A business organization structure should have written goals that are part of their business plan. It is these set goals that will describe what the organization plans to achieve in terms of market share, growth and profitability. In our case, Dell Company is utilizing its different organizational structure to improve performance especially in motivation and goal setting process. The different organizational structures in Dell are providing focus to the relevant employees (Robbins, 2009). When an organization set goals for its employees, it shows employees the organizational priorities. Therefore employees are familiar with what to focus in the coming quarter or year, thus prioritizing strategies and other tasks as they determine how their work will impact the set goals. In additional, it also provides focus for management when deciding on the major projects that Dell is intending to venture and how tasks can best be divided among the employees depending on its different organizational structure (Bosworth, 2005).
On the other hand, has used its different organizational structures to increase motivation. Different organizational structures have different goals that give employees something to strive for in their daily task. For instance, at the early stages of the Dell Company, it was merely aimed for general profitability. However, when the company restructured itself to different organizational structure, employees can work to improve profitability 100 percent by year-end (Robbins, Odendaal & Roodt, 2003). It is without doubt, that most people strive to be successful, but having a specific standard that constitutes success will especially motivate such individuals to strive for excellence. The different organizational structures in the Dell Company have tied their goals to other external awards. Such rewards or group recognition has further improved the motivation level in the company (Murray, Poole & Jones, 2006).
In the current world’s firms, decision making and problem solving process has become a part of daily organizational life. Many companies like the Dell Company have reorganized themselves into different organizational structures to enhance the process of decision making as well as problem solving process. In decision making, the different organizational structures have strategies that are meant to keep the Dell Company on track towards achieving the set goals. Decision making brings several models that are made to produce the appropriate decisions for the company. For instance, the SWOT model may be used to assess the present direction of the different organizational structures. When there is a realization that the changes in the market render the current strategy inappropriate, then new strategic plans are improvised. The process of decision making and problem solving process may take two forms in the different organizational structure. Firstly, the different organizational structure may be used in solving an immediate problem which is mainly focused on satisfying immediate concerns. The other form involves solving a long term problem which is focused to eliminate or reduce the probability of a given problem to occur in the future (Robbins, Odendaal & Roodt, 2003).
It is obvious when people work together they are inevitable to occasional conflict. The Dell Company has set itself apart from other companies on how it responds to conflict when it does arise by reorganizing itself to different organizational structures. These different organizational structures always encourage positive change through conflict resolution, and avoid disagreements that only produce division and frustration. Without a clear, communicated vision of where the company is going, people can get into disagreements that go beyond the surface level as every person in the organization struggles to develop top-level goals and a defining identity. Of the years the Dell Company overcomes such conflicts by establishing a strong managerial staff in the different organizational structure which develops a mission and communicates objectives to the employees. Hence, the employees have a common ground to work and address any form of conflict collectively. In addition, the Dell Company has established the appropriate steps that the managers have to take in reducing conflict and make the experience of dealing with it more positive (Murray, Poole & Jones, 2006).
The Dell Company appreciates the fact that employees are the paramount assets of every organization and its success is directly proportional to the hard work that the employees put in. Every employee always works in a different and a smarter ways than the others and always feels motivated to give their best. Effort contributed by a single employee will automatically go unnoticed hence; all the employees should contribute equally towards the set goals. Different organizational structure in the Dell Company ensures that the employees are aware what their fellow team members are working on and what they are supposed to do. Team work and team building have made the different organizational structures in the Dell Company a better place to work. Team building activities has brought employees closer and one is motived to be happy on the daily routines in the organization (Robbins, 2009). It is without a shrewd of doubt that the Dell Company’ employees enjoy their work and always feel attached to what pertains the daily activities of the entire organization. Team building activities improves the employees’ relations and strengthens the bond among the employees. Therefore, every employee strives hard to achieve the set goals. Lastly, the chances of misunderstanding and confusions are reduced among the employees hence contributing to effective communication in the entire organization (Robbins, 2009).
References
Bosworth, D. L. (2005). Determinants of enterprise performance. Manchester [u.a.: Manchester University Press.
Murray, P., Murray, P., Poole, D., & Jones, G. (2006). Contemporary issues in management and organisational behaviour. South Melbourne, Vic: Thomson Learning.
Robbins, S. P., Odendaal, A., & Roodt, G. (2003). Organisational behaviour: Global and Southern African perspectives. Cape Town: Pearson Education South Africa.
Robbins, S. P. (2009). Organisational behaviour: Global and Southern African perspectives. Cape Town: Pearson Education South Africa.
