The importance of organizational structure and the issue of organizational conflict

Conclusion Introduction Conflict, when properly managed, is a positive source of competitiveness and collaboration in a workplace. On the other hand, when unmanaged, conflict can create division, low morale, and chaos in the same environment. Executives and managers must learn to identify constructive conflict and manage it effectively. Conversely, leadership must identify negative conflict and deal with it decisively and completely.

The importance of organizational structure and the issue of organizational conflict

The 5 Classic Mistakes in Organizational Structure: One is designed to go fast and far and the other is designed to cause drag and slow an objection in motion. How something is designed controls how it behaves. If you doubt this, just try attaching an engine directly to a parachute and see what happens.

The importance of organizational structure and the issue of organizational conflict

But the fact is that how your organization is designed determines how it performs. And the heart of organizational design is its structure. Notice how everything serves a particular purpose.

Industrial and organizational psychology - Wikipedia

Great design means that something is structured in such a way that it allows it to serve its purpose very well. All of its parts are of the right type and placed exactly where they should be for their intended purpose.

Poor design is just the opposite.

The importance of organizational structure and the issue of organizational conflict

Even though your organization is a complex adaptive system and not static object, the same principles hold true. It must be structured or restructured to create an design that supports its function or business strategy. Just like a chair, all of its parts or functions must be of the right type and placed in the right location so that the entire system works well together.


The functions it performs. The location of each function. The authority of each function within its domain. The functions an organization performs are the core areas or activities it must engage in to accomplish its strategy e.

The location of each function is where it is placed in the organizational structure and how it interacts with other functions. The authority of a function refers to its ability to make decisions within its domain and to perform its activities without unnecessary encumbrance.

A sound organizational structure will make it unarguably clear what each function and ultimately each person is accountable for.

Organizational communication - Wikipedia

In addition, the design must both support the current business strategy and allow the organization to adapt to changing market conditions and customer needs over time.

Imagine a company with an existing cash cow business that is coming under severe pricing pressure.One of the biggest challenges facing leaders today is the need to position and enable organizations and people for adaptability in the face of increasingly dynamic and demanding environments.

Many people resist acknowledging the influence of organizational factors on individual behavior—especially on misconduct—for fear of diluting people’s sense of personal moral responsibility.

There are few business activities more prone to a credibility gap than the way in which executives approach organizational life. A sense of disbelief occurs when managers purport to make decisions. ABSTRACT. This study addresses the culture and power influencing the organizational structure of the nursing services at a teaching hospital.

Index Organizational Theory and Behavior © , David S. Walonick, Ph.D. Classical Organization Theory.

Defining “Organization”

Classical organization theory evolved during the first half. Amazon´s Organizational Structure - Organizational culture is a reflective view of the inner workings of an organization.

This culture reflects hierarchical arrangements as it pertains to the lines of authority, rights and obligations, duties, and communication processes.

Conflict Resolution