ORGANIZATIONAL STRUCTURE & CULTURE

Organizational Structure & Culture

Contents

Introduction3

Discussion3

LO 13

1.1 - Comparison and Contrast of Different Organizational Structures and Culture3

1.2 - Impact of Relationship between an Organization's Structure and Culture on the Performance of Business4

1.3 - Factors Influencing Individual Behavior at Work5

LO27

2.1 - Comparison of Effectiveness of Different Leadership Styles in Different Organizations7

2.2 - Organizational Theory Underpins Practice of Management8

2.3 - Different Approaches to Management Used By Different Organizations9

LO39

3.1 - Impact of different leadership styles on motivation in organizations9

3.2 - Comparison of Applications of Different Motivational Theories within the Workplace11

3.3 - Usefulness of Motivation Theory For managers11

LO412

4.1 - Nature of Groups and Group Behavior within Organizations12

4.2 - Factors That May Promote or Inhibit the Development of Effective Teamwork in Organizations13

4.3 - Impact of Technology on Team14

Conclusion14

Organizational Structure & Culture

Introduction

Organizational behavior and culture is described as the application and study of understanding regarding the conduct of individuals and group in organization. It is determined by the values and disciplines that contribute to the environment of the organization (Denison, 1991). This paper explains the relationship between organizational structure and culture.

Discussion

LO 1

1.1 - Comparison and Contrast of Different Organizational Structures and Culture

There are basically four types of organizational cultures which generally prevail. They include Bureaucratic culture, Competitive culture, Participative culture, and Learning culture. These cultures can be observed in organizations. Some companies prefer the bureaucratic culture where the decision making is solely done by the authorities (Krokosz-Krynke, 1998). It is usually inflexible with rigid rules and regulations compelling the employees to follow under all circumstances. A high level of centralization exists in such organizations where bureaucratic culture is observed along with affirmative leadership style. The leaders in such cultures order the employees instead of appreciating participation. This type of culture is sometimes beneficial in case of critical situations where autocracy is needed to avoid the hazards.

The competitive culture refers to the aggressive culture where people are ambitious towards demonstrating their competencies in order to gain advantages over others such as incentives. Most organizations prefer competitive culture due to its high flexibility increasing the chances of profit maximization through strive of each employee. This type of culture is usually defined by the quantitative benchmarks or targets for workers to achieve. Thus, each employee works for his interest which consequently results in low loyalty, integration issues, and low cultural identity.

Participative culture encourages the contribution of its employees for the establishment of the organization overall. This enhances the quality of teamwork and ambitions. The success in this case is marked by loyalty and personal commitment. Employees prefer this type of culture for their pleasure in occupying their full potential for the company. Similarly, learning culture promotes the spirit of knowledge and understanding. This results from the culture where trainings are given at each step for the superior quality outcomes. This leads to the increase in knowledge of the employees by adapting to the change and culture.

The participatory culture is evident in in many organizations these days. It encourages the ideas and opinions of its workers ...