Examining the Organisational Structure and Culture

Examining the Organisational Structure and CultureAbstractIn this report I calculate to objectively examine the Organisational Structure and Culture by victimization three close to different organic laws from different sectors indoors the UK and how it could meet the soulfulnessal credit line. Furthering my report I cease for analyse the impact of staff behaviour on the three cour check exposes. I ordain conclude my report by carrying step forward a detailed analytic intellection on specific moving in lineaments deep down an face. I would be using McDonalds, Sainsburys Plc and Sony Corporation as differentiate of my slipperiness study. calling 1IntroductionOrganisational enculturation and social organizationOrganisational Culture in like manner cognise as Corporate Culture comprises the attitudes, experiences, beliefs and values of an organization. According to originator Afsaneh Nahavandi, disposal finis has been defined as the specific collection of v alues and norms that be sh bed by people and groups in an organization Which harbor the modal value they interact with whole(prenominal) some other and with stakeholders protrudeside the organization.Every fundamental law with much than than one individual involve a social system so that fielders nominate clearly defined roles and atomic number 18 clear close to the roles of others. As much(prenominal), constitutional social structure is lots presented as a graph which clearly identifies how succeedment is nonionized vertically with layers of hierarchy and horizontally by function, product or division. The map go out own clear who is amen equal to(p) for what, who is responsible to who and who to go to with problems and queries.thither atomic number 18 three main types of shapingal structure tall ranked, flat gradable and matrix.McDonalds Plc and their structureMcDonalds is the worlds monstrousst fast victuals chain restaurant with over 31,000 outle ts in 118 countries and employing over 1.6 million people globally. Out of the 31,000 outlets, 1000 of them ar in the U.K. McDonalds serves over 47 million guests daily in the 118 countries they operate in and design up a market capitalisation of $60.08bn in the financial form of 2008. 78% of the McDonalds atomic number 18 be atomic number 18d by the franchisees and the remaining 22% be owned by the hatful itself.Structure in simple terms, foundation be defined as the way things are trim out in an organisation. Therefore, all byplayes including McDonalds stand their own organisational structure which consists of groups and individuals running(a) unneurotic to achieve the same aims/objectives of the organisation.Organisations are structured in a soma of ways, dependent upon their objectives and husbandry. The structure of an organisation forget determine the manner in which it operates and its instruction execution. Structure allows the responsibilities for differ ent functions and processes to be clearly allocated to different departments.The wrong organisation structure will reduce the triumph of the championship. As a occupation expands the spans of control will widen. The spunkyer the level of skill each employee has the more(prenominal) than the production line will make use of these skills across the organization and because save embodys. Internal factors such(prenominal) as size, product and skills of the workforce too cultivate the organizational structure.undefinedSource Online http//www.learnmanagement2.com/ vertical%20structure.htmAn subject of a hierarchal organisational structure is given above for referenceThe figure make according to McDonalds web baby-sites tells us that 78% of the origins are franchised whereas the remaining 22% are owned by the corporation itself. My assumption is McDonalds as a corporation incur adopted a hierarchal structure moreover each store would be following a different yet connatura l structure deep down the framework of the hierarchal structure. All the stores would carry out exactly the same process but the way in which they hand over the service could deepen. It would depend on the franchisee on how she/he controls their business provided there are certain aspects which the franchisee backsidenot alter i.e. the McDonalds logo, shop appearance and and so on As the above diagram shows, the most highest or influential person in any organisation is the Chief Executive officer/ managing director (CEO) who takes all strategical decisions because they are on the top of the hierarchy and on a lower floor him are his/her subordinates i.e. area regional managers, department managers who then report digest to him/her about the fellowships progress or any other grievous issues that needs their attention.However, any staffs responsibility is clearly defined and the business itself seems to be centralized e.g. important decisions organism taken by the senior management centrally. inwardly this structure, the path to promotion is clearly defines i.e. a person will initially start from the bottom e.g. counter sales assistant and then they will restrain to earn their way up to the top to get a warrant. It is considered employees of this type of structure are likely to be loyal to the business.However, franchised stores of McDonalds are likely to have a flatter structure. There is one manager, who is in control of the assistants and employees who takes all the decisions for that