Organizational Structure

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Running Head: ORGANIZATIONAL STRUCTURE

Organizational Structure

By

Marlene Seratt

AIU

MGT322-0702A-05

Concepts in Organizational Behavior

Instructor

Lionel de Souza

Unit 4

Due: 05/26/2007

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Introduction

In this paper we will be talking about organizational structure and cultures, and what strategies Ken Dailey will have to consider as he starts building on the team concept in the company. We will also talk about how to keep Green River moving forward in the facility and organizing the planning to make them successful.

Organizational Structure

Organizational structure is a formal relationship between management and the employees. It is a way to motivate the employees and get them to working. It is also away to get employees to follow the company goals, and work together as a team. To make an organization work they need to have an organized structure to be able to run the company. The mission statement of the company goals need to be posted everywhere so that the employees can always see them. It is the foundation of the organizations structure. Aberdeen has a great structure going on by having the teams that supervise themselves and work together as a group. They vote for their team members and everybody gets a chance to be one. They have a family oriented environment and take care of problems as they arise. They have built there plant on trust. That is what makes it so special.

Organizational Culture

Organizational culture is the personality the company wants to be seen as. Employees start to have the values of the company and begin to use them and become one with the company. It is like a system that includes "Inputs including feedback, society, professions, laws, stories, and heroes" (McNamara C. MBA, PhD) There has

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been studies on organizational culture. The bottom line is that the companies planning on making changes, should not only worry about changing the way they do processes and structures, but they also need be changing the corporate culture to fit the new changes taking place. There has been many company failures do to taking to change the organizational culture. This is because of miscommunication on how the changes will affect the values the company wants. Strategic values are just as important as the mission statement and vision of the company. Ken Dailey will have to keep this in mind if he is determined to make the team concept work in his plant. We all know that he will not be able to make a mirror image of Aberdeen at the Green River plant. But there are a lot of things that can be done to make his company a team concept place. And with the new plants that are getting built he will be able to mirror Aberdeen as these will be new, where as Green River has been opened for a long time. So he will have the new companies to look forward to making in to team concept plants.

Recommendations

Ken Dailey will have to have strategies to consider as he works on building intergroup relationship.

1. He will have to develop communications better than what the plant how's now, to get through to the union and employees.

2. He will need to communicate to them all as to how the restructuring will be done so that they all understand. They will need to know how this will affect the jobs they are doing.

3. After getting the communication going hopefully that employees will be

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motivated and encouraged to get some input about this processes.

4. Diversity and equality needs to be stressed so that the employees can help to build solid teams and get along.

5. The employees need to be part of the decision making.

6. Employees working together on solving problems with help make them start solving problems with the company values.

7. I think a company handbook that the employees work on together with be affective as a motivator. And since there are so many different lines there should