Helwan University,

Faculty of Commerce,
Doctorate of Business Administration (DBA)
st
First Year (1 Semester)

11/4/2023

A Research Paper On:

“Organizational structure and design at Samsung”

Under the Auspices of

Prof. Amany Shaheen
Student’s Name:
Youssef asham tawfek farg
 organization structure models
my organization structure models is the Hierarchical org structure .
The pyramid-shaped organizational chart we referred to earlier is known as a
hierarchical org chart. It’s the most common type of organizational structure—the
chain of command goes from the top (e.g., the CEO or manager) down (e.g., entry-
level and lower-level employees), and each employee has a supervisor.

 Pros :

• Better defines levels of authority and responsibility

• Shows who each person reports to or who to talk to about specific projects
• Motivates employees with clear career paths and chances for promotion
• Gives each employee a specialty
• Creates camaraderie between employees within the same department

 Cons :

• Can slow down innovation or important changes due to increased

bureaucracy
• Can cause employees to act in the interest of their department instead of the
company as a whole
• Can make lower-level employees feel like they have less ownership and
can’t express their ideas for the company

 EX - Case study :

 Introduction:

In the ever-evolving landscape of the banking sector, organizational structures

play a crucial role in determining efficiency, communication, and overall
success. This case study delves into the challenges faced by a prominent bank,
Global Financial Innovations (GFI), due to its rigid hierarchical organizational
structure and explores strategic solutions to enhance agility, innovation, and
employee engagement.
 Background:

Global Financial Innovations, a leading multinational bank, boasts a traditional

hierarchical organizational structure. Decision-making authority flows from the
top-down, with clear lines of command and control. However, recent challenges
have exposed the limitations of this structure in adapting to rapid changes in the
financial industry.

 Problems:

1. Slow Decision-Making:

Due to the hierarchical nature of GFI, decision-making processes are slow and
often bottlenecked at the upper management levels. This hampers the bank's
ability to respond swiftly to market trends and customer needs.

2. Innovation Stagnation:

The rigid structure inhibits innovation and creative thinking among employees.
Lower-level staff may feel disempowered, leading to a lack of fresh ideas and
adaptability to technological advancements.

3. Communication Breakdowns:

Information flow is constrained within silos, leading to communication

breakdowns between departments. This not only hinders collaboration but also
contributes to a lack of a holistic understanding of the bank's operations.

4. Employee Disengagement:

The hierarchical structure contributes to a culture where employees feel

detached from decision-making processes. This results in lower job satisfaction,
decreased motivation, and higher turnover rates.
 Solutions:

1) Implementing Agile Methodologies:

GFI can adopt agile methodologies to enhance flexibility and responsiveness.

By creating cross-functional teams and empowering employees at all levels, the
bank can streamline decision-making and foster a culture of innovation.

2) Promoting Open Communication:

Establishing channels for open communication across all levels can break down
silos. Regular town hall meetings, digital platforms for collaboration, and
feedback mechanisms can encourage transparency and information sharing.

3) Leadership Development Programs:

Investing in leadership development programs can equip managers with the

skills necessary to lead in a dynamic environment. This includes fostering a
culture of adaptability, empathy, and open-mindedness.

4) Flexible Hierarchies:

Introducing a more flexible hierarchy that allows for dynamic role adjustments
based on project needs can enhance agility. This ensures that decision-making is
distributed according to expertise rather than strict hierarchical positions.

 Conclusion:

In conclusion, the hierarchical organizational structure that once defined

success for Global Financial Innovations is now proving to be a hindrance in
the face of rapid industry changes. By embracing a more agile, innovative, and
open approach to organizational structure, GFI can position itself to thrive in
the ever-evolving banking sector.

This case study serves as a blueprint for banks facing similar challenges,
emphasizing the importance of adaptability and employee engagement in
navigating the complexities of the financial industry.