Managers and HR professionals have the important job of organizing people so that they can effectively perform organisational activities. The goal of HRM is to maximise the productivity of an organisation by maximising the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources. In relation to this write a report covering the followings:
- Discuss span of control and communication flows within a tall organisational structure. Give examples.
- Providing examples, explain how the bureaucratic management style influences employee motivation.
- Discuss the importance of training and development as a primary HR function to business organisations and give examples.
The Importance of Organizational Structure in Coordinating Functions and Operations
One of the main disciplines of the organizational management is organizational structure. The structure of the management helps in coordinating the functions and the operations of the different constituents of the organization. The contribution of management professional is to maintain and supervise the day-to-day operations that involve the best approach of the manager. The affectivity of employing the best practices and tools in an organization has enlarged the scope of expansion in regards to the business and other productive resources (Clegg, Kornberger and Pitsis 2015).
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The importance of organizing and providing the best framework on which the resources function is inevitable. Therefore, the management must seek to utilize the output of an organization by maximizing the efficiency of its employees along with a through and feasible managerial structure that aims at improvement and development the organization.
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The systems and hierarchical structure of any organization helps in determining the mode of operations and functions that have been assigned to different departments. Therefore, there are different levels of communication and controls that occurs within different structural set up. In the case of an organizational structure that it extensive and entails a number of stages the communication pattern is a prolonged affair that hampers the purpose of the scenario. The span of management and control within a conglomerate like Samsung or Ford Group of Companies are widespread in nature due to the involvement of several connecting layers and hierarchies that exist within their system. Unlike the flat organizational structure, the tall organization is more diverse in its approach (Martin, Lewis and Fifi 2014).
Communication and Control in Tall Organizational Structures
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The model of relationships between the strategic levels of staff and the top level of management are regulated through such tall organizational procedures. The procedures involve a long chain of communication, which reaches to the concerned authorities, and the outcome can be decided in a precise and clarified way. Therefore, the decision of launching a new line of product for the festive season, Samsung has to initially propose a design, formulate a plan, restructure it according to the amendments, get it approved by all teams and finally the production units are allowed to proceed with the situation. The span of control and communication concerning with the tall organization is very systematic in nature and are mostly involved through virtual mail channels or through the official documents which has are involved in the chain of management. Verbal communication, written communication takes place in a downward movement, which states the authority and the flow of communication. The communication is mostly formal in nature which involves transactional evidences, correspondence, memos, circular etc. These are important examples of channels of communication in an organization. The documents involve letters, memorandums, financial documents, reports that are utilized in the mundane business operations of the organization. The category of communication and all the feedback system are varied in the course of the development of any relevant decision, which must be unanimous seeking the welfare of the whole process. The process does not end here; rather it is followed up with the marketing and sales team, and finally the feedback from the customer, which will complete the whole process in an accurate manner (Seidl and Whittington 2014). The scopes of the best decisions and an established congruency are two of the positive constituents of the tall organizational structure. These traditional modes of organizational structure are followed by a number of organizations, which helps in specific management of its operations. In regards to the flow of authority and precise feedback theory, several organizations approach for the tall format, in order to enhance the functions in a strategic manner.
The Impact of Bureaucratic Management Style on Employee Motivation
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Bureaucratic Style of Management can be defined as theory or organizational management infrastructure introduced by Max Webber which states that each and every one is entitled to equal rules and roles in an organization. It is characterized by many regulations, consistent procedures, thorough allotment of work force and responsibility, measures and requirements, along with a professional orientations and interactions between different hierarchies. The organized stem of routine that follows in an organization is regarded as bureaucratic management style. The employee motivation policies must be congruent along with the administrative and leadership style of the organization. The constituents of the organizational activities are invariably depended on the type of the principles and regulations that is followed by the management. The model of relationships between the strategic levels of staff and the top level of management are regulated through such tall organizational procedures. A formal style can lead to less complication but often it can pose issues for the employees as they immense stress of a bureaucratic set up can be harmful.
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The theory of bureaucratic management style developed by Max Webber highlights on determining the best apparatus for achieving a coherent goal for the organization which it seeks to achieve by combining two efforts (Fry and Raadschelders 2013).
