Empowering HR within the Workforce by Manya Shukla

Join Manya Shukla’s show to learn about latest trends on HR and on Personal growth

This show is titled

‘’Organisation Structures”

Source: https://www.lucidchart.com/blog/types-of-organizational-structures

Radio.NewHeightsEducation.org
[e-mail]



Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.

Episode Transcript

Speaker 1 (00:42):
Good evening everyone, Welcome to the New Heights Show on education.
My name is Mania Shukla and you are with me
on the another episode of Empowering HR within the Workforce,
your go to podcast for the ever evolving god of HR.
This podcast is the way of sharing insights on building
a more effective and efficient workforce while also focusing on

(01:04):
your personal growth. If you tune into our previous episode,
thank you so much for your support. We talked about
different types of leadership styles. If you missed it, be
sure to check it out now. Imagine this. You are
writing an email to share your input on a project,

(01:27):
but you are confused about whom to send it to,
or there is a task pending from another team, and
you find yourself stuck in a loop writing endless emails,
just trying to figure out who is responsible. By the
end of the day, despite all the efforts, the work
is still not done. Frustrating, isn't it. This is exactly

(01:51):
where the role of organization is structure comes in. Every company,
big or small, needs a structure that finds the method
or its method of communication, hierarchy, roles and responsibilities. Without it,
confusion and inefficiency takes over the truth is every organization

(02:16):
chooses a structure that fits best with its goal and
work culture. So in today's episode, we'll be talking about
organizational structures. And if you're a company owner, team leader
or an aspiring entrepreneur, well, this episode is especially for
you and it will help you to decide which organizational

(02:40):
structure is best for your company. According to lucid chart
dot org, there are ten organizational structure. Number one is
hierarchical organizational structure. As the name suggests, In this structure,

(03:01):
the roles are the roles and responsibilities are clearly defined.
The chain of command is clear and visible. It is
like a pyramid structure UH. In this structure, each employee
has a specific role. Now, the drawback of this structure
is that it can slow down the decision making process.

(03:26):
Number two we have is functional organizational structure. As in
the hierarchical organizational structure, there is also in this organization.
In this organizational structure also there is the highest responsibility
is at the top UH and in this structure, different

(03:47):
departments are managed independently. So this structure encourages specialization and
it allows employee to focus on their roles. The biggest
challenge of This is structure is that it can hamper
interdepartmental communication and it can also create a sense of
silos within an organization, like employees are only focused on

(04:11):
their department, they are not fully involved as as the
organization as a whole. The third one I have here
is horizontal or flat organizational structure. So this organization structure
fits the company which has few levels between upper management

(04:31):
and staff level employee. The structure is common in startups.
It encourages less supervision and more involvement from employees. Under
this structure, employees are more responsive, employee have employees have
more responsibilities, and it fostered the open communication system. But

(04:55):
this structure can create a confusion and might be difficult
to maintain once the organization is getting bigger. The fourth
one I have here is divisional organizational structure. Under this,
each division of the company handled UH is handled separately

(05:17):
like each division has a control over their resources and
they treat themselves like they're like it's a it's an
individual company. They might have their separate department like their
own marketing HR finance department. UH. There are different types
of divisional structures like some are market based, some are

(05:38):
product based, geographical based and coming to the advantages of
this structure, So this structure promotes independence and customized approach
it is. It is a helpful structure for the law
for for large companies to respond according to their customer needs.

(06:00):
The disadvantage of this structure is that it can lead
to duplicate resources. The fifth one I have here is
metrix organization structure. So this structure looks like a grid.
It has class functional teams that form for special projects.
It gives more dynamic view to the organization. It also

(06:23):
gives employee the opportunity to use their skills aside from
their original roles. But this structure can also create the
conflict with other departments. So before we move forward, let's
take a quick break. We will be back soon.

Speaker 2 (06:45):
Are you enjoying the New Height Show on Education. If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit Radio
dot New Heights Education dot org or email us at
info at New Heights Education ord. Listen in on Wednesdays

(07:05):
for Education in the News with host Pam La Clark
at six pm and Fridays for our empowering hr and
the workforce with host Manya Shukla at seven pm. And
don't forget to check out our organization's website for the
latest updates on courses, reading programs, comic books, magazines, informational

(07:28):
services and happenings. For even to learn how you can
become a volunteer, consider donating to our calls at www
dot New Heights education dot org.

Speaker 1 (07:44):
Welcome back listeners. So before break, we discussed about metrics
organization structure. The next I have here is steam based
organization structure. So under this structure, as the name suggests,
employees are groups together according to their team. This structure
focuses more on problem solving, cooperation and giving employees more control.

(08:08):
It requires minimal management. It values experience rather than seniority.
But the major drawback of this structure that it might
make the promotional path less clear. The next I have
here is a network organization structure. So it is the

(08:31):
structure where company coordinates with other organizations, vendors, contractors and freelancers.
It emphasizes on collaboration and relationship between internal team and
external partners. It allows companies to be more flexible, give

(08:54):
more power to employee to take initiative and make decisions.
The drawbacks are it can become overly complex and it
can lead to a difficult It can be difficult for
employees to decide who has the authority to take the
final decision. The eighth one I have here is a

(09:17):
process based structure. So in this we organize the employee
based on the steps of the process. And like for example,
for procurement process, there will be the one who will
be taking care of storage unit, and then there will
be the one who will be taking care of the
procurement unit. And each step of this process has a

(09:43):
supervisor and an employees who do work in that process.
One process cannot begin until the process before that is completed.
The advantage of this structure is that it can lead
to more efficiency and it also promotes teamwork. Coming to drawback,

(10:03):
it can lead to miscommunication between departments. The next I
have here is a circular structure. So this structure puts
leader at the center so that everyone can share their information.
It promotes the communication and it promotes communication and collaboration

(10:24):
between the departments. But this structure can take longer time
to take decision. Now, the last one I have here
is line structure. It is the simplest organization structure, authority
flows from top to bottom for each employement, for each department,
there is one manager on the top and everyone works

(10:45):
towards the organizational goal. Advantages Reporting structure is clear drawback.
It can limit innovation and specialization. And that's a wrap
for today's discussion on the ten types of organizational structure.
And before before we end this episode, I just wanted

(11:08):
to say that no structure fits for all. As I
earlier stated, it's all about finding what work best for
your goal and people and for your organization. Once again, thanks,
thank you so much for tuning in. I hope you
found today's episode valuable. Until next time, stay informed and

(11:29):
stay empowered. Thank you so much.

Speaker 2 (12:01):
The