Microsoft’s organizational structure is based on product type, engineering groups, and functions. Despite its scaling and becoming more hierarchical over time, the corporation has maintained its hybrid approach to work between management, engineering groups, and functions, allowing it to have both functional and geographic division organizational forms (Cuefano, 2021). Due to its organizational form, each division at Microsoft focuses on a particular line of services and goods. Moreover, the divisions have separate development and research arms dedicated to consumer support and sales. The seven divisions that constitute Microsoft’s functional structure are business evangelism and development, finance, human resources, corporate and legal affairs, engineering, dynamics, and advanced research and strategy (Cuefano, 2021). Furthermore, Microsoft has two geographic divisions, one for the United States and the other is international.
At Microsoft, the organizational culture allows it to embrace the growth mindset at the core of its operations. Through this mindset, the corporate empowers each person and company on Earth to achieve more. Due to its growth mindset, the organization has been developed to focus on the consumer and purposes to be diverse and inclusive, resulting in a One Microsoft approach (Spriggs, 2019). The approach enables the corporate to focus on creating devices and services for people and businesses that empowers them around the globe on the go, at work, and at home (Spriggs, 2019). The firm achieves its mindset growth by fostering an environment that creates and collaborate culture that enables each of the mentioned seven divisions to work together to streamline Microsoft’s innovativeness. The autonomy of each division allows the company to conduct independent research on their respective line of development and collaborate to realize the success of different products created by the organization.
Microsoft’s organizational structure and culture support its success in two ways. From a structural point of view, the organization’s success has been attributed to streamlined innovativeness that enables it to foster employees’ ability to research and develop different products. The work-based divisional structure allows the subordinates to work on projects that suit their expertise and skills, facilitating their potential to create new products that allow Microsoft to be competitive. From a cultural point of view, Microsoft’s success has been facilitated by the product quality and innovativeness fostered by a growth mindset. As earlier established, the mindset enables the employees to create new products based on research and collaborate to ensure the company’s vision to empower every individual and firm on Earth is achieved.
There are no communication barriers across the seven divisions that work collaboratively to enable Microsoft to achieve its function. The corporation has assertive communication and collaboration abilities through Microsoft cloud services that enable the divisions to share information. Powered by Microsoft 365, the seven departments address the competitive threats and take action on viable opportunities through an organized and safeguarded internal communication channel (Spriggs, 2019). The existing communication barriers are purposed to restrict information sharing with people outside product development teams.
Microsoft’s culture promotes behavior aligned with its mission and strategies by establishing a growth mindset among the employees. Doing this has been central to how the workers focus their research, innovativeness, and development of consumer-based products. The significance of Microsoft’s culture is evident in how the corporate acknowledges that it forms a critical building block in its operations. The employees are free to make big, bold decisions central to their research and development, which has enabled the company to achieve more. Through conscious evolution, the culture facilitates external focus and consumer-centricity, which is increasingly significant in the company’s mission and strategies.
References
Cuefano, G. (2021). Microsoft Organizational Structure in A Nutshell – FourWeekMBA. FourWeekMBA. Web.
Spriggs, T. (2019). Lessons in Cultural Change from Microsoft – ChapmanCG. ChapmanCG. Web.