workers to strive for a better level of output.  Incentives can come in the form of bonus, cash and travel perks or may be provided with allowances like providing them with match tickets, movie shows or shopping vouchers (Becker et al. 2018). Incentives and rewards help in creation of confident employees so that they are able to better identify their roles and objectives in an organization and feel confident about output generated by them. It also helps in better facing challenges that arise in the workplace and handling them in a smooth manner.

Better workforce retention and enhanced profit

Incentives and rewards in the workplace help in better retaining potential employees and increases profit margin of organizations. Incentives are used so that it can lure employees to stay loyal and remain in an organization for a longer period of time. Using incentives and rewards help in potentially identifying candidates who would be willing to stay in an organization for a longer period of time and help the organization to come up with a clear path for ensuring better advancement (Al Mamun and Hasan, 2017). It would also help in providing essential benefits to right candidates so that they are able to deliver better results. Better employee retention helps in creation of increased profit margin for the organization.

Application of motivational theories on the development of individuals and teams

Maslow’s Hierarchy of Needs

Maslow’s Hierarchy of Needs theories helps in understanding motivation that is needed in organizations at different levels so that employees are able to teach out  to the topmost level of hierarchy: self actualization. This helps in focusing on facts that employees who work within an organization are motivated to fulfil their needs that are based upon a specific hierarchical order that needs to be followed. This helps in better focussing on meeting basic needs of employees before they are able to proceed to more advanced needs. This helps in better focusing on factors that are related to organizational behaviour that is existent within an organization and reach a level that caters to self actualization. Five main factors that need to be considered here consist of:

  • Psychological factors that are essential for people to survive within an organization
  • Safety needs that cater to security that an employee needs in order to feel safe and secure (Abulof, 2017)
  • Love and belonging needs that cater to friendship and intimacy in workplace
  • Esteem needs that refer to essentialities that an employee needs so that they are able to feel respected.
  • Self actualization needs that cater to exploration of full potential of an individual.

The Hawthorne studies

The main purpose that caters to Hawthorne studies refers to examination of different aspects that are related to the work environment that would help in providing a better level catering to productivity. This helps in building up a better level of motivation for motivating employees so that they are able to work hardware and produce better results.

People management strategies in a chosen organisation

Flexible working practises

In order to ensure better people management strategies, it is essential that flexible working practises are incorporated for ensuring better management of people. Implication of  flexible working practises help in focussing better on core values that cater to an organization so that  better development of policies can be done.  In case of ALDI, it also helps in better development of essential skills that are necessary in an organization so that up gradation can be done in terms of existing skills and develop new skills. It helps in creation of an optimistic attitude towards work in ALDI and helps in better planning strategies so that problems can be resolved by staying calm and patient. Flexible working practices also help in developing a strong network at the workplace so that it can  be utilized for creation of better job facilities at work.

Working environment

Working environment is also an essential factor that needs to be considered for development of better management strategies that cater to an organization.  In cases pertaining to ALDI, they can achieve a positive environment so that employees are able to work peacefully and help in generating a better profit for organizations (Čiarnienė et al. 2018). ALDI provides their employees with essential training facilities and initiates open communication with employees so that they are able to create a healthy work life balance for employees. They ensure that their staffs feel comfortable while working in an environment that helps them in upgrading their skills and ensures a better level of communication with other employees.

Impact of people management strategies on individuals and teams in a chosen organisation

Ethical practises

Ethical practises in organizations refer to principles and values that are incorporated within an organization so that they are able to develop a common platform that would enable their employees to work towards achievement of a set of common goals and objectives. ALDI ensures that they essentially follow principles in ethics so that they are able to achieve better results and understand consequences that are related to it (Nguyen et al. 2020). They ensure that a certain level of honesty, loyalty and integrity is maintained within their organization so that employees abide by laws and regulations that are framed by them.

