The concept of organizational structure



The concept of organizational structure
The concept of organizational structure
The concept of organizational structure

Organizational structure refers to the arrangement of specific positions in the organization, and the distribution of powers and responsibilities.
 This means that the definition, that the organization consists of individuals holding certain positions, and each center are linked by certain powers and responsibilities. Determined the organizational structure of the institution of mutual relations between the responsibilities associated with different centers. And leads the growing need in the various institutions to the emergence of diversity in organizations, organization, and there is not one of the designs or buildings organizational suitable for all institutions and organizations are different from each other on the basis of the nature of the task assigned to it and design organizations, institutions to suit the task and are valid and appropriate external stimuli surrounding the process.
This includes the distribution of individuals on the study of functions and analysis as well as building the roles of individuals and their organization and purpose of that highlight the importance of the human factor and to emphasize the design of mechanisms and regulations of the institutions in order to achieve better harmony or alignment between the individual and the mechanisms of action to achieve the best possible outcome for the institution.
Building regulations and development:
Organizational structure in the institutions have an effect of the institution which leads to the enjoyment of the leaders in this type of institutions a great deal of freedom, but we expect them a great deal of initiative, responsibility, and so the knowledge of the characteristics of the organizational structure will help us achieve a better understanding of what issued by the leaders of the behavior.
The concept of organizational structure:
Is to build power in the institutions that we see clearly seen in the graph of the institutions, in order to keep pace with the changes occurring around them. Now is the time to look at the behavior of the work of the largest angle, the angle of the organization, and will enable us to study this aspect of the affected structure and organization and our Matha in the behavior of its members as individuals, as well as the behavior of groups to work with. We will start and how to design, and how they work, and the factors that affect the organizational structure of different forms of behavior within institutions. To develop and keep abreast of internal and external. That can help increase productivity in organizations.
Traditional style in the organizational structure:
Are organizations traditional style in the organizational structure in a formal way, to identify the roles of individuals belonging to them, these organizations refused to any violation of business rules and roles set, making it stable and resistant to change, so the work and status and power tend to be defined In traditional regulation, and this means that a significant portion of business conduct is codified within a framework of guidelines and standards set in advance. And appeared at the end of traditional regulation of the last century as a result of technology revolution has led to increased productivity and growth mechanisms, and evolution. With the growing size of these mechanisms, there was an urgent need to establish rules to work to coordinate the disparate activities of the members of the constantly growing population.
Pattern in the bureaucratic organizational structure:
Bureaucracy: the traditional model in the organization. He is distinguished from others by selecting the power position in a hierarchy (Haerarkih HIERACHY), and is characterized by strict instructions specifying the modalities of work, and everything related to gorgeous. And often reflect bureaucratic organization is a pyramid. We find a small number of individuals who have more powers at the top. As at the base of the pyramid, we find individuals who are not feel the task of achieving the objectives of the institutions. And developed the concept of bureaucratic organization at the beginning of this century, German sociologist (Max Weber Max Weber), who formulated the theory of building organizations that rely on power, and the official (Weber, 1947). Weber was preoccupied with the phenomenon of chaos that permeated organizations took the big developing countries. There are very few rules that determine the modalities of work, and his steps, and actions of individuals, including the operations of employee selection, promotion, and punitive measures deterrent, and it was a goal (Weber) introducing discipline and order in the workplace to increase productivity and effectiveness. He considers that regulation bureaucracy true characteristics of Set: the division of labor (specialization), and a precise definition of power hierarchies, and procedures and formal rules, and not to rely on personal Baana, and efficiency-based selection decisions and appointments to jobs, and emphasize the importance of relying on documents written.
Executive style / consultant in organizational structure:
Resulted in the increasing size and increasing complexity of institutions to the emergence of diversity of style in the traditional bureaucratic organization. And consists of new bureaucratic model (Executive / Consultant) of the two groups of workers for each of them different goals.
Group I:
Is a confrontation or force, or who are achieving the goals of the organization directly.
Group B:
Consists of specialized personnel positions aim is to provide a helping hand to those who work on the front line. And institutions in the world of complex and large these days, many of the individuals who take these positions have nothing to do objectives directly. For example, we find institutions in a number of workers with no connection to direct way of doing work such as accounting, and maintenance, and hygiene, and public relations, and keeping personnel files, and administrative services to individuals .......... Etc..
Patterns of non-traditional organizational structure:
Not characterized by the organizational models of non-traditional ways of work set out very carefully, as is the case with the organizational model of traditional, and that this situation would also apply to the gorgeous members of roles, and we find a result, these modern models of the organization more flexible than others, because they do not include the arrangement rigid hierarchy of power. In general, the non-traditional organizations have fewer workers compared with traditional regulation, and sometimes we find small units belonging to the traditional organizations, much larger.For example, we may find in large institutions with a traditional organization depends to a very small section of the establishment of objective design regulations of the institution.
Organizational structure and the surrounding environment:
The organizational structure of the institution may be affected to a large extent the quality of the technology used. But we will see below that the elements in the environment surrounding the practice is sometimes a degree of influence and pressure on the working mechanisms of the institutions, affecting in its working methods and organization. And examples of these factors to economic conditions and the needs of the institution, and the abundance of raw materials, availability of manpower. In this regard, he (Lawrence and Lorch) developed a model for the positions of the organizational structure that deals with how to appropriate regulation of the conditions of the changing environment, and stressed that the organization's ability to adapt to changing conditions is largely dependent on two processes: differentiation and integration. And differentiation refers to the parts of the institution and one of the differences between them, which makes it complex composite of many parts, and mixed. Here we must bear in mind that the number of affiliates, and what the leaders of the guidance, strategy, in addition to the goals of the institution. The convergence and integration, refers to the amount of cooperation between the departments of the institution and its subsidiaries and management, and effectiveness. As the surrounding environment has become more vulnerable to changes in the storm, the more the institution of their differentiation and integration to make the installation and set procedure, and its complexity is appropriate for the installation of the external position of the ocean.
It is the simplest example of what we say: Al-brokered sale of mail has only three centers. We find in the first place, and Director of the Foundation of the highest powers hold the powers of the other two centers. The responsibilities of the Director choose to purchase goods and goods that will be sold, it is also responsible for financial matters. The second place, his action marketing service, because his responsibilities include the design of advertising.
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