Organisational Structure - Free Essay Example

Organizational Structure Every organization has its own chain of command. Roles, power and responsibilities assigned, control and coordination, and information flows between the different levels of management are determined by organizational structure. Organizational structures are of two types: Formal Structure Informal Structure Formal Structure A formal organisation is one which is intentionally constructed to fulfill specific goals. It is characterized by planned division of responsibility and a well defined structure of authority and communication. The organization structure provides for consistent functions and roles, irrespective of changes in individual membership. Informal Structure An informal organization is one which is loosely structured, flexible and spontaneous, fluctuating with its individual membership. Organizational Culture Organizational culture is basically how an organization presents itself. Organizational culture includes expectations, experiences, philosophy, etc. There are several types of organizational culture. They are: Power Culture Role Culture Task Culture Person Culture Power Culture This kind of culture exist where a single person or a small number of individuals are dominant within an organisation. They make all the important decisions for the organization. This kind of culture may exist in a small business or part of a larger business. Role Culture This kind of culture exists in large hierarchical organisations in which individuals have clear roles (jobs) to perform which are highly specified. Individuals tend to work according to their job description, and tend to follow the rules rather than being creative. Task Culture This kind of culture exists when teams are formed to complete particular tasks. A distinct team culture develops, and because the team is empowered to make decisions, task cultures can be creative. Person Culture It is the most individualistic form of culture and exists when individuals are fully allowed to express themselves and make decisions for themselves. A person culture can only exist in a very loos e form of organization. https://businesscasestudies.co.uk/business-theory/strategy/corporate-and-organisational-culture.html#axzz2sMtU95Rb For this reason I have selected 2 organizations to compare their organizational structure and culture. Mohammadi Homes Ltd. Bhai Bhai General Store Mohammadi Homes Ltd. Mohammadi Homes Ltd. is one of the subsidiary company of the parent company Mohammadi Group of companies. Mohammadi Homes Ltd. is a real estate business which emerged in 1978. While they ensure standard construction quality as per the A.C.I. code, the company appears with different commitment by applying update techniques of modern architecture. Mohammadi Homes Ltd. assures living in a modern house with a good environment at an affordable price. https://homes.mohammadibd.com/home.html The Organizational Culture of Mohammadi Homes Ltd. Mohammadi Homes Ltd. follows the power culture. The decision is made by the main director due to it being a subsidiary of Mohammadi Group of Company. The Structure of Mohammadi Homes Ltd. Every large company follows formal structure. And so does Mohammadi Homes Ltd. They are a centralized organization, the concentration of authority for making decisions at the top level of the organization. Sales and Market ing: Sales main work is that maintain or handle of sales, how much sales of product and calculation or measures of sales unit and marketing mainly focus on the advertisement, billboard, newspaper, etc Accounts: Accounts main job is to calculate budget for projects, etc and other financial issues Technical: Technical main job is to provide technological or IT support for the company. They are usually professionals who have extensive knowledge about the technical aspects of the company and excel at problem solving. Figure: Structure of Mohammadi Homes Ltd. The Organizational Culture of Bhai Bhai General Store Bhai Bhai General store follows the person culture. The decision is made by the owner and employees perform their duties according to owner decision. Like, the owner wants to decorate the store with our national flag during Independence Day so the employees decorate the store with paper flags, etc. The Structure of Bhai Bhai General Store Due to it being a retail store it follows informal structure. It is centralized, the owner makes all the decisions. Figure: Structure of Bhai Bhai General Store Compare and Contrast the Structure and Culture of the 2 organizations. Both Mohammadi Homes Ltd. and Bhai Bhai General store follows centralized structure. Mohammadi Homes Ltd. follows power culture while Bhai Bhai General store follows person culture. For both organizations decision are made by the head of each respective organization main director, owner. For Mohammadi Homes Ltd. decision may take some time to filter down while in Bhai Bhai General store decision does take time and can be implemented instantly. Communication with the employee is good for both due to span of control is wide. Relationship between an organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s structure and culture can impact on the performance of the business Organizational structure and culture creates several concepts, strat egies, and situations which affect every level of planning. Organizational structure and culture has an impact on business performance. The good point is that organizations structure and culture creates a difference which makes it easy to distinguish different organizations and also easy to understand job position of individuals in the same organization. Employees work well for achieving the organizational goal when they are provided a sense of individuality. Organizations structure and culture can inspire dedication within the employees towards the organization. The norms and values of society can enhance the stability of the social system within the organization. Having strong culture means having a good working environment where employees shares different norms and values. Organizational structure and culture provides an appropriate ideal working environment. Organizational structure and culture changes the viewpoint and mannerism of employees and it also serves a means of con trol and a sense of making. Every organization has set of rules and regulations which everyone within the organization must follow. Organizational structure and culture forms an organizations unpleasant rules and regulations. Organizational structure reveals the responsibility of everyone within the organization which reflects who will answer to whom. An organization must make the right decisions at the right time through strong organizational structure. Organizational structure and culture also has bad impact on business performance. Organizational culture becomes a liability when people working for the organizations donà ¢Ã¢â€š ¬Ã¢â€ž ¢t agree on sharing their values with others which leads to internal conflicts. Dynamic environment of an organization affect business effectiveness. Complex organizational structure slows down decision making process and also when decision making is centralized others in the structural hierarchy will be bored or detached. Factors influencing individual behavior at work In Mohammadi Homes Ltd. everyone within the company must be polite and gentle. They should not act rudely towards their co-workers. For example, suppose one employee said something hurtful to his co-worker that could create a unpleasant atmosphere between other employees in the company. Have enjoyment and laughter with employees so that they can be harmonious during work. They play games like badminton, etc while they are off from the job for the day. And as for Bhai Bhai General store owner must show proper courtesy towards his employee. Like, showing them proper respect, gratefulness for their daily hard work,etc. Basically both organizations must keep their employee satisfied otherwise they wonà ¢Ã¢â€š ¬Ã¢â€ž ¢t perform well, they would be demotivated, dissatisfied. Recommendation Rather than the main director or the owner make all the important decision they should allow the employees within the organizations to come up with their own ideas that will increase the creativity of the employees and everyone else within the organizations and they will be interested, motivated, entertained and will be more eager, enthusiastic about doing their job. This will also lower the pressure, the stress from the main director or owner.

