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Week 1 Discussion

Supporting Lectures:

Review the following lectures:

Organizations and Organizational Design
Organizational Structure

Before beginning work on this discussion forum, please review the link “

Doing Discussion Questions Right

” and any specific instructions for this topic.

Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.

Introduction

Organization design provides tools to understand, design, and manage organizations more effectively, including issues such as how to adapt to a changing environment, cope with increasing size and complexity, manage internal conflict and coordination, and shape the right kind of culture to meet goals.

Tasks

Question 1:

Define organizational design and explain how it impacts an organization’s effectiveness.

Question 2:

How can organizational design help a firm succeed in a changing environment and cope with increases in size and complexity?

To support your work, use your course and textbook readings and also use the

South University Online Library

. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Your initial posting should be addressed at 500–1000 words as noted in the attached PDF. Submit your document to this Discussion Area by the due date assigned. Be sure to cite your sources using APA format.

South University

file:///C|/Users/CWATKIM/Desktop/Organizational%20Structure.html[8/19/2020 9:10:48 PM]

Organizational Structure
An organizational structure is the arrangement of hierarchy within an organization, which includes how
the factors of communications, authority, responsibility, roles, and power are arranged and managed.
An organizational structure explains how information and communication flow throughout a firm and
defines how a firm’s structure depends upon its strategies and goals. In addition, an organizational
structure explains how employees are grouped into departments and how departments operate within
a firm and includes how systems are used to support effective communication, integration, and
coordination of departments throughout the organization.

An organizational structure is the arrangement of reporting hierarchy (who reports to whom) and is
typically illustrated with an organizational chart. Organizational charts are visual demonstrations of the
processes and activities that take place in a firm. Organizational charts display the number of levels of
hierarchy and the span of control for managers. Span of control is the number of direct reports and the
number of functions or things for which a manager is responsible. Employees can study an
organizational chart to see how they fit in with the strategy of the organization, understand how parts
of the organization fit together, and understand how the company works. Organizing workers into
groups that report to a manager provides structure for positions and activities that align and promote
the goals of the organization.

Organization Structure
Review the zoom icon to view the enlarged image.

Every organization should be structured in such a way that provides both horizontal and vertical flows
of information. An improper structure will restrict the flow of information. Employees will have too little
information to act upon, causing poor execution and effectiveness as employees’ ability to execute
their duties are diminished. There are factors to consider between horizontal and vertical flows of
information. Vertical flows are effective for control, while horizontal linkages are effective for
coordination that requires reduced control. Organizations are encouraged to remain flexible and
support a structure that provides horizontal information to employees where and when needed.

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file:///C|/Users/CWATKIM/Desktop/Organizational%20Structure.html[8/19/2020 9:10:48 PM]

Additional Materials

From your course textbook Organization Theory and Design, read the following chapter:

Fundamentals of Organization Structure

From the South University Online Library, read the following article:

The Structure of an Organization: Does It Influence Workplace Deviance and Its’ Dimensions?
And to What Extent? 

https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=suo&turl=http%3a%2f%2fsearch.ebscohost.com.southuniversity.libproxy.edmc.edu%2flogin.aspx%3fdirect%3dtrue&db=bth&AN=128481751&site=eds-live

Local Disk

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file:///C|/Users/CWATKIM/Desktop/Role%20of%20the%20Consultant.html[8/19/2020 9:10:31 PM]

Role of the Consultant
Working with people and working with teams are the basic functions in business today. There is increasing demand for people to work in teams, and this applies
not only to HR personnel but to almost every department in almost every significant organization. Personal and interpersonal skills are critical for people to learn
and develop for career advancement and success. The link between human relationships and a consultant is strong because successful consultants learn to
manage relationships. Successful consultants learn to leverage structure, strategy, and, of course, technology—which today we rely heavily upon—to achieve
specific goals.

Whenever you give directions or provide instructions to people but have no direct power over people, you are acting as a consultant. The HR department is a
great example of a group of people who work closely with others within their organization but have no direct management control over people whom they
support on a daily basis.

An HR professional provides support to people and departments by providing information, recommendations, planning, training, and assistance and thus fulfills
the role of a consultant. Employees, managers, and departments often rely on the HR department for support, thus fulfilling their role as clients to the HR
consultant. Using interpersonal skills, the HR agents seek to influence clients through indirect control, meaning that they can influence others through their role
as consultant but do not direct others since they lack direct control that a manager or supervisor has.

Since HR personnel lack direct control, they must learn to use influence by acting as a consultant and not as a manager. The consultant must be careful not to
cross over the line by giving orders, directives, or commands. At the same time, the consultant seeks to influence others with the goal of making positive change.

Consultant vs. Manager

Consultant Manager

Aligns with a firm’s policies and procedures Gives orders, directives, or commands

Influences through collaboration Influences through power and/or authority

Provides information to support Provides information to achieve objectives

Has no power and/or control over people Has direct power and/or control over people

Gives advice Gives directives/orders

South University
file:///C|/Users/CWATKIM/Desktop/Role%20of%20the%20Consultant.html[8/19/2020 9:10:31 PM]

Has no authority or responsibility for objectives Has full authority and/or responsibility to meet objectives

Additional Materials

From your course textbook Flawless Consulting: A Guide to Getting Your Expertise Used, read the following chapter:

A Consultant by Any Other Name . . .

From the South University Online Library, read the following articles:

Resourceful Consulting: Working with Your Presence and Identity in Consulting to Change

Designing Organizational Structures: Key Thoughts for Development



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