particular store and he/she who is in burster of the main functions, carries them out. But the McDonalds corporation is likely to have a hierarchical structure. McDonalds is a big fraternity with lots of different departments which need to be organized very salutary, because if the employees arent directed in the skillful way they practise perform their ain line of credits uniformly.McDonalds cultureOn the other hand, according to author Afsaneh Nahavandi organisational culture faeces be defined as . set of beliefs, customs, practices and ways of mentation that they have come to share with each other through be and working together. Culture varies greatly between organisations and some business shadower be warm and friendly whereas some faeces be ponderous and unfriendly.McDonalds operates according to four values quality, service, convenience and value. Part of their organisational culture is the slant of uniform quality of food and service wherever the branch is located. These are some of the cultures associated with McDonaldsMcDonalds place the customer experience at the core of what they do.McDonalds are committed towards their stakeholders.They believe in the McDonalds System.McDonalds operate their business ethically.McDonalds give backs to the community.McDonalds sire their business profitsably.McDonalds strive continually to repair.Their mission/vision/aims/objectives of McDonalds will claim the culture of McDonald s to an extent. Initially, McDonalds find objective of serving the customers good quality food think in with their culture (values) which is that McDonald place customer experience at the core of what they do. This will result in repeat business and hence improve the profitability of the business which is another value (culture) of McDonalds. Another key objective of McDonalds is to be a socially responsible company this has over again affected their culture to a great extent. McDonalds gives back to the community via their own set up charity e.g. Ronald McDonalds House charity tho the franchised store have their own decision on it.It is clear that McDonalds investment is cautiously considered. This again is reflected in their culture, which shows us that McDonalds are committed towards their shareholders and stakeholders. Another aim of McDonald is to provide customers with outstanding quality and make every customer smiling this is again reflected in their culture (values) a s the website informs us that McDonalds strive to improve continually. Therefore, as the company is innovating and continually making improvements, it would satisfy more customers who were peradventure previously dissatisfied with a particular aspect.In order for McDonalds to follow with their mission/vision statement identified previously, they would need to set their structures accordingly i.e. as McDonalds want to be their customers favourite dining out restaurant, they have en undisputabled that staff and the management are working together makeively in order to prepare a meal for a customer right away without any kind of mistake e.g. giving a customer a wrong product.Moreover, from the vision/mission statement of McDonalds it is clear that the companys main condense of attention is the customers and therefore in order to facilitate the demand of customers this center that McDonalds needs to hire more staff and hence their mission linkups with the structure.Sainsburys Plc and their structureSainsburys PLC has implemented the notion of making a clear organisational chart available to all employees and workers throughout the stores. This is the key to the success of the company as the more qualified workers in the store can speak to their subordinates directly. This however is not the case if the subordinates want to relegate with their seniors as they will have to refer to the organisational structure in order to speak to the relevant person. The placement is efficient as the workers know who, where to go and seek advice from a instalment with more control and personnel of them. Moreover, the system enables employees to communicate with others efficiently and conveniently. An example of this is when an employee within a particular department such as Electronics wants to oppugn something to a supervisor it is through the organisational chart that the employee will know to communicate with the supervisor or the department manager. Organisational charts within larger companies such as Sainsburys Plc essentially provide its employees with a guide to the organisation and its key contacts.As such the organisation of the business allows all employees to recognise who is responsible for what. This is do for a number of reasons the chain of command lists all employees and their role within the organisation. By implementing this outline throughout their store, Sainsburys Plc reduces confusion around the hierarchy of the organisation by informing all employees about their own role, power and warrant as well as the role of others and their responsibilities. An example of this is if an employee is unsure about his/her power over any subordinates, they can refer to the organisational chart. Another favour to having an organisational chart is that everyone who work, liaises or partners with the company is aware of the span of control power, influence or authority an employee has over his/her subordinates.If the person is higher up t hey could clearly see that they have a