Organisational Structure

Question 1

Robbins and Coulter (2002)

Answer 1

The formal framework by which jobs are divided, grouped and co-orientated.

Question 2

Hierarchical structure

Answer 2

-Employees ranked at various levels.

Question 3

Span of control

Answer 3

Workers working under person of hierarchy.

Question 4

Tall Hierarchical Structure

Answer 4

-tight control
-more levels= more promotion opportunities
-takes longer for communication to pass due to
multiple layers/levels.
-More layers=more staff=higher costs

Question 5

Flat Hierarchical Structure

Answer 5

• less control, more delegation.
• fewer opportunities for promotion but staff have more responsibility.
• vertical communication is improved.
• less layers= less staff= lower costs.

Question 6

Entrepreneurial Structure

Answer 6

• centralised around one person
• major decisions made by one personnel.

Pros:

• quick decision as one person making them.
• flexible: respond to change.
• less of Chain of command.
• suited to smaller companies.

Question 7

Matrix Structure

Answer 7

• combines traditional departments with project teams.
• roles change depending on project.
• power changes depending on project.

Pros:
Learn all of the time
Shared ideas

Cons
Lots of pressure
Ambiguous who to answer to

Question 8

Independence structure/ functional structure

Answer 8

Team all do the same or similar things.
Work closely in team.

Pros:
Quick decision making
Learn from one another

Cons:
Not learning past organisation.

Question 9

Departmentalisation.

Buchanan’s and Huczyzki (2007)

Answer 9

Served by…
What they do
Service
Where they are

Question 10

Centralisation.

Answer 10

Withholding authority and the way authority and decision making are dispersed.
Power stays in one place. E.g. CEO makes decisions.

Question 11

Decentralisation.

Answer 11

Ultimate authority to command along with responsibility is moved down organisation as efficiently as possible, e.g. decision making is delegated.

Question 12

Wide span of control

Answer 12

Subordinates chance for more independence.

Reduces number of managers- labour costs.

Question 13

Narrow span of control

Answer 13

Allows closer supervision.
More layers in the hierarchy may be required.
More effective communication.

Question 14

Pulsating workforce

Hanlon and Jago (2009)

Answer 14

Workforce grows and disperses during event planning process.