Mr Win
Draft copy
Task 1: Understand the relationship between organisational structure and culture
1: Introduction:
This report is about description, explanation and exploration of organisational behaviour at Tesco Plc. It is divided into four different sections. In first section different structure, culture and its impact on performance is elaborated. It also explored different factors that influence on people behaviour at workplace. This part has only emphasized on organisational structure and culture from performance and behavioural perspectives.
1.1 Compare and contrast three different organizational structures and cultures.
Organisational structure is essential to make effective performance because it provides the foundation of relationship among members of staffs. Structure by the management meet purpose and achieved organisational goals and objectives. According to Mullins (2005, p. 596) structure is about defining tasks, responsibilities, relationships and channel of communication among employees.
Organisational Structure | Characteristics | Bureaucratic | Rigid, Formal, Centralised, Many layers, Centralised Control, clear chain of command | Divisional-Product, Geography, etc. | Decentralised, Formal, Flexible, few layers | Function (HR, Marketing etc) | Divide by functions Decentralised, Flexible, few layers, |
Table 1: Types of organisational structure
Compare and contrast
Though bureaucratic organisation seems clear chain of command the decision making process is very slow and is less responsive to changing to business environment. I functional structure there is clear functional roles but there may be lack of coordination and conflict management values. For performance perspective divisional is good but there are many bosses and conflicting loyalties for employees (Needle, 2010, p. 182).
Three types of Cultures (Handy) Types of Culture | Descriptions | Power Culture | Power in hands of few people, Not quick
Task 1: Understand the relationship between organisational structure and culture
1: Introduction:
This report is about description, explanation and exploration of organisational behaviour at Tesco Plc. It is divided into four different sections. In first section different structure, culture and its impact on performance is elaborated. It also explored different factors that influence on people behaviour at workplace. This part has only emphasized on organisational structure and culture from performance and behavioural perspectives.
1.1 Compare and contrast three different organizational structures and cultures.
Organisational structure is essential to make effective performance because it provides the foundation of relationship among members of staffs. Structure by the management meet purpose and achieved organisational goals and objectives. According to Mullins (2005, p. 596) structure is about defining tasks, responsibilities, relationships and channel of communication among employees.
Organisational Structure | Characteristics | Bureaucratic | Rigid, Formal, Centralised, Many layers, Centralised Control, clear chain of command | Divisional-Product, Geography, etc. | Decentralised, Formal, Flexible, few layers | Function (HR, Marketing etc) | Divide by functions Decentralised, Flexible, few layers, |
Table 1: Types of organisational structure
Compare and contrast
Though bureaucratic organisation seems clear chain of command the decision making process is very slow and is less responsive to changing to business environment. I functional structure there is clear functional roles but there may be lack of coordination and conflict management values. For performance perspective divisional is good but there are many bosses and conflicting loyalties for employees (Needle, 2010, p. 182).
Three types of Cultures (Handy) Types of Culture | Descriptions | Power Culture | Power in hands of few people, Not quick