Compare and contrast different organisational structures and culture

The organizational structures represent the different level of management along with the responsibilities and positions of the responsible people in an organization (Bateman et al., 2009). Every organization has the organizational structure that describes the flow chart of command and hierarchy of the management and controlling system and different levels of management (Bennis and Warren, 2007).


Departmentalization structure is the best structure and in this structure the work and duties are assigned to the group of the people and there are different ways of departmentalization which are given below (Gemmill and Judith, 2002).

Customer relationship department

The main focus of the organization is to pay focus on the customers and this department based on the different needs, retention and capturing new customers from the market (Hersberger, 2007).

Functional Department

The main focus of the organization depends on the different functions and department divided on the behalf of the different functions (Intagliata, 2002).

Product Department

In this structure the departments are designed on the nature of product, pricing, strategy to develop and design and marketing.

Process Department.

Here in this way the departments are divided in the different departments with different aims and objectives, each department is responsible for the different aims and objectives to achieve (Kotter and John, 2003).

Geographical department.

In this way departments like regional departments and these departments based on the climate, availability of labour, raw material and other conditions (Mech and Terrence, 2003).

Chain of Command.

This is another type of organizational structure and the organizations adopted this structure with the aims and objectives of command like in military (Army, Navy and air force) in these organizations authorities, responsibilities and communications are of most importance. The structure shows the level of people at their ranks with their powers, authorities and their duties and responsibilities (Moore and Audrey, 2004).

Spain of Control

Sometimes there are more than one business partners and one manager is controlling more than one people to carry out the business operations, so the span of control can be tall and narrow, flat and wide. In the tall and narrow the managers control about 6 to 10 people, they supervise the employees and they have effective communication and fast communications (Plunkett and Richard, 2003).

Flat and Wide

In the flat and wide span of control the managers are authorised and responsible to design and develop the strategies and policies and train their employees. In this way the employees have more morality with the high span of control (Pritchard and Steven, 2000).

Centralization and Decentralization

In this organizational structure the main powers of decision making is with the low level of employees they have the authority to make decision as per their nature of work and routine of work. The higher level delegate authority to the lower level employees to make decisions to carry on their daily work independently. In the decentralization the operational issues and strategic directions are always from top to down (Bateman et al., 2009).

Matrix Structure

In this kind of structure the people from the different departments and the products have their specific as according to the nature of their projects. The people involved in the matrix structures face different situations and with their skills they handle the skills and sort out the solutions. In this kind of structure the loyalty among the employees always remained high and the resource allocation always become high due to highly skilled people involvement (Bennis and Warren, 2007).

Organization culture

There are different kinds of the organizational cultures all the cultures have been described in detailed below (Gemmill and Judith, 2002).

Power Culture

In this kind of culture the medium and the small size organizations this culture prevails and in the centralized decisions always designed by the small organizations where the power culture prevailed. This is the best culture because the organizations can control the wastage of resources effectively and the management can measure, control and monitor the business operations and workers motivations can be built easily as compared to other cultures (Hersberger, 2007).

Role Culture

Different functions and each division assigned a specific role and similarly there are so many benefits of this culture the each skilled worker or unskilled individual pay focus on achieving its goal and objectives (Intagliata, 2002).

Task Culture

The each person always assigned a task in this culture and in the modern era the organizations are adopting this culture there are so many benefits of this culture. The cost reduces and the wastage of resources are always controlled efficiently in way (Kotter and John, 2003).

Person Culture

In the non profit organizations the personal culture is going to be more popular and prevailing because these people have their specific aims and objectives to meet (Mech and Terrence, 2003).

Published by MALI

Writer is post-graduated in Computer science, Business Administration, Marketing and Innovation. He has 10 years of business academic research writing experience.

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