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1 Explain contemporary organisational structures and design
2 Analyse contemporary people management practices
3 Discuss marketing practices in contemporary organisational settings
4 Explain financial practices in contemporary organisational settings
5 Develop an integrated analysis of a contemporary organisation

Overview of Ready Cash

Ready Cash is an organization that has its operations in two major business lines. The first business line in this case is based on the sales of different second hand based goods and also providing instant or short term based credits to the individuals. The organization is owned privately and was established in the year 1957. At present Ready Cash employs more than 700 people in different departments of the organization. More and more stores of the organization are being added in different states in Australia. The growth based area of the organization has also started increasing in the last few years (Ashkenas et al. 2015).

The essay will be based on the ways by which design can be developed for the organization in for its future operations in the industry. The resource based and process related needs of the organization will also be analysed and included in the design.

As discussed by Bai et al. (2017), the business model that has been followed by Ready Cash is flat in nature and the organizational design has also been developed on that basis. The organization mainly consists of different departments that operate under the managers who are responsible for communicating with the employees. The communication based process is important for the proper development of the future operations of Ready Cash in the industry. According to Benzer et al. (2017), the managers or heads of various departments are responsible for providing reports based on the operations of different departments. The decision making based process is totally dependent on the reports that have been provided by different departments regarding the operations. The goals and objectives of the organization are also based on the ways by which Ready Cash is able to develop an effective structure.

As discussed by Dedahanov, Rhee and Yoon (2017), yhe CEO of Ready Cash has the most significant responsibility in order to ensure the coordination between the different departments. CEO has the responsibility of maintaining the position of the organization and ensuring flawless performance of different departments as well. The plan which has been developed by the organization for its future operations will be analysed and implemented in an effective manner by the CEO. Consistency in the operations of different departments is an important factor that is able to affect the work process of the CEO.

As discussed by Král and Králová (2016), the sales based department of the organization is mainly responsible for the marketing and promotional activities that are performed by the employees. The sales based objectives that have been set by Ready Cash are also fulfilled by the sales department of the organization. The reduction of losses that can be faced by the organization is a major function that can be faced by Ready Cash in the industry.

Ready Cash's Flat Organization Model

According to Lee, Kozlenkova and Palmatier (2015), the major roles which are played by the sales department of Ready Cash are mainly include, Director of sales, Sales manager and the supervisors who are a part of different regional stores. The marketing manager of the organization is also an important part of the ways by which different promotional activities can be performed by Ready Cash. The communication and advertisement are considered to be important responsibilities that are performed by the department.

As discussed by Levine (2018), the human resource based department of the company is mainly responsible for the ways by which employees are able to provide the highest levels of performance. The human resource based manager of Ready Cash is able to manage the organization and different operations of the organization as well. The Payroll Manager on the other hand has to manage the compensation based levels of the employees. The compensation provided to the employees are mainly related to their job process.

As opined by Král and Králová (2016), the responsibilities that are provided to employees are analysed in order to decide the compensation levels. The HR manager of a flat organization has major levels of responsibilities based on the ways by which employees can be managed in such a manner so that they are able to provide best levels of services. The cooperation levels of employees also depend on the operations of a human resource manager. The proper management of flat organizations is easier as compared to the organizations which have various hierarchies. The human resource manager of Ready Cash will also be able to manage the employees belonging to different departments easily within the flat structure.

According to Mallén et al. (2016), the operations department is able to maintain the assets of Ready Cash and the loans and risks that are faced by the organization as well. The IT manager and Assets manager of the organization has the responsibility of managing the logistics of Ready Cash. The goods that have been acquired by the organization are managed by the members or the manager of Ready Cash. The database of the organization is managed in an effective manner by the IT manager of Ready Cash. The information based on different factors can be effectively gained by the IT manager of Ready Cash. Assets manager on the hand is able to manage the cash flow in different stores of the organization. The storage related factors are also managed by the organization effectively. The regional assets based supervisors have some major responsibilities of the members who are a part of this department (O'Neill, Beauvais and Scholl 2016).

Functional Departments of Ready Cash

As discussed by Rahman Seresht, Alizadeh and Abdollahi (2017), the flat structure of an organization is quite supportive for the ways by which different departments are able to operate. The productivity levels of Ready Cash can be increased with the help of proper implementation of flat structure. The hierarchical levels that are present in the organization are also less and collaboration between employees and managers is high The control levels of employees in organization that has a flat structure are high. The work culture of Ready Cash is decentralized in nature and the process of change implementation in these organizations is also easy in comparison to the other organizations which have a hierarchical structure.

