Organisations and Behaviour Essay Example | Topics and Well Written Essays - 2250 words - 1

Organisations and Behaviour - Essay ExampleThere are multiple organisational structures lay out both in theory and in practice. Some are rigid like public arena organisations while former(a)s are flexible like small scale private enterprises. There are whatever(prenominal) variables that affect the structure of the organisation. They include its size, age, staff, burnish, geographical position and legal, commercial, social and technical environment. These factors all help to skeletal system many organisational structures. In the basic categorisation, there are tall and prone structures. Below is the comparison of these dickens types. Tall Structure Flat Structure Size Usually Large Usually Medium historic period Independent Independent Culture & Environment Rigid & Formal Flexible & Less Formal geographical Position Independent Independent Hierarchy Strong Weak Span of Control Tight big Chain of Command Strict Loose Delegation of Authority Formal In noble Workload decrea se Decentralised Increased Career Growth Well Defined Vague There are some other structures which are combination of these two structures. The matrix structure is an example. It has different units and each one follows the tall structure independently. On the organisational level, all units form flat structure. Many organisational structures are dependent upon usable units thereof they extract the required characteristic from all types of structures. It is important to mention here that every organisation differs from other one in terms of structure. There can be variety in tall and flat structures as well. Organisational Structure of Apple The organisational structure of Apple is quite different from the ones mentioned in the literature and free-base in the practice. It is more like a wheel where CEO places himself at the centre. All other departments and functional units are spread around him and he the key focal of all. This structure reflects the overall leadership and in o peration(p) philosophy in which Steve Jobs believed. He gave his executive team a direct access to himself. Through oddment coordination with them, he established trust and involvement. The same practise was adopted down the line and Apple won loyalty of employees. Steves successor disagreed with this organisational structure. His management and leadership approach is quite different from that of Steve. It is more possible that the summons of Tim Cook will transform Apple into an organisational having traditional tall structure. The CEP will be at the top while the Executive Team will be next in the hierarchy and coverage to him. Since the structure is the overall design of an organisation, the functional units of Apple will become tall too. In do-gooder to the conventional pros and cons attached with the tall structure, it is also expected that structural transformation will bring legitimate resistance. It is because change is naturally resisted and the employees of Apple are used to the wheel structure since long. It is also possible that command of authority may be challenged by the employees and Apple may not expect the same cognitive operation as it was in Steves time. Comparison of Organisational Cultures The organisational structure influences the organisational culture. The rigid structure promotes strict and formal culture while the flexible structure is more likely seen in an informal culture. Below is the comparison of formal and informal culture that can exist in any organisation. In formal culture, the basic guidepost followed throughout the