Christianity in Shakespears Hamlet - 1148 Words

Faith plays a large role in how one lives their life. Christianity plays a strong role throughout Hamlet by William Shakespeare. When reading the play one must think of the controversies of the time when Shakespeare writes the play. Reformation and Renaissance opinions are reflected throughout. Shakespeare deals with very controversial attitudes and religious questions dealing with death, the existence of purgatory, morality, murder, suicide and marriage in his play Hamlet. It is obvious throughout the play that Hamlet’s life is guided by his faith and his religious beliefs. At first, Hamlet sees the ghost of his dead father and vows to avenge his death. â€Å"Christianity forbids followers to seek out spirits for advice or†¦show more content†¦To be, or not to be? That is the question- whether tis nobler in the mind to suffer the slings and arrows of outrageous fortune, Or to take arms against a sea of troubles, And, by opposing, end them? To die, to sleep- No more -and by a sleep to say we end the heartache and the thousand natural shocks that flesh is heir to-tis a consummation Devoutly to be wished! (Shakespeare 53). At this point Hamlet is questioning whether he should live or die and whether it would be better to live his life in agony or end it and in turn end the pain. He is troubled that if he were to take his own life he would end up not in purgatory but in hell because taking one’s life was considered to be an unforgiveable sin. It is unfortunate that Hamlet is in a place in his life where he thinks killing himself would perhaps be more of an option than living under the circumstances, which surround him. Hamlet decides that he does not want to risk eternal peace in heaven for peace he may find while on earth in a difficult situation. Hamlet also uses his Christian ideals when struggling with the idea of killing his step father. He has several opportunities to do so the primary one is when he walks in on Claudius praying. Haml et can’t commit murder when the person is praying because then that would send the person straight to heaven. Hamlet does not want Claudius to end up living in heaven but rather he wants to make sure that Claudius is sent to Hell. Hamlet