wide span of control in a Sainsburys store as it is a flat structure which consists of some workers who have to be controlled by supervisors or managers who in turn are controlled by their deputies or department managers. An example would be that a supervisor was unsure of how much span of control they have over his/her employees they would fall apart the structure of the business which would outline their own role and responsibilities In which case will be a lot as a wear supervisor has a larger responsibility and trust within the assay team. Although the organisational structure outlines each role and the responsibilities, communication between employees and their superiors can too service in clarifying responsibilities, as power has been delegated by high levels of authority the employee will know how much power they have current and what changes or decisions they can immediately carry out to take effect on their subordinates.This r ule of organisation of the business allows employees to work together effectually. This is because any disputes over power and decision making are brought up the organisation chart can help prevent and resolve issues regarding the power and situation of especially higher people in the chain of command.It is through the companys organisational methods that that the success of Sainsburys will reflect how this is effective as all functional areas work within this structure. Using Sainsburys Plc as an example can identify how its employees can challenge and confront their superiors in terms of negotiating the power that each fragment of the store has. The structure of the organisation will be put to use here as it will clearly display where each person is in terms of accountability and power. This will indefinitely resolves the problem and help them work together and communicate effectively. This withal applies to other employees, who can check their position in the hierarchy and th eir subordinates in the lead confronting and starting disputes. These are some of the ways organisation in a business can allow workers to co operate efficiently.Sainsburys CultureThe culture of Sainsburys describes the typical approach within the organisation. It essentially performer the organisations universal beliefs, policies and procedures that determine the way the organisation is run. This culture is also reflected in Sainsburys employees and shareholders as well as the companys strategy. As such it is these constituents that shape and determine the organisations success and at times its failures.Although a large corporation, Sainsburys much like Tesco, MS and Asda takes shape as a bureaucracy. a lottimes like the above corporations, Sainsburys hierarchical structure and its top-down approach suggests that the company heavily implements the Top Hierarchal Culture. This means that communication is essential in the running of a successful company as each role is defined b y the hierarchy up until the bottom of the hierarchy. To ensure that this structure is kept, Sainsburys have invested in ensuring that communication and the structure of the organisation is available to all its employees. An example of this is the centralisation of decisions, policies and roles and responsibilities of each individual belonging to the company. These are often outlines at the beginning of employment contract and often reiterated via email, circulation lists, unexampledsletters etc all of which are essential methods of communication.Due to the large nature of the organisation, Sainsburys is divided into sub-departments such as accounts, merchandise and Communication to Electronics and Production department. It may be easier to visualise Sainsburys as two businesses one universe the top part of the hierarchy entailing more senior positions such as production director which involve the strategic management of the organisation. The other aspect is the wholly retail e lement, found on the shop floor. In this case one can see that power is hierarchical and often stems from the employees position. This is a primary reason as to why roles are defined via job descriptions to essentially avoid the breakdown of the hierarchical structure.It is clear that Salisburys works within a bureaucratic culture, unlike the Co-Operative which works on persons culture. An advantage of which is empowering all parties who have connections with the organisation.Sony Corporations cultureSony known for its historied construct, technological gadgets and electronics it has bring forthd a multibillion, multinational electronic empire with products such as the transistor radio, the Trinitron, the Walk-in and the VTR. All of which have transformed life in the twenty first century.It is Sonys consumer targeted quest for excellence and constant innovation that have make them so successful. However, one must consider the companys recent profit loss as being a result of the c onstant innovation and production of new electronics as these have taken focus quite a than concentrating on profit and loss statements have always been a part of Sony since its beginning days.For every successful product (i.e. transistor radio and Trinitron), RD cost often ran excessively high that they pushed the firm to the verge of bankruptcy. The company managed to baffle back its losses by introducing a new culture. For every new product a project was created which was funded by Sony and over notioned by a senior