Org Structure, Change, & Culture Flashcards
4 Building Blocks of Org Structure
Centralization
Formalization
Hierarchical Levels
Departmentalization
Centralization
The degree to which decision-making authority is concentrated at higher levels in an organization.
Centralized vs. Decentralized
Formalization
The extent to which policies, procedures, job descriptions, and rules are written and explicitly articulated.
Hierarchical Levels
Tall structures: have several layers of management between frontline employees and the top level
span of control: number of employees reporting to a single manager
Flat structures: consist of few layers (wider span of control)
Departmentalization
Functional structures: group jobs based on similarity in functions.
Divisional structures: use departments to represent unique products, services, customers, or geographic locations the company is serving.
2 Org Configurations
Mechanistic: Highly formalized and centralized
Organic Structures: Flexible, decentralized structures with low levels of formalization
3 Contemporary Forms of Org Structures
Matrix Orgs
Boundaryless Orgs
Learning Orgs
Matrix Orgs
A cross between a traditional functional structure and a product structure. Specifically, employees reporting to department managers are also pooled together to form project or product teams.
unity of command: A situation where each person reports to a single manager. Traditionally orgs are based on the principle of unity of command, while matrix orgs do not follow this principle.
Boundaryless Orgs
Boundaryless Orgs: Organizations that eliminate traditional barriers between departments, as well as barriers between the organization and the external environment.
Multiple types:
- Modular organization is where all the nonessential functions are outsourced
- Strategic alliances is where two or more companies find an area of collaboration and combine their efforts to create a partnership
Learning Orgs
Organizations where acquiring knowledge and changing behavior as a result
Organizational Change Definition:
The movement of an organization from one state of affairs to another.
4 Reactions to Change
Active resistance: The most negative reaction to a proposed change attempt.
Passive Resistance: Being disturbed by changes without necessarily voicing these opinions.
Compliance: Going along with proposed changes with little enthusiasm.
Enthusiastic Support: Defenders of the new way and actually encourage others around them to give support to the change effort as well.
Lewin’s Three-Stage Model
Unfreezing: Making sure that organizational members are ready for and receptive to change is the first step in Lewin’s suggested change model.
Change: Executing the planned changes is the second phase of Lewin’s change model.
Refreezing: The final stage of Lewin’s change model involves ensuring that change becomes permanent and the new habits, rules, or procedures become the norm.
Kotter’s Eight-Stage Process for Change
Occurs under the “Execute Change” phase.
Org Culture Definition
Refers to a system of shared assumptions, values, and beliefs that indicate what behavior is appropriate within an organization