10 Christmas Movies that Wont Turn You into a Grinch or...

10 Christmas Movies that Wont Turn you Into a Grinch or Scrooge Hundreds of Christmas movies have been made since the invention of motion pictures and are still being made to this day. There are only a few that are considered â€Å"Classics†. What I consider classics are the movies that families pull out every year to watch during the Christmas season. If you prefer more recently made movies, there are many great movies that made it onto my list from the 90s and 2000s. These are some of my favorite holiday movies that I watched every year since I could understand the English language and that I still thoroughly enjoy today. #10 A Christmas Carol (2009)- This Disney animated movie is the newest version of the 1938 movie, A Christmas Carol. The famous actor, Jim Carrey, voices Ebenezer Scrooge. Disney did a perfect job of following the original storyline with Scrooge, the three ghosts, and all the other actors. This very exciting film is also very popular in 3D. Because this film is directed by Robert Zemeckis, it is a fantastic remake of an old, loved, holiday classic, yet some people still prefer the 1984 version. #9 A Christmas Carol (1984)- This Christmas movie is a version of Charles Dickenss famous 1800s play and book, A Christmas Carol. This movie is one of the most accurate movies based on the play and book, and never gets boring, because it of the action with all the ghosts. Because of this, I consider this movie to be the original version although I know it

