05: Formal Organization - Structure

Question 1

Formal Org:
Who first stressed it’s importance
Def, 4 Qs/aspects

Answer 1

Taylor
Structure defining interactions:
Who has responsibility/authority, what/when/how to communicate/report

Question 2

Formalization
Pros n cons of some possible aspects, when
Why?

Answer 2

-checklists w high level of detail are good for customers n mgrs, less for workers (boring); visualises culture
Formalization is key in ensuring continuity despite employee turnover.

Question 3

Formalization n motivation

2 (under 1) Pros n 1 cons in effects

Answer 3

Pros: +self efficacy, -role ambiguity <= +transparency on own contribution (concept of org sociology)
Cons: loss f autonomy

Question 4

Formalization n innovation
3 pros
Key answer (when, why)

Answer 4

Helps:
- by capturing past learning
- enables ppl to understand how system works (WHY this n that?)
- helps coordination of large projects
KEY A: why. Tell either in training or on job, to have impact.

Question 5

Procedures are…

Answer 5

Resources for action!

Question 6

Structure: 
5 elements
\+2 extremes in hierarchy structure
\+2 drivers for structure
\+ Challenge

Answer 6

Authority
Hierarchy
People lines
Span f control
Centralization
\+ tall vs flat
\+ Env n strategy
\+ Structures (esp. Heavy) are slow in reacting to env chg

Question 7

Tall vs flat: when, how
(By growth of an org)
+2 dims

Answer 7

Flat: young small orgs
Functional > specialized by Functions 
Divisional > duplication for geo areas
Matrix structure > diff reporting lines by project, function
\+ Employee nr drives nr of levels

Question 8

Org culture

• difficulty
• what is it?
• what for?
• possible causes?

Answer 8

-it is not transparent
-values, eg fairness (greedy ppl go into finance n get greedier)
-
-

Question 9

3 games/experiments on fairness

Answer 9

ultimatum game
dictator game
reputation game
-> in all games, most ppl offer much more than 1

Question 10

Strong Co values:

4 factors producing it

Answer 10

charismatic leadership
ritual n ceremony
clear vision n direction
shared norms n values

Question 11

Culture vs mission statement

Answer 11

-Values there might not be real

> Look at what ppl really do!

Question 12

Culture as an iceberg

Answer 12

From high to low visibility:
Artifacts + behaviors
Values
Assumptions

Question 13

Strong culture:
3 cases when it helps
1 con

Answer 13

Helps if fits env, is no cult, is adaptive

Con: blind obedience to authority figures => deresponsabilization

Question 14

Culture change: easy?

How?

Answer 14

No, difficult.

Walk the walk! +Little things