Structure and Culture to Achieve Job Performance and Satisfaction When a person is looking to make a change in employment, they look at where their expertise or domain of knowledge can be utilized while gaining to better himself or herself. In that quest, I believe that there are two key deciding factors, how a prospective company is structured and the manner in which the employees interact and perform their work together. When these two factors are satisfied, then the employee will experience higher levels or performance in their job as well as higher level of job satisfaction in the long term.
Contrasting two Types of Organization Structures
There are two main extremes when looking at how an organization is structured. The first …show more content…
Robbins and Judge (2009) define this model as “a structure that is flat, uses cross-hierarchal and cross-functional teams, has low formalization, possess a comprehensive information network, and relies on participatory decision making” (p. 535). As the market has become more and more competitive, organizations have responded by leveraging their people to perform a more diverse set of tasks in a shorter amount of time, with fewer resources. Work teams and project teams have begun to include members from different functional departments, equipped with readily accessible information, bringing a richer set of ideas and possibilities to contribute to solutions and …show more content…
He states that the stronger the culture, then the more intrinsic motivation that the employees will have, which subsequently will require less need for formal rules. Each team member will exude care for one another, and desire to come together leveraging their strengths to accomplish a common goal. In Steers & Shim’s article regarding strong culture, the authors equated the mathematic concept of symmetry to organizational culture. They suggested that cultures could be characterized by stability and predictability. This is accomplished by strong leaders developing an intentional plan to orchestrate the many moving parts of the organization in aligning them to the goals and objectives of the organization
Contrasting two Types of Organization Structures
There are two main extremes when looking at how an organization is structured. The first …show more content…
Robbins and Judge (2009) define this model as “a structure that is flat, uses cross-hierarchal and cross-functional teams, has low formalization, possess a comprehensive information network, and relies on participatory decision making” (p. 535). As the market has become more and more competitive, organizations have responded by leveraging their people to perform a more diverse set of tasks in a shorter amount of time, with fewer resources. Work teams and project teams have begun to include members from different functional departments, equipped with readily accessible information, bringing a richer set of ideas and possibilities to contribute to solutions and …show more content…
He states that the stronger the culture, then the more intrinsic motivation that the employees will have, which subsequently will require less need for formal rules. Each team member will exude care for one another, and desire to come together leveraging their strengths to accomplish a common goal. In Steers & Shim’s article regarding strong culture, the authors equated the mathematic concept of symmetry to organizational culture. They suggested that cultures could be characterized by stability and predictability. This is accomplished by strong leaders developing an intentional plan to orchestrate the many moving parts of the organization in aligning them to the goals and objectives of the organization