Activity 1
The organizational structure that is presently in the organization is functional structure. In the functional structure, each organization’s portion is grouped in accordance with its objective and purpose (Daft & Marcic, 2010). For example, in company Jimi’s Jammers there are four departments, guitar manufacturing department, guitar design department, customer sales and service department. The decision making is, however, at the top of hierarchy as employees are dependent on decision of their leaders, and leaders are in turn dependent on decision of Henrich. There is chain of command, and the flow of information is from top to bottom. This structure focuses on development of expertise, efficient use of resources, and achievement of economies of scale. Additionally, this structure also emphasizes on reinforcing specialized skills and resources (Rainey, 2010). This can be considered from the fact that in Jimi’s Jammers, new employees will be hired in design for incorporating specialized and new skills and resources. But, as a matter of fact in this organizational structure the response to problems is slow; decision making is restricted to the top of hierarchy, bottlenecks because of sequential tasks, inappropriate performance measure, and the scope of training managers in future is narrow.
The structure that might work in an effectual manner for blending new project with existing structure of business is matrix structure that focuses on two dimensions of authority. In this structure, functional structure and pure project structure are, however, combined together in order to create a matrix structure (Badawy, 1995). This structure will allow employees of the company to work across the project and team, and also makes employees capable of working in their own department in an effectual manner. For example, guitar design division can employee design specialists, engineers, financial, and employees having production skills in order to ensure smooth functioning of the department, and also to ensure effectual design of the product. Furthermore, this structure also allows employees to their different skills in various ways; it also helps in improving coordination, and eliminates the necessity of different departments to meet on regular basis. However, this structure also helps in making the project cost effective, and also facilitates employees to share their ideas as well as good practice. This structure will also plays a significant role in motivating employees, decentralizing decision making, improving environmental monitoring, ensuring flexible and effective use of human resources, and responding quickly to change.
I would organize and align people in systematic manner to accomplish mission, vision, and goal of an organization by getting people involved, keeping them accountable, encouraging them to ask questions in case of any difficulty they face in project, and making everything clear to them. I would focus on their training, their adequate actions, and arranging new training for them to make them capable of adopting change. I would allocate human resources in a way that every employee can enjoy some autonomy for ensuring creativity. For example, I would employ engineers who would be given autonomy to design guitar in a way that effective and proper functioning can be ensured, and in the same I would employee people having production skills in order to ensure improvement in productivity. In accomplishing this task, and for achieving goals, I would employee people with particular guitar production skills, engineers, and financial expert so that effectual allocation of resources can be ensured.
Activity 2
The Clan-oriented culture will help in complementing the organizational structure in scenario of Henrich. This is because clan oriented culture helps in promoting friendly and family like environment in the organization (Cameron & Quinn, 2011). It focuses on nurturing, mentoring, and accomplishing tasks together in collaboration with others. The Clan oriented culture makes the organization a friendly place in which employees share their ideas, opinions, and consider others in decision making. Clan oriented culture is just like an extended family.
References
Badawy, M.K. (1995). Developing Managerial Skills in Engineers and Scientists: Succeeding as a Technical Manager. John Wiley & Sons, New Jersey
Cameron, K.S., & Quinn, R.E. (2010). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. John Wiley & Sons, New Jersey
Daft, R.L., & Marcic, D. (2010). Understanding Management. Nelson Education Limited, Canada
Rainey, D.L. (2010). Enterprise-Wide Strategic Management: Achieving Sustainable Success Through Leadership, Strategies, and Value Creation. Cambridge University Press, Cambridge