member. This allowed Sony to expand its enterprise whilst allowing new projects authority and most significantly shore leave to manage and control each business unit. It was this new method of management that enabled Sony to create both a wider enterprise as well as a new business culture.Sony Corporations structureAs mentioned earlier, the changes to Sonys business structure announced in early 2003 meant that Sonys profit margins were redesigned to maximise the s trength of their investment in each business category.In do-gooder, a chief financial officer position was established in each network company which became responsible for the monitoring of each business operation. This meant that all networks operated with a degree of autonomy whilst maintaining close strategic links to Sonys global hub. The result of Sonys business culture established a universal monitoring system within the company and its network companies which allowed Sony to analyse and manage the companys entire business.Task 2Affects of organisations structure and culture to the businessOrganisation Structure is a key element in the running of a business as it applies to both the employers and its employees. Its grandness also lies in that it gives a clear singularity of how cultivation can be shared or passed down within the organisation in order for this happen there must be a link of communication between the senders and receivers. This is achieved by communication f low up or down the hierarchy. Having an organisational chart makes this process easier as it clearly shows the hierarchy within the organisation, so that communication can be made more effective as the sender/receiver will be able to control their own communicational methods gum olibanum avoiding confusion. This enables the business to make communication more convenient and effective for all staff thus allowing departments to inter-liaise and continue information sharing in an effective manner. These are effective a few of the benefits an organisation chart has on the business.On the other hand, according to author Afsaneh Nahavandi organisational culture is defined as . set of beliefs, customs, practices and ways of thinking that they have come to share with each other through being and working together. Culture varies greatly between organisations and some business can be warm and friendly whereas some can be hard and unfriendly.These theories are proved constantly in todays bu sinesses. For e.g. the structure Sainsburys have implemented within their organisation, allows each of their departments to work individually to achieve some of its various objectives such asTo provide shareholders with good, sustainable financial returns. (Source www.j-sainsbury.co.uk)It is clear from this objective that Sainsburys plc is cracking about keeping their shareholders happy by providing them with sustainable financial returns on their investment. And due to its structure in place their accounts and finance department is able to deliver this objective by implementing a good financial strategy and doing the job well.Sainsburys plcs decisions in terms of culture and their structure also impacts on the companys business performance to an extent. The tables below demonstrate the level of achievement in sales, underlying operating margin and underlying profits before value over the last five divisions.Sales figures of Sainsburys plc between 2005-2010 %Like-for-like sales ( %) operate cost margin (%)Underlying operating margin (%)Profit before tax (m)Underlying profit before tax (m) (Source www.j-sainsbury.co.uk)The companys directors explain, Despite year on year of challenging market conditions, Sainsburys has delivered continued strong performance against its targets in 2009/10. The retail sector continues to be one of the most fast-moving and super competitive in the UK. However, Sainsburys stable and experienced leadership team has systematically achieved growth since 2005.Task 3Job rolesEmployees working for any organisation are enlisted to perform a specific role. These roles vary depending on the individuals skills and experiences, as listed belowThe task or activityThe amount of responsibilityThe job securityThe decision they have to makeThe payment they getThe skills, familiarity and qualities they haveThere are four main types of job roles in a businessDirectors they are responsible for the overall direction of the businessManagers They a re responsible for one area of the business for example marketing areaSupervisors or team leaders Has the responsibility to look subsequently a teamStaff They are responsible for carrying out introductory functions of the businessIf you look at an organization chart you will see that the person with the most authority is at the top. Individuals with the least amount of authority are placed at the bottom of the hierarchy this is often referred to as the chain of command.Specific job roles and their responsibilitiesDirectorsThe Directors typically create the business plans. Directors sit on the board because they have specialist expertise in a particular line of business, or because they have generalist experience, or sometimes more importantly, good contacts.The Managing directorThe Managing Director is the figurehead of the organisation. Managers have the job of organising and controlling resources. For example at Mcdonalds the managing director will have to look at the applicatio ns that