Organisational Structure and Different Types of Structures

Organisational social organization and Different Types of StructuresOrganisational social system and variant faces of structuresOrgansational structure is the internal, formal framework of a melody that shows the way in which management is linked together and how the delegacy is transmitted. (Stimpson P. 2011)It is basic all in ally a framework used to describe the hierarchy inan nerve. all(prenominal) business needs to have their avouch brassal structure as it helps in identifying the job at each level of an individual followed by its functions and it excessively assists in obtaining their own goals for let onment. There is a need for every type of organisation to have their own structure specially when it comes to handsome enterprises as it becomes difficult activities of the various departments and functions. Following argon the various type of organisation structure a business can have in operation(p) Structure image 1 Functional bug businessmates.org,2014This type of structure mainly focuses on the functions set up for each department of the organisation. It plant life well for small enterprises as each department is most(prenominal)ly mutualist on the knowledge, skill and talent of the another(prenominal) employees to support themselves. It leads to specialization and power in the performance, however on the other hand it can also lead to conflicts as it restricts the employee of several(predicate) departments to communicate and coordinate with each other because of the boundaries of working in their own department separately.Product Structure count 2 Product root word tutorialspoint.com,2014Its focus is on the organisations harvest-tide lines and this type of structure can mostly be comprise in retail stores which exist in a number of cities. Mostly bear-sized enterprises who have different type of products with their own departments and functions have this structure. Despite this structure being faster when it comes to making deci sions, it can also lead to free cost overdue to repeated functions for each product.Regional Structure direct 3 RegionalSource cnx.org,2014Organisations who develop and duplicate department in various functional areas across the region use this structure as they want to focus on the local strategies of the area to keep up with the competition by studying their preferences and demands.Multi-divisional Structure icon 4 Multi-divisionSource creately.com,2014This structure is used for large companies which operate in wide geographic areas as the number of functions, employees and activities are very large. The benefit of this structure is that it is to a greater extent specific and rapid but on the other hand due to the employees being in different divisions the communication is uneasy.Multi-function StructureIt mostly focuses on achieving the business goals as it diverse functional expertise to work together on it.Matrix StructureFigure 5 MatrixSource unc.edu,2014This happens to be a combination of divisional and functional structure as it handles product line and functions together. Though it succeeds benefit of both structures to be in one enterprise it can create a conflict when it comes to increase costs and internal complexity.Organisational finale and different types of culturesCulture is compromised of the assumptions, values, norms and tangible signs of organisation members and their behaviour. Members of the organisation soon come to sense the particular culture of an organization. (Katrin O. ,2010)Organisational culture refers to the values, expectations and behaviour which hold the organisation together. It basically based on customs, beliefs and rules which develop over time. It also refers to an arrangement of the objectives and ideas made by the people in the organisation and is not only referred to the people employed in the friendship but also their products, services and the various process involved. There are four main types of culturesPow er Culture This is used by most organisations where the power lies at the surpass level of management as they scram the decisions. It is mostly suitable for organisations which have small number of employees. The relationship is accommodative and informal which leads to good personal relations.Role Culture This is mostly found in large hierarchical enterprise where each employee has their own aim to perform specifically. Here the employees work more close to their job comment and are creative in their own way. The relationship is formal in nature.Task Culture Here teams are made to complete tasks appointed. both team ends up making their own cultures as they have their own authority to make decisions. In this type of culture teams are creative but on the other hand it can also be costly due to the market price being demanded for their service by the experts.Person Culture This is more of an individualistic culture where everyone are allowed to elicit themselves and make deci sions of their own.Compare and contrast dickens organizational chart of original companiesThe two