Span of Control and Communication Flows within a Tall Organizational Structure
In many organizations, the Human resource department is responsible for managing the employees and personnel that work for the organization. Various organizations have different kinds of organizational structures (Daft, 2012). The main kinds of organizational cultures are the tall one and the flat one. The tall organizational structure is defined fromits growth characteristics such that the more it grows or expands, the more the management levels increase. This forms a long or tall chain of management levels hence the name (Danna, 2009). According to (Griffin, 2013), a tall organizational structure is a result of joining very many and large chains of command in a complex organization.The employees and staff of any organization are managed any the Human Resource department who ensure that the activities of the organization are executed effectively and efficiently.
Responsibilities of the Human Resource Department
Various management levels are used to control the management levels. The Human Resource department is responsible for ensuring that organizational functions are performed properly by the employees (Agunis & Kraiger, 2009). Some of the functions they oversee include; properly calculated recruitment and selection process of qualified individuals for each job description, maintaining proper working relations, training and developing the employees. According to (Werner & DeSimone, 2011), the control span of a tall organization will follow a specific chain of command that can be described to be a hierarchy in a company in which reporting relationships exist.
In a tall organizational structure, employees that report to a manager are relatively fewer and the actual interaction patterns are not clear due to the complexity and the multi-unit firms that are managed by the Human resource department (Noe, 2010). Control and flow of communication is defined by various boundaries in a tall or complex organizational structure.
How the Bureaucratic Management Style Influences Employee Motivation
The productivity of the staff in any organization or company is usually influenced by the way a manager approaches different issues concerning the company or organization. The efficiency of any organization mostly depends on the various managers leading the different departments (Hirst, Knippenberg, Chen, & Sacramento, 2011). How the various departments perform their job will greatly contribute to the success of different organizations around the world. It is imperative for all the managers to ensure that they make the right decisions, interact well with the staff, and also look at how they delegate the various responsibilities to the employees as this will determine the success of an organization (Nohria, Groysberg, & Lee, 2008). What the managers do may end effecting the whole organization.
There is no doubt that productivity and communication are most of the time determined through the leadership styles in organizations. Most of the time, bureaucratic leaders have been blamed for slowing up communication in different organizations. Communication is slowed when such leaders want to check to ensure that each and every part of the delivery method and the message strictly follows all the guidelines outlined in the organization. Such tendencies may interfere with the communication in the organization as it prevents the staff members from getting the information and instructions that is required (Hirst, Knippenberg, Chen, & Sacramento, 2011). Failure to receive information and instructions much earlier delays the employees from undertaking their tasks. The bureaucratic leaders do not often want to get any input from others when communication hence this enables them to distort such information to fit their own needs especially in a tall organization that has many managers heading different departments. Because of bureaucracies, wrong information that is ineffective and inaccurate may end up being distributed throughout an entire organization.
Morale of the Employees
For any company vision to be productive, it is important for all the employees to feel motivated by the leadership in place. The morale of most employees in different companies is usually influenced by the kind of leadership style that is displayed to them. The employees may have some feeling of being alienated in terms of being involved in important company matters that directly affect them due to autocratic leadership styles that emphasizes on bureaucracy (Nohria, Groysberg, & Lee, 2008). Such leaders do not seek the opinion of the employees when making critical decisions that affect the overall operations of the company. The danger of feeling alienated makes the employees to lose their morale hence leading to poor productivity.
The Importance Of Training And Development As a Primary Hr Function To Business Organisations
Many authors describe training and development as a subsystem of a company or organization. They argue that training and development is the main responsibility of the human resource management in any organization (Werner & DeSimone, 2011). Training and development ensures that all the employees working in a particular organization are equipped with the latest skills and also continue to develop them to enable them to be effective at their place of work. Quality output from the staff is achieved through the proper foundation of training and development in an organization. Professionals in a particular job in an organization are the ones that usually structure the training and development programs. Many organizations around the world have made training and development a continuous program for their employees. Through the human resource departments, organizations are able to update the knowledge and skills of their employees to be in line with current changing environment.
Until now, many authors around the world have not agreed on the definite differences between training and development. This has led to so much confusion about the meaning of these two terms. However, many organizations have resorted to using “training and development as one and the same (Griffin, 2013). Most of the time training has been for the main purpose of knowledge and skill development among the employees. Training for example is normally given to employees with the main objective making them understand how to handle a specific task in an organization. It is however important to note that both training and development are core and continuous tasks for any company or organization (Danna, 2009). Development is seen as an opportunity for employees to observe how a particular task can be done and then develop their skills more to enable them handle a particular task in a better way.
It is important for companies and organizations to equip their human resource departments well to enable them oversee a number of operations like; monitoring of company policies, training of employees, handling of disputes and hiring. The human resource department must also ensure that all the employees have proper knowledge of the current laws like; discrimination and safety laws. Organizations must adequately train these human resource managers to enhance maximum productivity.
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Griffin, R.W., 2013. Fundamentals of management. Cengage Learning.
Hirst, G., Van Knippenberg, D., Chen, C.H. and Sacramento, C.A., 2011. How does bureaucracy impact individual creativity? A cross-level investigation of team contextual influences on goal orientation–creativity relationships. Academy of Management Journal, 54(3), pp.624-641.
Noe, R.A., 2010. Employee training and development. McGraw-Hill/Irwin.
Nohria, N., Groysberg, B. and Lee, L.E., 2008. Employee motivation. harvard business review, 86(7/8), pp.78-84.
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.