John R. Schermerhorn, Jr.

11 Daniel G. Bachrach

Introduction to
Management
13th edition

CHAPTER 11
FUNDAMENTALS OF
ORGANIZING
PLANNING AHEAD — KEY TAKEAWAYS
 Describe organizing as a management function
and the difference between formal and informal
organization structures.
 Identify the traditional organizational structures,
and the strengths and weaknesses of each.
 Identify newer horizontal organizational
structures, and the strengths and weaknesses of
each.
 Explain how organizational designs are changing
in the modern workplace.

Copyright ©2015 John Wiley & Sons, Inc.

 CHAPTER 11 OUTLINE
1. Organizing as a Management Function
a) What is organization structure?
b) Formal structures
c) Informal structures
2. Traditional Organization Structures
a) Functional structures
b) Divisional structures
c) Matrix structures

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 CHAPTER 11 OUTLINE
3. Horizontal Organization Structures
a) Team structures
b) Network structures
c) Boundaryless structures
4. Organizational Designs
a) Contingency in organizational design
b) Mechanistic and organic organization
designs
c) Trends in organizational designs

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 ORGANIZING AS A MANAGEMENT
FUNCTION
 Organizing as a management function
Organizing
 Arranges people and resources to work together to
accomplish a goal
Organization structure
 The system of tasks, reporting relationships, and
communication linkages

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FIGURE 11.1 ORGANIZING VIEWED IN
RELATIONSHIP WITH THE OTHER
MANAGEMENT FUNCTIONS

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ORGANIZING AS A MANAGEMENT
FUNCTION
 Anorganization chart is a diagram describing
reporting relationships and the formal
arrangement of work positions within an
organization. It includes:

The division of Supervisory Communication Levels of

Major subunits
work relationships channels management

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 ORGANIZING AS A MANAGEMENT
FUNCTION
 Informal structures 
The set of unofficial relationships between
organization members
Social network analysis
 Identifies informal structures and social
relationships in the organization

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 ORGANIZING AS A MANAGEMENT
FUNCTION
 Informal structures and social networks
Potential advantages of informal structures:
 Allow people to make contacts with others who can
help them get things done
 Stimulate learning as people work and interact

together
 Sources of emotional support and friendship that

satisfy members’ social needs

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 ORGANIZING AS A MANAGEMENT
FUNCTION

Potential disadvantages of informal structures:

Diversion
Presence May carry of work Feeling of
Susceptib May breed
of “In and inaccurate efforts alienation
ility to resistance
out informatio from by
rumor to change
groups” n important outsiders
objectives

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 TRADITIONAL ORGANIZATION
STRUCTURES
 Traditional organization structures

Functiona
Divisional
l

Matrix
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 TRADITIONAL ORGANIZATION
STRUCTURES
 Functional structures
People with similar skills and performing
similar tasks are grouped together into formal
work units
Members work in their functional areas of
expertise
Are not limited to businesses
Work well for small organizations producing
few products or services

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FIGURE 11.2 FUNCTIONAL STRUCTURES IN A
BUSINESS, BRANCH BANK, AND COMMUNITY
HOSPITAL

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 TRADITIONAL ORGANIZATION
STRUCTURES
 Potentialadvantages of functional
structures:
Economies of scale
Task assignments consistent with expertise
and training
High-quality technical problem solving
In-depth training and skill development
Clear career paths within functions

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 TRADITIONAL ORGANIZATION
STRUCTURES
Potential disadvantages of functional structures:
Difficulties in pinpointing
responsibilities
Functional chimneys problem
• Sense of cooperation and
common purpose break down
• Narrow view of performance
objectives
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 TRADITIONAL ORGANIZATION
STRUCTURES
 Divisional structures
Group together people who work on the same
product or process, serve similar customers,
and/or are located in the same area or
geographical region
Common in complex organizations
Avoid problems associated with functional
structures

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FIGURE 11.3 DIVISIONAL STRUCTURES BASED ON
PRODUCT, GEOGRAPHY, CUSTOMER, AND
PROCESS

