Managing a business requires the skills and expertise of a good leader. With the right organizational structures in place, a business can quickly become successful. The structure cannot be implemented without a workforce. This paper aims at describing the major types of organizational structures and providing insight into ways that businesses can maintain a quality workforce.
Types of Organizational Structures
Functional. Here, the company is split on a specialty basis. It consists of coordination, supervision and task allocation. In such an organization, a particular team will be tasked with marketing while another deals with accounting. Individuals concentrate on one activity thus they can efficiently complete tasks. However, conflicts are likely to arise due to miscommunication between departments.
Matrix. This structure largely relies on teamwork. Teams of employees are formed such that they can work on a complimentary basis. In this way, employees capitalize on each other’s strengths and make up for any weaknesses. There is cooperation across the company. The dark side dictates that there is a lot of confusion in defining individual responsibility and jurisdiction.
Maintaining Quality Workforce
Prospective employees consider the working environment before applying for a job. For companies to attract employees, they need to ensure that the workplace is friendly on the employees. After the organization gets these employees, the next step is developing their skills so that they are relevant to the firm. It can be done by involving and engaging them in activities. They should be allowed to participate in decision making and contribute ideas that are beneficial to the company.
No firm desires to lose employees who have been trained as this is a major setback for them. For that reason, companies need to maintain their workforce. The best way to do this is to create a retention plan for employees that are assets to the enterprise. For example, a company can decide to offer a host of career development tools that are unheard of in other firms.
In a nutshell, organizations should choose structures that work in their favor. Companies also need to pay attention to their employees. Without a motivated workforce, it is hard for an organization to achieve its goals. For that matter, structure and workforce need to go hand in hand.
Hi, my name is Coby. I am a sophomore student in NY University, pursuing Marketing. I hope to join Google’s marketing team. In the wake of changing the technological environment, which continues to alter behaviors’ consumption, I have learned that online presence is critical to keep a brand relevant and competitive. I was working with the best writers to get the perfect resume, they could even write my essay for me. I have gained an adequate experience in social media marketing, especially from my first internship program at Innocent Drinks. My interest lies in helping organizations move from traditional marketing strategies to digital media platforms. I would like to help your company create networks on Facebook, Twitter, and Snap-chat and integrate them with the company’s website to engage with existing and prospective customers. I am passionate about the use of social media to promote brands, products and services, and engaging with pools of clients. In our internship program at Innocent Drinks, my team helped the company increase its social media presence and gather information including consumption patterns and behaviors, and the changing customer preferences. My career goal is to help organizations adopt new marketing tools, especially the use of social media and other platforms such as Google and Apple.
A Constructive Critique from My Colleague
Wow, I have to say that you are on the right path toward setting your feet in the organization. You mentioned your name, general occupation, experience at innocent drinks, and your achievement in helping the company increase brand awareness through social media presence. That is perfect, I would say. Nevertheless, your facial expression when delivering the pitch is non-impressive. You seem nervous and embarrassed. Try to feel free and manifest courage. Let your audience see the information you give as an accurate reflection of your story. Tell it as it is. Otherwise, your employer might notice your insincerity.
PICO: In older adults, how does hourly rounding impact patient falls compared to bed alarms?
Falls are a major problem in the healthcare as they the leading cause of nonfatal injuries and injury-related hospitalizations in America (Goldsack, Bergey, Mascioli, & Cunningham, 2015). In older adults, over 1800 lives are lost each year due to falls and fall-related injuries and those who survive sustain injuries that can result in permanent disability (Ogundu, 2016). Hourly rounding is increasingly being used in healthcare to promote a safe environment by fostering frequent interaction between caregivers and patients. If this concept can reduce the rate of falls, the risk of accidental injuries will be decreased, and considerable cost-savings can be realized.
In 2015, Hope medical center needed a solution to improve the then bed alarm after it was discovered that they did translate into fewer falls. Even though the alarms were expensive they did not give much return; there was no significant difference in the fall rate or injurious falls. However, after the implementation of hourly rounding, there was an average of 34% reduction in patient falls especially the elderly.
The findings demonstrate that hourly rounding can reduce the number of falls which translates to fewer injuries and considerable cost savings. According to research, the overall cost of fall injuries for the elderly exceeded $19 billion in 2000 (Hicks, 2015). The study also projects that by 2020, the annual cost of fall will exceed $54 billion. These costs are bound to weigh heavily on the patients and their families. As can be seen, hourly responding has a profound impact on older adults, and as such, every effort should be tailored to improving the environment in which the strategy is being used to improve patient safety and satisfaction.
It is a common occurrence to hear professionals engaging in arguments about how leadership tends to vary based on one’s genders. It must be acknowledged that men still hold most of the managerial positions, with results indicating at least 64 percent of the leaders are men, and they proceed to hold other influential positions in many organizations (Pinay). It thus prompts the stereotype that female leaders are excellent at nurturing competencies and developing others and engaging in self-development (Pinay). However, the primary question is the manner in which men and women differ in their leadership roles. Considering the slight differences that women demonstrate, women in the corporate world today have shown that they can deliver as much as men in the management position despite their numbers still being significantly less compared to the men as they are team leaders (Coulter and Robbins 150).
In an article published in the Harvard Business Review, Pinay presents key statistics that detail the effectiveness of men compared to women and from the percentile scores, it shows that women are trailing men only by a small margin. It falls under the broader subject of workplace diversity because it is common for organizations to be accused of being less sensitive to gender and race issues (Coulter and Robbins 164-165). However, considering the core competences that define an excellent leaders, a woman in leadership has an upper hand in the determination of skills related to driving results, building relationships, championing for change, innovation, and collaboration (Pinay). In fact, the results were so shocking that the author concludes that women are not being engaged fully and thus most of such skills are underutilized in the business world.
The results have also caught the attention of women who have since discovered how much potential they have based on their innate abilities. It was, however, apparent that the challenges they were facing were primarily because they had not commanded their position fully because one was them was overheard saying that they need to prove their worth in management. One of them stated that “We feel the constant pressure to never make a mistake, and to continually prove our value to the organization” (Pinay). It thus creates the impression that women are perceived as effective when in truth they are as effective and in some cases, even exceed the leadership of men. The authors thus finish the article by developing insights from the findings and initiate a call to action where they make several recommendations to help in addressing the problem and increase the representation of women in the leadership positions (Pinay).
The article is relevant in the assessment because it is in line with the concepts brought out in the first chapter of the class text. In the book, the Coulter and Robbins acknowledge that the management system today is likely to be occupied by women just as it would be served by a man (5). The concept highlighted from this section is related to multicultural and diversity understanding based on the conceptual definition and understanding of leadership at the top (Coulter and Robbins 199). It draws on the importance to settle multicultural differences and limit the focus on gender when assigning leadership roles because such appointments are usually defined by misconceptions and stereotypes.
In summary, the article and the text are related and present a thought-provoking subject that despite being widely researched, is less understood. It is thus apparent that women are as competent as men when tasked with leadership roles and in some instances, even perform better than men because of their excellent skills in developing people and building relationships.