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Bureaucratic structure of a traditional organisations

Bureaucratic framework of a normal company has a large and thin organisational graph. Beside that, this kind of organisation is usually a centralized organisation which means that all the decisions are created by professionals, and non-manager employees don't have the to make decisions. To make the organisation run efficiency, bureaucratic composition of a traditional organisation can make their job grouped by functional departmentalization. According to Howard Distelzweig and Scott B. Droege, 'The careers in the original organizational structure are usually grouped by functions into departments such as accounting, sales, human resources and so forth. '

It means that group can classify employees who have similar skills and knowledge to create a team and lead with a manager of department. For instance, the marketing will take care of all the sales and promote products and services. With efficient departmentalization, employees will know clearly about their job and also who will be the people they should are accountable to. The managers of each department will need to have good communication skills because the correctness flows of information are extremely important in centralization corporation.

The graph below illustrates an example for organisation chart of bureaucratic composition of a normal organisation.

, (a), (i)

Hierarchical composition is one of the first constructions has been used in organizations. This kind of structure was typically common in the traditional companies. One of the reasons that structure was common among the traditional organizations was that this kind of composition is easier to form in comparison to other buildings such as organic and natural structure. Alternatively, in hierarchical structure everyone knows that where is their exact position in the composition and who's above or below them. Additionally, other good thing about classifying staffs is that it's easier for the professionals to market their employees to higher levels.

The other thing is that in traditional organizations the professionals wished to have the full control of the business and since in hierarchical structure decision making is performed by top level professionals so they have good control on the company's processes.

The other reason that traditional organizations acquired selected this composition is the fact with using this framework they could decrease the prices because in hierarchical structure you don't have to have a controlling department so that as the careers are completely identified, the procedure of controlling can be done by each part itself.

In past couple of years the hierarchical constructions were popular because they provided a good demand to have control on the organization but by replacing technology, increasing the rate of advancement and apparition of hard competition between companies, the companies have decided to diminish the height of the group pyramid because with those new technologies by pcs could do many tasks instead of humans. Furthermore, in the hierarchical framework data are stored at higher levels of organization and it takes very long time that the info reaches to the lower levels which reduces the quickness of research and growing of the company, thus the company was not in a position to survive in a highly competitive environment with this framework, and had to improve its structure. Another issue is that current environment is not often so stable so the company must choose to it fast which is not possible with a structure with strict described rules. As mentioned in the reserve Organizational Habit, "hierarchically organised organizations were not very proficient at anticipating environmental changes or at writing information across functions such as creation, marketing and engineering".

The other problem with this composition is named "Vertical conflict". These conflicts usually happen between professionals or groups which can be in the same level and it is usually because that their goals are different.

Question 3, (a), (ii)

Bureaucratic structure of a traditional company are usually facing inner communication problem. This problem occurs is basically because these types of organisation typically are centralization company and non-manager worker must wait the decision or the info from the very best level manger cross to each level manger and lastly cross to them. If any issue occurs, non-manager employees have to are accountable to first-line supervisor and first series administrator have to cross the message to raised level manager to make decision. It really is long procedure for communication and there is no guaranty there won't have any error messages had been delivery in the process of communication.

To overcome this type of problem, company must delegate specialist to each level director properly. Within an organization, there are many type of decision was required to make. To make the procedure of decision making become faster, some of your choice making specialist must be delegate to each administrator according to the position however, not all the decision making power carry by more impressive range manager. A good inside communication system is also important in improving the swiftness and reliability of information circulation. Therefore, corporation should select the proper communication system and. In custom way, organisation can use memo, formal notice, notice, mobile call, fax and others. However in 21st century, Internet technology got provided many faster and easier communication tools to organisation. One of the communication tools is e-mail (Robbins, P. Stephen & Coulter Mary, 2002). With e-mail, employee or manager can easily send the information to all employees rather than just communicate with them by spend your time by group them mutually. The most important is the e-mail was a free communication tool. Besides, firm may using video conferencing as a communication tool (John Lynch, 1996). In centralization group, all important decisions are created by top administrator. So video conferencing can be use by professionals at different places to make a group talk or meeting rather than spend your time by group all the manger from different spot to have a in person meeting. This can help organisation make a faster decision and the information that be forward will be obviously.