Company Communicating With CEO Over Phone †Myassignmenthelp.Com

Questions: What's Going On? What Are The Facts? What Are The Issues(Non-Ethical)? Who Is Affected? What Are The Ethical Issues And Their Implications? What Can BeDone About It? What Are The Options? Which Option Is The Best And Why? Answers: 1.The scenario in the video shows the project manager of a company communicating with the CEO over phone. He ends the call after the communication is over and informs the tester of the project that the CEO is asking to launch the system live on Monday to which the tester Ken defers strongly. Ken informs that the system is not ready to go live on Monday, as it is not yet tested. However, the manager forces him to launch the system on the scheduled day to safeguard the reputation of the company ("The Un-Tested System/Scenario 4", 2017). 2.The main fact is that the CEO of a company wishes to launch a system on Monday that is not tested. The tester defers with the idea of launching a system live without testing as that may cause numerous problems but the manager forces the tester to comply in order to retain the reputation of the company. The company management overlooks the bigger picture in the heat of maintaining their reputation. They could not perceive the fact that if, after the system goes live and suffers a security breach, which harms the interest of the users, the company will not only lose its reputation but also will be liable to compensate the affected clients for their loss. This will affect the goodwill of the company in the global market much more than it would have if they launched a secure and well-tested system in a rescheduled date (Ford Richardson, 2013). 3.There are certain issues that have been identified in the scenario. First, it is ethically incorrect to provide a system deliberately that has not been tested and corrected. Second, it is wrong to force someone to do anything that is unethical. In the scenario, the manager forces the tester to launch the system without testing it and against the will of the tester, which can hurt the ethical values of the tester (Shaw Barry, 2015). 4.The situation affects the system tester the most. The tester Ken is in a moral dilemma as he believes that the launch of a system without testing it will surely cause lots of issues but launching the same despite knowing the result is crime. However, the pressure from the management to launch the system on Monday will force Ken to skip the testing phase. The launch of an un-tested system will also affect the users of the system gravely as they may run the risk of getting their system compromised by hackers. The company will be affected as well due to such an incident as the affected users will blame their predicament on the company responsible for the launch of the system without properly conducting test for vulnerabilities. This will seriously hamper the reputation of the company and may also cause financial loss to compensate the damage caused to the users due to their system (Hartman, DesJardins MacDonald, 2014) . 5.Launching a system live without conducting sufficient tests for errors and bugs can create grave problems. The security of the system may not be strong enough to protect the system from sophisticated cyber-attack. This may lead to serious security issues and if the system is breached it may compromise the privacy and sensitive information of a lot of users. Such a breach will not only cause potential damage to the users but also harm the reputation of the company responsible for such an incident (Thiel et al., 2012). 6.The best approach in this scenario will be to delay the launching of the system and provide sufficient time to the system tester to test the system. This will allow the tester to find out any bugs and errors that may make the system vulnerable to hacker attacks and make necessary modifications to remove those errors. In this way, a complete and secure system can be delivered which will earn better appraisal for the company(Thiel et al., 2012). 7.There are three options available, which will have three different effects on the scenario. The first situation shows that the system tester surrenders at the face of the pressure from the management and agrees to launch the system live on Monday without conducting any test on the system. The system goes live on the scheduled day and the management is impressed that they managed to achieve their objective. However, as foreseen by the tester the system faces a major security breach within a few days of launch, which compromises a lot of users. The company responsible for the launch of the system loses reputation and in turn the company blames the tester for not testing the system properly before launching it live("Ken lets the system go live", 2017). The second condition sees the resignation of the tester from his job as he could not accept the unethical demand of the management and saw it fit to leave the job rather than agreeing to do such a crime. The tester loses his job and the company launches the system eventually without testing and faces the same problems as in the first situation but now the company could not blame the incident on the tester and the tester even after losing his job stays clear to his conscience("Ken resigns", 2017). In the last option, the tester decides to strongly oppose the decision of the management. He calls the manager over phone who happen to discuss the situation with the CEO of the company at that moment. Ken talks with both the manager and the CEO and explains them clearly the implications of launching the system without testing properly. He also explains them the consequences the company will face if a security breach occurs in the system and compromises the users. The CEO understands the gravity of the situation and asks the tester for suggestion. The tester suggests that he needs a month more before he can complete the test on the system and deliver a secure product. The CEO complies with the suggestion of the tester and reschedules the launch of the system a month later. The tester tests the system and delivers a secure and efficient system a month later and the company launches the system on the rescheduled date. The system launch achieves success and the companys reputation is im proved("Ken fights back", 2017). 8.Analysing and assessing the three different scenarios it can be concluded that the best option is the last one where the tester fights back the decision of the management and explains them the implications of launching the system without conducting proper test. The management understands that their decision will harm the organisation more than it will do good to it. Therefore, they agree to the suggestion of the tester and reschedule the date of the system launch a month later. The tester successfully completes the testing of the system and removes any vulnerability found in the system. He delivers a secure and effective system in the allotted time and the company launches the system on the rescheduled date. The system launches successfully and does not face any system breach. This action although delays the launch of the system but safeguards the reputation of the company, which would have been seriously affected if the management had executed their primary plan("Ken fights back", 2017). References A dilemma in IT: Select action end of video and see its consequence. (2017).YouTube. Retrieved 9 August 2017, from https://www.youtube.com/watch?v=mugeCY3vbxo Ford, R. C., Richardson, W. D. (2013). Ethical decision making: A review of the empirical literature. In Citation classics from the Journal of Business Ethics (pp. 19-44). Springer Netherlands. Shaw, W. H., Barry, V. (2015). Moral issues in business. Cengage Learning. Hartman, L. P., DesJardins, J. R., MacDonald, C. (2014). Business ethics: Decision making for personal integrity and social responsibility. New York: McGraw-Hill. Thiel, C. E., Bagdasarov, Z., Harkrider, L., Johnson, J. F., Mumford, M. D. (2012). Leader ethical decision-making in organizations: Strategies for sensemaking. Journal of Business Ethics, 107(1), 49-64. Ken lets the system go live. (2017). YouTube. Retrieved 9 August 2017, from https://www.youtube.com/watch?annotation_id=annotation_1420045589feature=ivsrc_vid=mugeCY3vbxov=MVpQ7OwPmK0 Ken resigns. (2017). YouTube. Retrieved 9 August 2017, from https://www.youtube.com/watch?annotation_id=annotation_2580214863feature=ivsrc_vid=mugeCY3vbxov=TxHeH86HVeY Ken fights back. (2017). YouTube. Retrieved 9 August 2017, from https://www.youtube.com/watch?annotation_id=annotation_2359500709feature=ivsrc_vid=mugeCY3vbxov=EhkoGQNuC