Organizational Structures Research

Project Organizational Structure Committed teams collectively work on projects in a project organizational structure. The project team is accountable to the project manager in line to his or her line of management. The project manager has decisive authority, reporting to the project board and the sponsor (Miles et al, 2004). Pros of projects organizational structure • The principle preferred standpoint of the project structure is that you have more control over the group • Projects which runs under this structure provides great conditions that can aid you to develop your project management skills and leadership skills (Miles et al, 2004). • Since they work as a team, this can create a solid sense of identity. • The project communications systems needed to be used can be limited because the team is simple and relatively small.

Cons of functional organizational structure • Maintaining a strategic focus on the project can be hard since division in functional work may not provide a chance to network extensively with the organization (Rowlinson, 2001). • Chances of conflicts are higher as individuals in the project team might be more reliable to their team manager or department than their work on the project. Matrix organizational structure Resources in this structure are pooled across project work and business as usual work. The project manager and functional manager in matrix structure organization, shares authority powers (Cheng et al, 2001). Team building, communication and conflict resolution will be fundamental to your success. The functional organizational structure is organized into a functional division that is based on key functions like finance, human resource, policy, planning and IT.

Each of these types of functional division runs autonomously and secluded groups of workers in each partition report to a functional manager (Rowlinson, 2001). Generally, the functional manager monitors and allocates the work and performs tasks such as setting payment levels and also performance assessment. In this structure, project managers have limited authority. • Develop a description of the position. Such a position is essential for a fruitful hiring process. It is used to develop interview evaluations and questions. • Develop hiring plan. A wisely structured hiring plan maps out the strategic hiring and attracting the best-qualified applicant and aids in ensuring a candidate pool that includes individuals with disabilities, underrepresented groups, and women (Cheng et al, 2001). Following these interviewing procedures, the employer is guaranteed to conduct a thorough interview process and have all required data to properly assess abilities and skills of the employee (Rowlinson, 2001).