Just as important for the structural integrity of a building, the foundation of an organization and the way in which it is structured is essential to its longevity. The structure is the way the organization is established and its schema. It explains how the organization functions and the process flow. Most importantly the structure of the organization explains how leadership of the organization is chosen and how decisions are made. In all effective organizations there are three basic elements as a result of the structure setup. They are: some sense of governance, rules of the organization, and a distribution of work. A natural result of these elements within an organization is that groups are formed. The sense of governance creates a hierarchy
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When there is a bad fit within the organization it can bleed into other areas and create discontent. Once you have created the organization, employee stability is the next most important principle of management because employees need a sense of stability and low turnover. When members of the organization feel stable they are able to relax and put their sole focus to achieving the goals of the organization. If there is fear of losing their job, employees are less willing to be honest and creative and to put their full heart into the organization. Along with hiring those who want to be part of the organization, a unity of direction is a necessary principle. Strength is in numbers, so when there is a concerted effort, the result is an effective organization. When there is discord, the organization is not effective and there is no sense of ownership in the organization. When there is no sense ownership, members of the organization do not feel self-empowered. When members can be creative and have proprietorship over their work, naturally there is more drive to be successful. All of this benefits the organization and makes it more efficient. Jeffrey Pfeffer stated (Pfeffer, 1995), “Although employee ownership is no panacea…the existing evidence is consistent with the view that employee …show more content…
It removes the inherent levels of hierarchy and the disconnections that usually follow. Decentralization is a key communication strategy and there is no better way to decentralize communication than to put the leader below those he or she leads. According to Raymond E. Miles et al. (Miles et al., 1978) under the assumption of the behavioral leadership approach, members of an organization want to feel useful and necessary. They want to be recognized for their accomplishments and want to achieve something bigger than themselves. By serving those subordinates and empowering them it leads them to be more connected to the organization. No one works harder or takes care of their own things than the person who owns it. When employees are led in such a way that creates ownership within the organization, it creates an effective workforce. It creates an environment that sees its workforce as a vital and necessary component to everything within the organization. When there is that level of commitment within an organization, it creates an efficient and successful group of people working together to accomplish the same objective or in other words, and effective
When there is a bad fit within the organization it can bleed into other areas and create discontent. Once you have created the organization, employee stability is the next most important principle of management because employees need a sense of stability and low turnover. When members of the organization feel stable they are able to relax and put their sole focus to achieving the goals of the organization. If there is fear of losing their job, employees are less willing to be honest and creative and to put their full heart into the organization. Along with hiring those who want to be part of the organization, a unity of direction is a necessary principle. Strength is in numbers, so when there is a concerted effort, the result is an effective organization. When there is discord, the organization is not effective and there is no sense of ownership in the organization. When there is no sense ownership, members of the organization do not feel self-empowered. When members can be creative and have proprietorship over their work, naturally there is more drive to be successful. All of this benefits the organization and makes it more efficient. Jeffrey Pfeffer stated (Pfeffer, 1995), “Although employee ownership is no panacea…the existing evidence is consistent with the view that employee …show more content…
It removes the inherent levels of hierarchy and the disconnections that usually follow. Decentralization is a key communication strategy and there is no better way to decentralize communication than to put the leader below those he or she leads. According to Raymond E. Miles et al. (Miles et al., 1978) under the assumption of the behavioral leadership approach, members of an organization want to feel useful and necessary. They want to be recognized for their accomplishments and want to achieve something bigger than themselves. By serving those subordinates and empowering them it leads them to be more connected to the organization. No one works harder or takes care of their own things than the person who owns it. When employees are led in such a way that creates ownership within the organization, it creates an effective workforce. It creates an environment that sees its workforce as a vital and necessary component to everything within the organization. When there is that level of commitment within an organization, it creates an efficient and successful group of people working together to accomplish the same objective or in other words, and effective