Unit 3 Organisational Structures P1

Organisational structures
Organisational structures

Fig. 1: Large organisations tend to follow this type of structure
An organisational structure consists of the levels of management and division of responsibilities within an organisation.
Organisational structures show all the roles and types of jobs within an organisation. A complete organisational structure will show each type of position and how many of these there are at present. When smaller organisations look at their organisational structures, they usually focus more on job roles than hierarchy. Small businesses, especially the new ones, often change quickly -- adding positions and shifting people 's responsibilities as they remain flexible enough to adapt as the business grows.
Businesses create organisational structures to divide tasks between individual employees, groups or departments and locations. To
Bosses must be team leaders who generate ideas and help others make decisions. When too many people report to a single manager, his job becomes messy and quite impossible to organise. In a flat organization, more employees distrust higher levels of authority.

Delayering
Delayering is to reduce the size of a business hierarchy, especially in terms of a reduction in management. This creates a flatter (less layered) organizational structure. It is when a business which functions in a tall structure, changes to a flatter structure.
Firms choose to delayer because it offers opportunities for passing on duties, empowerment and motivation as the number of managers is reduced and more authority is given to shop-floor workers. It can improve communication within the organisation as messages have to pass through fewer levels of hierarchy. It can reduce costs as fewer employees are required and employing middle men can be