Moreover, the motivation and control over the employees will further be enhanced by following this administrative style of management. Hierarchical ability, stating the type of hierarchies that are being followed by an organization influences the behavioral intention of the employees towards their specific duties. Employing bureaucratic type of management will essentially determine the perspective of the whole scenario in regards to the motivational factor, which will further stimulate the intention to work and perform in the framework. The bureaucratic managerial style should be congruent with the procedures of the organization, which will control the motivational intentions of the employees. The duties of the specific involvement in the terms of the motivational procedures caused due to the high work performance are reflected through the bureaucratic system. On the other hand, the style of formalized rules is one of the major constituent of the sociological style of management, which inspires the workforce to stick to their goals and accomplish their assigned responsibility (Frost 2014). The theory developed that the rationality of performing the task by an employee as they are exist within a regulatory framework set by the organization is the most efficient way , rather than practicing different types of style.
The Central Role of Training and Development Procedures in Enhancing Performance
The appropriate training and development procedures are central to the management functions and activities of any organization. It entails a set of instructional modules, which are necessarily incorporated within the organizational policies in order to meet the purpose of employee efficiency. One of the primary functions of human resource department is to arrange accurate training sessions, which will eventually lead to the all round development of the existing employees and the new recruits (Towler, Watson and Surface 2014).
There are a number of on job training sessions which are conducted annually by major companies as Amazon, First source, Stemcore and MacLaren and Technology Group. Either it can take place in the form of micro learning or instructor based learning to accelerate the productivity of the employees. Moreover, during the course of the service period a number of guidance sessions are being implemented for enhancing the performance of the employee by expanding their scope and knowledge. Often there are special and virtual training sessions that are also being conducted to enable all the amenities which can be strategically be employed by the staff of the concerned organization (Zubair and Kamal 2016 ). The training sessions are titled as generic “Managing for Success” as well as subject specific like ‘SPS Training Module’, along with primary training for specific positions like “Research Incubator Programs”. The human resource department of specific companies also arrange for seminars, international conference which can resourcefully be utilized as a great learning outcome by the employees. The motivation factor can be enhanced by providing the best of the amenities to the human resources with the purpose of making them more competent in their abilities (Novak 2015).
Recommendation and Conclusion
The theories of organizational practices are often been regarded as the best practices for the success of the performance of any organization. Therefore, the significance of these theories or conventional frameworks like providing training and development facilities or creating a managerial structure that is simple yet productive cannot be denies. The context of comprehending the human resource practices along with the concepts of bureaucratic management can be applied and improved according to the requirements of the specific organization. Therefore, it is recommended that the integration of activities between the employees, the HR personnel and the management must be achieved to accomplish organizational goals.
Clegg, S.R., Kornberger, M. and Pitsis, T., 2015. Managing and organizations: An introduction to theory and practice. Sage.
Frost, S., 2014. The importance of training & development in the workplace.
Fry, B.R. and Raadschelders, J.C., 2013. Mastering Public Administration: From Max Weber to Dwight Waldo. CQ Press.
Martin, H., Lewis, T.M. and Fifi, J., 2014. Centralized versus decentralized construction project structure–Easing communication difficulties. International Journal of Construction Management, 14(3), pp.156-170.
Novak, W.J., 2015. Beyond Max Weber: The need for a democratic (not aristocratic) theory of the modern state. The Tocqueville Review/La revue Tocqueville, 36(1), pp.43-91.
Seidl, D. and Whittington, R., 2014. Enlarging the strategy-as-practice research agenda: Towards taller and flatter ontologies. Organization Studies, 35(10), pp.1407-1421.
Towler, A., Watson, A. and A. Surface E., 2014. Signaling the importance of training. Journal of Managerial Psychology, 29(7), pp.829-849.
Zubair, A. and Kamal, A., 2016. Perceived Authentic Leadership, Work-Related Flow, and Creative Work Behavior: Moderating Role of Organizational Structures. Abasyn University Journal of Social Sciences, 9(2).
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