The domain of management may relate to any type of experiences, which are built on the basis of mutual interrelations between groups of individuals, who attain the goals of a specific organization (Boddy 2014). In fact, one can conclude that every human arrangement may be perceived as an organization, which requires supervision. Thus, both a huge corporation and a small family function chaotically if there is no one to represent the heads of such organizations. Otherwise, the arrangements are likely to fail due to the inconsistency in task performance and the unawareness of one’s responsibilities. Furthermore, since the purpose of every organization is to give value to certain products or services, the operational performance in an unsupervised system can not be attained for the participants are not instructed on the ways, in which value may be generated.
The Role of Communication in Organizations
The delivery of direct instructions, which constitute the basis for supervision, depends on communication. Indeed, since the biggest part of human interaction is sustained in verbal form, the effectiveness of communicative strategies, which are employed by an organization, defines its success.
A successful manager reaches organizational goals if he/she is able to handle communication on two levels, which are methodology and manner.
Methodology
Communication efficiency relies on the correlation between production aims and the means of interaction, which are employed by a manager. Thus, a proficient supervisor knows when it is appropriate to use memos for delivering a specific type of information to the subordinates and when face-to-face communication is relevant. Besides, the level of methodology concerns the precision of providing verbal instructions.
Manner
The second level of interaction, which has to be considered by a modern manager, relates to the manner, in which the ideas are expressed. Thus, the golden rule for a good manager is remaining courteous, calm, and rational, which stimulates confidence piece within an organization.
Organizational Structure
The development of organizational structure is the primary point in the generation of any human arrangement since structure is a skeleton of human relations, which shows a way, in which an organizational system may function. Thus, structure permeates every level of organization existence: it relates to the formation of a framework, according to which certain tasks are performed, it dictates the generation of hierarchical and cooperation relations between the human resources as well as distinguishes physical space distribution (Covin & Slevin 2007).
The Elements of an Organization
The experts suggest that the initiation of any arrangement should start with the creation of a distinct structure, which includes three critical elements. The primary constituent of a functioning model is the establishment of governance. In this way, the hierarchy or human resources is shaped. Secondly, an organizational structure includes a set of the accepted rules, according to which the operational tasks are sustained. The system of regulations may embrace not only the guidelines for performance but for the support of a corporate culture as well. Finally, the distribution of work should also be established from the start of an organizational structure existence. The system implies distinguishing between the workload division and the degree of performance urgency.
Organizational Structure Typology
The most types of organizational structures embrace:
Bureaucratic – The organizations, which have stable orientation on the hierarchical relations and make a clear division between supervision and submission.
Functional – the organizations with such management type target the division of structural element, according to the functional characteristics of specific organization domains.
Divisional – refer to independent functioning of separate organizational domains. Specifically, the division implies that every group, which functions, in the organization, has its own tasks and responsibilities.
Matrix – the structures integrate the best qualities of divisional and functional labor: on the basis of such models, the human work is coordinated, according to the tasks, which they are competent to complete and the requirements of the customers.
Reference List
Covin, J & Slevin, D 2007, ‘The influence of organization structure on the utility of an entrepreneurial top management style’, Journal of Management Studies, vol. 25, no.3, pp. 217-234.
Boddy, D 2014, Management: An introduction, FT Prentice Hall, New Jersey.