According to Rhee et al. (2017), the manager is also able to monitor different organizational activities in a flexible way. Communication between employees and managers is able to play a major role in the ways by which different organizational objectives can be fulfilled. The feedback related factors are also considered to be important for the organizations in order to manage the operations efficiently. The managers of each and every department need to communicate with the employees who are a part of team. Feedback needs to be provided by the employees to the managers and this feedback is further provided to the CEO of Ready Cash.

As discussed by Wu (2015), the levels of productivity and rates of money transaction are important factors that need to be considered by the CEO. The investments that can be made in different operations of a flat organization are low. The departments that are a part of a flat organization are managed with the help of managers and the cooperation that is provided by the employees as well. The issues which are faced by the employees can be easily solved with the help of flat structure that has been developed by Ready Cash.

According to O'Neill, Beauvais and Scholl (2016), the flat organizational structure can be considered to be a major factor which is can improve the profitability levels and the revenues of Ready Cash. The organization needs to interact effectively with the customers in order to provide them with information that are required for meeting their demands and needs. The employees who are a part of a flat structured organization are able to understand the demands and needs of consumers within lower amounts of time. The cost effectiveness of the structure is also able to play a major role in the ways by which Ready Cash can make investments in many other organizational aspects. Flat organizations are able also able to understand and fulfil needs of employees in order to gain the levels of trust (Dedahanov, Rhee and Yoon 2017).

Conclusion

The essay can be concluded by stating that Ready Cash will be able to operate in a profitable manner with the help of implementation of flat structure. The organizational structure is able to influence the ways by which managers are able to collaborate with the employees. The proper communication and collaboration of different departments are considered to be important factors that are related to flat structured organizations. The managers of different departments of the organization are also able to play a major role in the ways by which the operations are managed.

References

Ashkenas, R., Ulrich, D., Jick, T. and Kerr, S., 2015. The boundaryless organization: Breaking the chains of organizational structure. John Wiley & Sons.

Bai, W., Feng, Y., Yue, Y. and Feng, L., 2017. Organizational structure, cross-functional integration and performance of new product development team. Procedia engineering, 174, pp.621-629.

Benzer, J.K., Charns, M.P., Hamdan, S. and Afable, M., 2017. The role of organizational structure in readiness for change: A conceptual integration. Health services management research, 30(1), pp.34-46.

Dedahanov, A.T., Rhee, C. and Yoon, J., 2017. Organizational structure and innovation performance: is employee innovative behavior a missing link?. Career Development International, 22(4), pp.334-350.

Král, P. and Králová, V., 2016. Approaches to changing organizational structure: The effect of drivers and communication. Journal of Business Research, 69(11), pp.5169-5174.

Lee, J.Y., Kozlenkova, I.V. and Palmatier, R.W., 2015. Structural marketing: Using organizational structure to achieve marketing objectives. Journal of the Academy of Marketing Science, 43(1), pp.73-99.

Levine, J., 2018. Organizational Structure. Handbook of Healthcare Analytics: Theoretical Minimum for Conducting 21st Century Research on Healthcare Operations, pp.1-20.

Mallén, F., Chiva, R., Alegre, J. and Guinot, J., 2016. Organicity and performance in excellent HRM organizations: the importance of organizational learning capability. Review of Managerial Science, 10(3), pp.463-485.

O'Neill, J.W., Beauvais, L.L. and Scholl, R.W., 2016. The use of organizational culture and structure to guide strategic behavior: An information processing perspective. Journal of Behavioral and Applied Management, 2(2), p.816.

Rahman Seresht, H., Alizadeh, M. and Abdollahi, H., 2017. The effects of organizational structure and job characteristics on job satisfaction and organizational commitment. Management Research in Iran, 20(4), pp.147-176.

Rhee, J., Seog, S.D., Bozorov, F. and Dedahanov, A.T., 2017. Organizational structure and employees' innovative behavior: The mediating role of empowerment. Social Behavior and Personality: an international journal, 45(9), pp.1523-1536.

Wu, Y., 2015. Organizational structure and product choice in knowledge-intensive firms. Management Science, 61(8), pp.1830-1848.

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