interval是什么意思HND人力资源管理 outcome4

2021年1月19日发(作者：hun)
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Contents
1.0 Introduction
2.0 Findings
2.1 Current Organizational Structure

2.1.1 the Characteristic of Hierarchical Structures
2.1.2 Span of Control
2.1.3 Departmentalization
2.1.4 Communication Patterns
2.1.5 the Chain of Command
2.2 Future Organizational Structure
2.2.1 the Characteristic of Hierarchical Structures
2.2.2 Span of Control
2.2.3 Departmentalization
2.2.4 Communication Patterns
2.2.5 Chain of Demand


2.3 Contingency Approach that help determine the Future structure


2.3.1 Task



2.3.2 Technology



2.3.4 Size
2.4 Relationships
2.4.1 Line Relationship
2.4.2 Functional Relationship
2.4.3 Staff Relationship

2.4.4 Lateral Relationship

2.5 Authority, Responsibility and Delegation
3.0 Conclusion
4.0 Reference
1.0 Introduction

1
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This
report
has
mainly
analysis
the
Tasty
Company,
which
is
a
food
company.
According
to
the
contingency
approach,
there
is
a
need
to
re-structures
the
internal
structure. It is also to identify the line, staff, functional and lateral relationships. In the
report, I will explain the current and recommended structure of the company, and the
authority,
responsibility
and
delegation
to
line
management
relationships
in
the
proposed structure.
2.0 Findings
2.1 Current Organizational Structure

2.1.1 the Characteristic of Hierarchical Structures
This is the kind of structure that has a very specific line of command. The approvals
and orders in this kind of structure come from top to bottom in a line. This kind of
structure is suitable for the beginning of the Tasty Company.
This
is
the
sort
of
structure
that
allows
for
easy
decision-making
and
is
also
very
informal in nature. They have fewer departments, which makes the entire organization
become decentralized one so the authority and responsibility could be defined clearly

Tasty Company with this structure can be bureaucratic and respond slowly to change
the
customer
needs
and
the
market
within
which
the
organisation
operates.
Communication
across
various
sections
can
be
poor
especially
horizontal
communication.

Departments can make decisions which benefit them rather than the
business as a whole especially if there is Inter-departmental rivalry
2.1.2 Span of Control
Span
of
control
is
simply
the
number
of
subordinates
that
an
executive
supervises.
The number of employees that a manager can manage must be determined by every
organization.
Wide
spans
have
the
advantage
of
supervisors
having
to
delegate
and
ensure clear policies are laid down. As for Tasty Company, the span of control of the
firm
is
narrow,
a
president
control
five
managers.
Usually,
managers
are
easily
to
delegate and make sure policies are carried out.
The
high
cost
due
to
the
numerous
levels,
supervisors
may
get
too
involved
in
the
work of subordinates and undue delay may be caused. The possible loss of control by
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the supervisors and the need for high-quality managers as their workload tends to be
so high that bottlenecks may occur.

2.1.3 Departmentalization
The assignment of jobs to departments is called departmentalization, and it represents
one
of
the
core
aspects
of
the
horizontal
division
of
labour.
The
methods
of
departmentation include Functional, product, matrix, geographic, customer and hybrid.
And the definition of function departmentation is that employees with closely related
skills and responsibilities are assigned to the same department.

This method is easy and logical to measure and evaluate the employees’ performance
and
decide
usually
efficiency
and
effective.
Second,
it
can
enhance
the
communication between managers and employees and enhance the career ladders and
training opportunities. It follows the principle of specialisation, and economies result
by having similar tasks grouped under one area.
Functions may not be so important as the area covered by Tasty may be widespread
and another grouping may be better..
Such
specialisation
may
invoke
narrowness
of
outlook.
And
there
may
be
conflicts
between
local
functional
goals
and
the
needs
of
the
whole
organisation.
A
classic
example
is
conflicts
between
operations
staff
and
marketing
staff
where
operations
might want to standardise to get efficiency and marketing might want more variety to
meet what they believe are customers’ need.