organisations taken for this report are hold tight and McDonalds.I. NestleFigure 6 Nestle LogoSource consumerbrands.com, 2014Nestle is a transnational fraternity headquartered in Switzerland. Its main focus is to provide health oriented food for its customers for a healthier lifestyle following with different varieties of products including beverages. They have products which are specially for people who are very witting about weight gain, cornflakes that contain iron and proteins for the development of young children. It believes in satisfying its customers at any point of the day and all well-nigh the world as their products can be found worldwide. They want to provide reliable quality food products which will contribute towards the nutritional agent of consumers till the brands existence. ( nest.co.za, 2014)Organisational map of NestleFigure 7 Nestle Organisational ChartSource nestle.com,2014It can clearly be keep an eye onn from their organizational structure that Peter Brabeck-Letmathe is the main chairman of this multinational organizational. According to their website in that respect are 14 members of the Board of Directors. Here the shareholder are the owners of the company followed by them having their own separately legal identity from the main owner.II. McDonaldsFigure 7 McDonaldsSource logos.wikia.com,2014Mcdonalds has been operating since the year 1948 which is more than 100 years ago, they have a well- established market through out the different countries in the world. McDonalds is the leading global foodservice retailer with more than 34,000 local restaurants lot nearly 69 million people in 119 countries each day.Organisational Chart of McDonaldsFigure 8 Organisation Chart McDonaldsSource (Webcache.googleusercontent.com, 2014)Over 70% of McDonalds are run through franchise. It is form of organisation where a business who doesnt want to s ell directly come in accomplish with a franchisee to sell their product to consumers based on certain rules and regulations. McDonalds has a functional structure design. Big companies normally have this structure where the departments guide out most of the work. According to the chart above you can see how everything is structured along the lines. Their hierarchy starts from their Chief Executive Officer who is at the top followed by operating officer and so on.When it comes to comparing these two organisations they are both multinational companies with a reputed image among their customers. Both of their figure of existence is to engage into getting maximum customers satisfaction as their explore and Development department is very efficient.On the contrary, Nestle happens to have a decentralize form of structure where the authority makes the decision through all levels of the organisation which means that their strategies and rules are flexible.Whereas McDonalds has a centrali zed structure where the top management makes the strategies and decisions that make the procedures and rules become rigid.Nestle has a structure in their hierarchy chart which is tall with a long chain of command. On the other hand, McDonalds has a flat structure with a controlling root at each level of their hierarchy.Followed by Nestle having a decentralized structure, it makes their rules and regulation flexible where the management have the opportunity to make changes in decision according to the situation. But in McDonalds due to lack of flexibleness in their organisation structure their effectiveness and efficiency lack freighter in decision making.The major difference between these two companies is that Nestle has a regional structure which is based on the different geographical areas. Whereas McDonalds has a functional structure in which different functions are performed by different departments.Bibliography ListBooksStimpson P.(2008). Business Studies. Cambridge Universit y Press UKKatrin O.(2010). Organisation Culture An incursion in Organisation. Grin Verlag GermanyOnlineAvailable at http//books.google.ae/books?id=FzUllf8R7ekCpg=PA5dq=organisation+culturehl=ensa=Xei=bwIkVMLgLM_laI_lgfAHved=0CC8Q6AEwAgv=onepageq=organisation culturef=falseAccessed on 25th Sep 2014Websiteshttp//smallbusiness.chron.com/different-types-organizational-structure-723.htmlhttp//smallbusiness.chron.com/models-organizational-structure-3821.htmlhttp//businesscasestudies.co.uk/business-theory/strategy/corporate-and-organisational-culture.htmlaxzz3EKTLQhK5http//www.nestle.co.za/aboutus/missionvisionhttp//www.nestle.com/aboutus/management nestle organizational charthttp//www.nestle.com/asset-library/documents/library/documents/corporate_governance/corp_governance_report_2013_en.pdfhttp//www.ukessays.com/essays/business/mcdonalds-corporate-organizational-structure-business-essay.phphttp//www.mcdonalds.com/us/en/home.htmlhttp//businesscasestudies.co.uk/mcdonalds-restaurants/the- route-to-fast-food-franchising/introduction.htmlaxzz2Cvd9clpfhttp//webcache.googleusercontent.com/ await?q=cache04Rm2jifw7wJsfs.scnu.edu.cn/tblogs/chenxy/attachments/month_1112/p2011121145421.ppt+cd=10hl=enct=clnkgl=ae organizational chart of mcdonalds