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 TRADITIONAL ORGANIZATION
STRUCTURES
 Potentialadvantages of divisional
structures:
More flexibility in responding to environmental
changes
Improved coordination
Clear points of responsibility
Expertise focused on specific customers,
products, and regions
Greater ease in restructuring

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 TRADITIONAL ORGANIZATION
STRUCTURES
Potential disadvantages of divisional structures:

Duplication of resources Competition and poor Emphasis on divisional

and efforts across coordination across goals at expense of
divisions divisions organizational goals

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 TRADITIONAL ORGANIZATION
STRUCTURES
 Matrix structure
Combines functional and divisional structures
to gain advantages and minimize
disadvantages of each
Used in:

Multi-
Professi
Service
Non-
Manufac
national
industrie
profit
onal
corporat
turing
sector
fields
s
ions

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 FIGURE 11.4 MATRIX STRUCTURE IN A
SMALL, MULTI-PROJECT BUSINESS FIRM

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 TRADITIONAL ORGANIZATION
 Potential
STRUCTURES
advantages of matrix structures:
Better cooperation across functions
Improved decision making
Increased flexibility in restructuring
Better customer service
Better performance accountability
Improved strategic management

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 TRADITIONAL ORGANIZATION
STRUCTURES

Potential disadvantages of matrix structures:

Two-boss Two-boss Increased

system can Team
system is Team may costs due to
create task meetings are
susceptible develop adding team
confusion and time
to power conflict in “groupitis ” leaders to
consuming
struggles work priorities structure

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 HORIZONTAL ORGANIZATION
STRUCTURES
 Team structures
Extensively use permanent and temporary
teams to solve problems, complete special
projects, and accomplish day-to-day tasks
Often use cross-functional teams composed
of members from different functional
departments
Project teams are convened for a specific
task or project and disbanded once
completed

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FIGURE 11.5 HOW A TEAM STRUCTURE USES
CROSS-FUNCTIONAL TEAMS FOR IMPROVED
LATERAL RELATIONS

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 HORIZONTAL ORGANIZATION
STRUCTURES
 Potential advantages of team structures:
Eliminates barriers between operating
departments
Improved morale
Greater sense of involvement and
identification
Increased enthusiasm for work
Improved quality and speed of decision
making

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 HORIZONTAL ORGANIZATION
STRUCTURES
Potential disadvantages of team structures:

Effective use of time

depends on quality of
Conflicting loyalties Excessive time spent
interpersonal relations,
among members in meetings
group dynamics, and
team management

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 HORIZONTAL ORGANIZATION
STRUCTURES
Network structures
Uses information technologies to link with
networks of outside suppliers and service
contractors
Own only core components and use strategic
alliances or outsourcing to provide other
components

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FIGURE 11.6 A NETWORK STRUCTURE FOR
A WEB-BASED RETAIL BUSINESS

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 HORIZONTAL ORGANIZATION
STRUCTURES
Potential advantages of network structures:
Firms can operate with fewer full-time
employees and less complex internal systems
Reduced overhead costs and increased
operating efficiency
Permits operations across great distances

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 HORIZONTAL ORGANIZATION
STRUCTURES
Potential disadvantages of network structures:

Control and
coordination Potential loss of Potential lack of Excessively
problems may control over loyalty among aggressive
arise from outsourced infrequently used outsourcing can
network activities contractors be dangerous
complexity

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 HORIZONTAL ORGANIZATION
STRUCTURES
Boundaryless organizations
Eliminate internal boundaries among
subsystems and external boundaries with the
external environment
A combination of team and network
structures, with the addition of
“temporariness”

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 HORIZONTAL ORGANIZATION
STRUCTURES
Boundaryless organizations
Key requirements:
 Absence of hierarchy
 Empowerment of team members

 Technology utilization

 Acceptance of

impermanence

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 HORIZONTAL ORGANIZATION
STRUCTURES
Boundaryless organizations
Encourage creativity, quality, timeliness,
flexibility, and efficiency
Knowledge sharing is both a goal and
essential component

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 HORIZONTAL ORGANIZATION
STRUCTURES
Virtual organization
A special form of boundaryless organization
Operates in a shifting network of external
alliances that are engaged as needed, using
IT and the Internet

