Organizational structure defines how our day to day tasks, assignments and workloads are designed and coordinated. These chapters summarize the most common and important characterizes of organizational culture, its strategy, how the employees adjust to their new work environment by socialization and how the line of command should be followed.
Discussion
One organization differs from another by the shared meaning in the members of their organizational culture. Organizational culture may be characterized according to seven primary characteristics which are innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness, and stability (Robbins & Judge, 2018).
Numerous activities and functions are done by culture. For example, it develops a sense of identity, encourages commitment, balances social systems, establishes suitable norms to how workers ought to carry on and it fills in as a sense-production and control system that shapes representatives’ dispositions (Robbins & Judge, 2018). Regardless of whether an individual fit a culture impacts their evaluations, advancements, and their future with the association (Robbins & Judge, 2018).
Culture can turn into an obligation when the common qualities are not in concurrence with those that will promote the organizations performance, which is well on the way to happen when an organizations domain is experiencing quick change (Robbins & Judge, 2018). It is probably going to hamper change helpful for inventiveness when contrasts are limited. Finally, a solid organization culture may prevent a lucrative merger when esteem conflicts between two associations are beyond reconciliation (Robbins & Judge, 2018).
Organizational culture can be created by the deliberate choice of representatives who share the estimations of the founders, ensuing inculcation and socialization or job demonstrating by the organizers. It is supported through the selection choices, by the activities of higher administration, and socialization strategies. When workers are employed, culture tries to impart the appropriate company ethics and values (Robbins & Judge, 2018).
Employees adapt to their organizations culture by socialization and it is the company’s responsibility to ensure that their employees are socializing in a productive way without any dysfunctional conflicts. It has phases which can be described as prearrival, encounter, and transformation (Robbins & Judge, 2018). The prearrival organize unequivocally perceives that every individual lands with a lot of esteems, frames of mind, and expectations. On passage to the association, the new employee enters the encounter phase where lot of employee face a lot of cultural and mental diversity, their realty may or may not meet their expectations or could be something completely different than what they imagined. In the final phase which is the transformation, people will take time and find their way out the issues or any discrepancies they faced during the encounter stage and resolve them or find a balance, which makes them comfortable with their work place or organization (Robbins & Judge, 2018).
Work specialization or division of work is how much exercises in the association are subdivided into discrete employments. Work specialization makes proficiency and profitability, however can likewise result in weariness, weakness, stress, low efficiency, low quality, expanded non-attendance, and high turnover (Robbins & Judge, 2018). The pattern towards specialization has been modified by the acknowledgment that profitability might be expanded by amplifying the extent of occupation exercises. Job rotation is one of the best options to prevent these from happening and it also improves cross functionality between the teams (Robbins & Judge, 2018).
The hierarchy of leadership or the chain of command is a whole line of power that reaches out from the highest point of the association to the least dimension and clears up who reports to whom (Robbins & Judge, 2018). The idea of hierarchy of leadership is identified with the ideas of power and solidarity of-direction. Manager will have the authoritative rights over their employees and it is expected that the employees should obey their managers, in a situation where they do not agree on a point, conflict arises and must be handled properly and professionally to prevent any misinterpretation or damage to the working relation (Robbins & Judge, 2018).
Conclusion
Understanding the organizational structure and its culture helps the managers or higher administrators in predicting the behavior of their employees. It also helps them understand the structural relationships, individuals’ attitude and behavior. Work can be stream lined with the chain of command, but a downside is that there is limited power at each level. Organizational culture play an important role in the decision-making process especially when hiring individuals to make sure they adapt to the company’s cultures and ethics. Socialization is an important part of work which makes everyone familiarized and balances the differences between the expectations and reality.