Management
positions
need
people
of
wide
experience
and
this
is
not
readily
available
in
a
rigid
functional
departmentation
system
that
affords
poor
training
grounds.
2.1.4 Communication Patterns
Tasty company has numerous communication patterns. Generally, a normal company
has
six
types
of
patterns
for
communication
including
line
relationships,
functional
relationships,
staff
relationships,
lateral
relationships,
matrix
structure
and
hybrid
structures.
From
the
current
organizational
structure
of
Tasty,
it
is
easy
to
find
that
they apply the line relationships, A president control five vice general managers, and
each manager can not manages other managers because they are in a same level, and
1
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they plays the same roles of subordinate for the general manager.


2.1.5 the Chain of Command
It is a typical pyramid shape. Generally speaking, the enterprise must take the focus of
attention
from
supply
transferred
to
the
consumer
demand.
The
concept
of
demand
chain for channel members are facing a severe task: enable provide customers more
value
than
supply
chain.
The
main
characteristics
of
the
demand
chain
are
demand
enter into supply chain, power transfer, demand as the core and the alliance formation
of real value. In addition, the flow contents of the chain of demand include demand,
resource, information, knowledge and cooperation relationship.
The core of demand
chain management is the collection, transmission of demand. As for Tasty Company,
the chain of demand is extremely significant, in order to stablish the demand chain,
the
company
should
push
attention
to
more
ceramic
collectors
and
wealthy,
and
attracts them buy our food. Also the firm should ensure demand chain can solve the
needs of market, sales and service in the value chain.
2.2 Future Organizational Structure
2.2.1 the Characteristic of Hierarchical Structures
To
solve
the
problems
of
current
organizational
structure
which
is
too
simple
and
leads that each manager
doesn’t
recognize their task, thus Tasty Company may have
confusions without appropriate hierarchy. After expanding the organizational structure,
there’
re
five
levels
of
management.
First,
the
president
actions
as
the
biggest
controller, they take up the highest location of the company, and he counterbalances
the power with every department. Therefore, President controls the general manager
and
it
should
work
for
himself.
Then,
every
manager
manage
some
departments
or
factories, and each department have closely contact with other departments, and they
are controlled by their each manager.

2.2.2 Span of Control
Span of control is too narrow as for these managers, nothing have controlled by them.
As
the
result,
some
departments
should
be
formatted
while
the
organizational
structure is expanding.
Every manager controls
four or more departments, that is to
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say, the span of control become much wider than the former structure. The president
also actions as the biggest controller, he has widest span of control. Last but not least,
in the future organizational structure of Tasty, many supervisor has appeared, and it
ensure the span of
control
in
the
president
which can
not
too
wide to
influence the
operation of the firm, they make the span of control maintain a suitable quantity.
2.2.3 Departmentalization
It
is
easy
to
find
that
the
departmentalization
is
not
obvious
of
the
current
organizational structure, and these managers can not consist a effective organization.
Therefore,
after
extending
the
organizational
structure,
the
company
realizes
departmentalization.
The
future
organizational
structure
is
matrix
structure.
Departments
are working for four or more
their own
task. The organization
will be
more efficiency and the communication between departments and managers definitely

are enhanced, the managerial performance also will improve a lot.
2.2.4 Communication Patterns

There
is
no
doubt
that
in
the
previous
organizational
structure,
the
communication
pattern
is
too
simple
because
line
relationships
actions
the
main
communication
pattern
in
Tasty
management.
As
the
result,
there
is
a
big
change
after
the
organizational structure changing. The future structure changes into matrix structure
therefore the function of each department is able to develop easily. And manager can
make
command
become
more
centralized,
the
degree
of
task
completion
enable
maximized.
Additionally,
there
are
several
department
for
marketing
which
was
managed
independently
by
one
general
manager
which
indicates
that
the
matrix
structure was very useful in the future organizational structure of Tasty.
2.2.5 the Chain of Command
As for previous organizational structure, the chain of demand is narrow which is not
good
for
company
’
s
operation,
and
there
are
fewer
managers.
So
in
the
future
organizational
structure,
more
department
managers
should
be
showed
up,
and
that
cause demand chain
become more
and more
luxuriant. These managers
can control
the
chain
of
demand
forcefully.
For
example,
Marketing
Department
can
make
the
demand
chain
stronger,
and
it
can
control
more
departments
to
meet
the
common
1
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