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 FIGURE 11.7 THE BOUNDARYLESS
ORGANIZATION ELIMINATES INTERNAL AND
EXTERNAL BARRIERS

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 ORGANIZATIONAL DESIGNS

Organizational design
Process of creating structures that
accomplish mission and objectives
A problem-solving activity that should be
approached from a contingency perspective

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 ORGANIZATIONAL DESIGNS
Bureaucracy
A form of organization based on logic, order,
and the legitimate use of formal authority
Bureaucratic designs feature …
 Clear-cut division of labor
 Strict hierarchy of authority

 Formal rules and procedures

 Promotion based on competency

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 ORGANIZATIONAL DESIGNS

Contingency perspective on bureaucracy

asks the questions:
When is bureaucracy a good choice for an
organization?
When it isn’t, what alternatives are available?

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 ORGANIZATIONAL DESIGNS

Environment determines the most

appropriate design
Mechanistic designs work in a stable
environment
Organic designs work in a rapidly changing
and uncertain environment
 Adaptive organizations operate with a minimum of
bureaucratic feature and encourage worker
empowerment and teamwork

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 ORGANIZATIONAL DESIGNS

Mechanistic Organic
Designs Designs
•Predictable goals •Adaptable goals
•Centralized authority •Decentralized authority
•Many rules and procedures •Few rules and procedures
•Narrow spans of control •Wide spans of control
•Specialized tasks •Shared tasks
•Few teams and task forces •Many teams and task forces
•Formal and impersonal •Informal and personal
means of coordination means of coordination

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 FIGURE 11.8 A CONTINUUM OF ORGANIZATIONAL
DESIGN ALTERNATIVES: FROM BUREAUCRATIC TO
ADAPTIVE ORGANIZATIONS

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 ORGANIZATIONAL DESIGNS
Contemporary organizing trends include:
Fewer levels of management
 Shorter chains of command
 Less unity of command

Wider spans of control

More delegation and empowerment
Decentralization with centralization
Reduced use of staff

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 TRENDS IN ORGANIZATIONAL
DESIGNS
Chain of command
• Links all employees with successively higher levels of
authority

Span of control
• The number of persons directly reporting to a manager

Organizing trend:
• Organizations are being “streamlined” by cutting
unnecessary levels of management
• Flatter structures are viewed as a competitive
advantage
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 TRENDS IN ORGANIZATIONAL
DESIGNS
More delegation and empowerment
• A common management failure is
unwillingness to delegate
• Delegation leads to empowerment

Organizing trend:

• Managers are delegating more and finding

more ways to empower people at all levels

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 TRENDS IN ORGANIZATIONAL
DESIGNS
 More delegation and empowerment
Delegation is the process of distributing and
entrusting work to other persons
The manager assigns responsibility, grants
authority to act, and creates accountability
Authority should be commensurate with
responsibility

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 ORGANIZATIONAL DESIGNS
Three Steps in Delegation:

Create
Assign Grant authority –
accountability –
responsibility – allow others to
require others to
explain task and make decisions
report back on
expectations and act results

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 ORGANIZATIONAL DESIGNS

Decentralization with centralization

Decentralization
Centralization is is
the
the
concentration
dispersion ofofauthority
authoritytofor
make
making
decisions
most
decisions
throughout
at the
alltop
levels
levels
of the
of the
organization
organization

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 ORGANIZATIONAL DESIGNS

Decentralization with centralization

• Centralization and decentralization not an

“either/or” choice

Organizing trend:
• Delegation, empowerment, and horizontal
structures contribute to more decentralization
in organizations
• Advances in information technology allow for
the retention of centralized control
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 ORGANIZATIONAL DESIGNS
Reduced use of staff

• Staff positions provide technical expertise for

other parts of the organization
• No one best solution for dividing line-staff responsibilities

Organizing trend:

• Organizations are downsizing

• Organizations are lowering costs and increasing
efficiency by employing fewer staff personnel
and using smaller staff units Copyright ©2015 John Wiley & Sons, Inc.