Furthermore, intranet and extranet may be considered a good communication system for company. If organisation want a higher security and a proper communication system, they can develop their own private network that is intranet and extranet. Intranet makes it possible for employee access the info within the building of organisation and extranet can allow employee access the info everywhere and anytime. Besides, intranet and extranet can help to reduce the risk of information to be share or stole by outsider (Rim Mosbeh & Khalid S. Soliman, 2008).

Question 3, (b)

The term organic and natural affiliates something alive which can change itself to changes happening around it. Organic and natural structure in organizations show same feature. It could adapt to changes around it faster than other constructions. In this framework the duties and tasks are continually being readjusted and redefined, the communication happens horizontally alternatively than vertically and knowledge can be stored where it is most useful in the framework, which gives less centralization. Within this structure jobs are organized between teams rather than individuals. Employees would be trained to have the ability to handle different kinds of troubles. In this type of structure every one of the employees can suggest new ideas and they're involved with decision makings and deciding is not done only by one individual. The main characteristics in this type are:

Low formalization

Wide course of control

Low centralization

Easier to change

Team based framework can be considered as an organic and natural structures just as this organization the organization comprises of different clubs and the complete job is sent out among the teams. But the associates will be the people who make a decision what the simplest way is to do the job assigned with their team instead of just following the manager's orders. However, the employees are in charge of their decisions thus they need to choose the best way of doing their work. In this particular structure span of control is very chiseled and there is little formalization also.

Network-based framework is defined in the book Group and Environment as ". . . adapted to unpredictable conditions, when problems and requirements to use it arise which can't be broken down and sent out among specialists' roles inside a hierarchy. . . . Jobs lose much of their formal description. . . Interaction operates laterally up to vertically. Communication between people of different ranks tends to resemble lateral discussion rather than vertical command line. . . " (Lawrence, P. R. & J. w. Lorsch, 1967) which means this composition is very flexible to changes and the functions are not strictly defined and can be modified due to jobs. Many of these characteristics point out an organic framework. That's why we can consider network-based organizations as organic and natural.

In the three buildings mentioned above more people get excited about decision makings and anyone has the to suggest new ideas. This culture causes more invention because the likelihood of finding a beautiful idea among many ideas is more than finding one in a few. Other benefit is within centralized firm if the individual in centre is too occupied usually new ideas are rejected without thinking but organic and natural constructions lead to less centralization. In organic organizations the jobs are designated to categories and it increases the development because the employees can decide themselves.

However, these buildings have some problems. For example these structures are incredibly hard to design or in these buildings the roles have to be redefined continuously. Additionally in these buildings the energy is not centralized ever again and this means the best will be actually unproductive. In addition, it can cause to collision between employees because their goals will vary due to their groups.


Bureaucratic framework of a traditional company is the centralized organisation that totally control by top level supervisor. Which means top level manager are the critical issues in company. If the most notable level manager aren't meet the criteria or weak in planning and managing, that will straight affect the complete organisation. One of the most serious consequence are the company may making loses or close down. Since the top level manager are possessing the extremely power to make any decision, the most notable level supervisor might choosing without listen the idea from others. This might causes the resources of organisation couldn't be utilized and generate a dissatisfaction of other staff because they don't really have any possibility to show their skills and point out their view.

Communication and information circulation could be one of the issues that facing by traditional company. To solve this issues, company should divided the decision making authority to other supervisor and apply internet technology to make communication process and information stream become faster and even more exact. Besides, the communication skill of middle level supervisor also important in communication process because middle level are liable to provide the message from top level manager to first-line manager or staff.

Compare to traditional company, organic and natural structured-organisation includes more worker interaction and any one can suggest his/her idea. This feature increases the invention extremely. Also this structure helps it be easier for employees to get information suggest ideas predicated on them. Organic group is highly good for today organizations since they are facing immediate changes in their bordering environment. Alternatively it's harder to manage since it must be flexible and sometimes may also cause to debate because of dissimilarities in various parts' goals.

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