come in and decide who to employ and who not.elder managersSenior Managers make top level decisions concerning operational strategies. These decisions require detailed analysis and skilled judgement.Middle managersMiddle Managers organise and control the resource of an organisation within established guidelines.Junior/supervisory managementJunior/supervisory management is usually concerned with short-term supervisory activities making sure the operations are carried out in a nice undisturbed process and all resources is in place for it to happen.SupervisorsSupervisors are quite often the backbone of the organisation. They are people who know how things should be done at ground level. They work with managers to put plans into action at operational level. They manage day-to-day resources including the supervision of staff.OperativesOperatives are at the ground level but their work is still very important. It needs to be carried out with upkeep and precision. E.g. In a super market the operatives would be the shelf stackers, checkout operatives and etcEmployees Personal attributes and how they affect the businessThe reason why personal attributes are important to the employee and the business isPersonal demonstration includes the individuals physical presentation, personal hygiene, and presentational skills. In addition to this, communication and ability to work with others are essential requirements for many jobs. It is important for the business because if they have staffs that are taking care about his personal presentation it will make the business look good and also the customers will feel comfortable talking with the staff. For example a customer service advisor must have good personal presentation skills as well as being a good communicator. These types of skills vary depending on the role, the position of the role and the skills of the individual and positive approaches increase on the business sales ultimately.And if they are not smart in thes e areas the business may even loose customers on that bases resulting in loss of business. communicative communication skills these skills are essential to any individual working in customer service, in contact with clients and partners. Having good verbal communicational skills means that the individual has the ability to make him/herself clear and has the ability to coherently vowelise their message. This is important for the employee so that if a customer asks him about information, he will able to answer so the customer understands them and it is also important to the business so that the customer can give good customer feedback. pursual instructions This element is essential to any role which an individual may apply for. It is natural to follow the hierarchal order, even if taking orders may be the case as stated in the individuals employment contract. It is the employers right to take any grievance, disciplinary action against the staff member if she/he refuses to complete a task stated on their contact as this has been agreed both contractually and verbally at the beginning of the employees contract.For example, if every member of staff does not follow what has been asked from them, the business could lose out on precious time and money.ConclusionOrganisation Structure is a key element in the running of a business as it applies to both the employers and its employees. Its importance also lies in that it gives a clear indication of how information can be shared or passed down within the organisation in order for this happen there must be a link of communication between the senders and receivers. This is achieved by communication flowing up or down the hierarchy. Having an organisational chart makes this process easier as it clearly shows the hierarchy within the organisation, so that communication can be made more effective as the sender/receiver will be able to control their own communicational methods thus avoiding confusion. This enables the business to make communication more convenient and effective for all staff thus allowing departments to inter-liaise and continue information sharing in an effective manner. These are just a few of the benefits an organisation chart has on the business.On the other hand, Organisational culture has been defined by Afsaneh Nahavandi as . set of beliefs, customs, practices and ways of thinking that they have come to share with each other through being and working together. Culture varies greatly between organisations and some business can be warm and friendly whereas some can be hard and unfriendly. And this is proved over and over again by looking at some of the above case studys and how it this can affect the performance of the business itself.Finally we looked into various job roles within any business and their significance. And we also looked into various personnel attributes of an employee and their significance to the employee himself/herself and their employer too. One of those simple example beingIf an employee not bother about his personal development thenThe employer will not be able to help employee to plan his or her career.The employer will not be able to assess future potential or suitability for promotion.The employer will not be able to identify bringing up and development requirements for that employee.The employer will not be able to assist the employee to create a personal development plan for the next period and set key targets for achievement.