The that are in the top spectrum in

The
Effects of an organisational structure.

In this
report, I will be advising an organisation about the structure of an
organisation. There are many factors that need to be considered when it comes
to the structure of an organisation. Depending on what type of organisation
this is, will determine the structure of the organisation. A flat organisation
is a typically used for a smaller business with one person in charge
delegating, management through all the employees. On the other hand, a larger organisation
would use the tall originations structure which people who are higher up in the
hierarch level, can only be reached when information is delegated from the
lower end of the hierarchal throughout the structure.

Firstly,
the size of the organisation this company has been established for over 100
years, therefore acknowledging the size will be beneficial as the key factors related to the size of the organisation
include, specialisation, formalisation, vertical span and centralisation. Work specialisation
is known when an organisation breaks down a certain job into different sections
for different individuals. ‘In
essence individuals specialize in doing part of an activity rather to the
entire activity’. (Dr Shailesh Thaker,
2008). Work specialisation will bring many benefits to the organisation,
creating a more controlled work place making it more efficient for the employees
and the company. When the size of the organisation is recognised, work will be
able to be split between individuals which is work speacliastion. In relation
to the size of the organisation formalisation is important as it comes with
authority, those who are higher in the hierarchal level for example the
managers they will carry out proceedings and enforced by the organisation
making sure that they are met by the employees. (Xi
Chen, 2013). Centralisation is also when managers that are in the top spectrum
in the hierarchal level who get to implement decisions on the organisation ‘all decisions and processes are
handled strictly at the top or the executive level’ (Chantal, 2012). The
benefits to running a centralised organisation is that all the decisions will
be made by managers, therefore the organisation will have structure to it. ‘there
is little room for error which means the basic processes and more detailed
operations are in place’ (Chantal, 2012). Moreover, when it comes to the structure
of the organisation, making sure that there is a clear division about who makes
the decisions of the company and who people need to report to if they had an
issue with the organisation.

The next most important factor to
running a successful organisation is your workforce, when it comes to the
workforce of the organisation, it is important to identify employees that are
skilled, unskilled and semi-skilled. (class-notes, 2017)
Handy
Shamrock organisational structure consisted of the first, second and third leaf
this means that your first leaf is, your core professional workers, the managers
the top of the workforce, next there is the contracted workers these workers
filled up roles such as marketing. Finally, the part time workers these people
fill up roles or are used during busier periods. (class-notes, 2017). The different
types of work-force planning include, zero hours contract which is beneficial
to the organisation and the employee if the organisation needs cover on demand.
‘Zero hour contracts offer a lot of
flexibility for staff’ (Penny Antoniou, no date). The next workforce is agency
workers, they are used to temporary find workers to do temp work whenever the organisation
may need it.  To compare both of the two
workforce structures a zero hours contract could suit the organisation far
better than agency workers because if you needed emergency cover for a large organisation
it would be quicker and effective as you would already have the employee on
call compared to agency workers where it could take a long time to find a
replacement.

It is important to have
a strong structured organisation as it is the core of the company, therefore having
a strong relationship between the organisation and the employees is vital as
they are going to contribute to the success of the organisation. Henri Fayol’s
theory is the link between management and how they interact with their staff. (Janet
Krenn, 2017). Henri Fayol’s theory is based on the 14 management principles. Henri
Fayol’s theory is used to reduce any altercations between management and the
individual he did this by focusing on the 5 managerial functions including
planning, organizing, commanding, coordinating and controlling. (Business mate,
2011). One of Fayol’s fourteen management principles is, equity, this is really
important because if the workplace is equal and everyone is treated fairly the environment
of the organisation will be positive resulting in the employees feeling valued
and apart of the organisation. This reflects on employee retention if the staff
are treated fairly the workforce will sustain for a longer period of time
meaning the organisation will not have to suffer with financial implications
from hiring new individuals. Moreover, keeping a good relationship between both
the organisation and the employees everyone will benefit from it. In relation
to the workforce keeping good relations the organisation will be able to grow efficiently.