CSR agenda

Corporate social responsibility in an organization refers to a concept where ALDI integrates social and environmental concerns that cater to their business operations and help them ensure a better level of interaction with their stakeholders. It is a way that is incorporated by ALDI so that they can give back to society. They conduct several programs so that they are able to serve the society in a better manner that helps in promoting their goodwill and ensuring a better level of output. These kinds of programs are initiated so that stakeholders can be convinced to come up with better investment projects and help ALDI in creating a better advantage and ensuring a better competitive market for them.

Conclusion

From the above study, it could be concluded that it is essential to consider certain factors that are essential to ensure smooth functioning of organizations and generate a better level of output. It is essential to coach and mentor employees and showers them with rewards so that they are motivated to perform better and come up with better results. It is also essential that a flexible working environment is provided to them so that they are motivated to perform better and increase their levels of creativity. It is also essential that knowledge, skills and experience is given to employees so that they are able to generate better results and ensure better customer satisfaction. This in turn would also help in creation of essential opportunities for increasing competitiveness in the market.

References

Abualoush, S., Masa’deh, R., Bataineh, K. and Alrowwad, A., (2018). The role of knowledge management process and intellectual capital as intermediary variables between knowledge management infrastructure and organization performance. Interdisciplinary Journal of Information, Knowledge, and Management, 13, pp.279-309.

Abulof, U., (2017). Introduction: Why we need maslow in the twenty-first Century. Society, 54(6), pp.508-509.

Al Mamun, C.A. and Hasan, M.N., (2017). Factors affecting employee turnover and sound retention strategies in business organization: A conceptual view. Problems and Perspectives in Management, (15, Iss. 1), pp.63-71.

Becker, T.E., Kernan, M.C., Clark, K.D. and Klein, H.J., (2018). Dual commitments to organizations and professions: Different motivational pathways to productivity. Journal of Management, 44(3), pp.1202-1225.

Čiarnienė, R., Vienažindienė, M. and Adamonienė, R., (2018). Implementation of Flexible Work Arrangements for Sustainable Development. European Journal of Sustainable Development, 7(4), pp.11-11.

Hussainy, S.S., (2020). Review on Motivational Theories & Models: Its application for Employees’ Retention in Organizations.

Khoreva, V., Vaiman, V. and Van Zalk, M., (2017). Talent management practice effectiveness: investigating employee perspective. Employee Relations.

Long, L.A., Pariyo, G. and Kallander, K., (2018). Digital technologies for health workforce development in low-and middle-income countries: a scoping review. Global Health: Science and Practice, 6(Supplement 1), pp.S41-S48.

Miśkiewicz, R., (2017). Organisational structure in the process of integration on the example of iron and steel industry enterprises in Poland. Difin.

Nguyen, N.P., Wu, H., Evangelista, F. and Nguyen, T.N.Q., (2020). The effects of organizational mindfulness on ethical behaviour and firm performance: empirical evidence from Vietnam. Asia Pacific Business Review, 26(3), pp.313-335.

Odor, H.O., (2018). Organisational change and development. European Journal of Business Management, 10(7), pp.58-66.

Salas, E., Reyes, D.L. and McDaniel, S.H., (2018). The science of teamwork: Progress, reflections, and the road ahead. American Psychologist, 73(4), p.593.

Salovaara, P. and Bathurst, R., (2018). Power-with leadership practices: An unfinished business. Leadership, 14(2), pp.179-202.

Shao, Z., (2019). Interaction effect of strategic leadership behaviors and organizational culture on IS-Business strategic alignment and Enterprise Systems assimilation. International Journal of Information Management, 44, pp.96-108.

Turner, A., (2017). How does intrinsic and extrinsic motivation drive performance culture in organizations?. Cogent Education, 4(1), p.1337543.

Whysall, Z., Owtram, M. and Brittain, S., (2019). The new talent management challenges of Industry 4.0. Journal of management development

Woo, H.R., (2017). Exploratory study examining the joint impacts of mentoring and managerial coaching on organizational commitment. Sustainability, 9(2), p.181.

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