Organizational Structures Essay -- Organizational Development, McShane

IntroductionMcShane and Von Glinow produce that the best organizational organise depends on the organizations away environment, size, technology, and strategy (409). To identify the best organizational structure for Proteg Engineering, I depart first determine what organisational Structure inwardness. In a plunk for step I will analyze its elements and carve out the valuable components for the considered organization. Finally I will provide a conclusion and recommendation.organisational StructuresIn general, organizational structure is related to the way that an organization organizes employees and jobs, so that its survey can be performed and its goals can be met. McShane and Von Glinow define Organizational Structure in more detail they state that organizational structure refers to the division of labor as well as the patterns of coordination, communication, workflow, and formal index that direct organizational activities (386). To understand what this means we will have a look at each component. The division of labor is related to the offset of work into separate jobs assigned to different people (McShane and Von Glinow 386). The patterns of coordination refer to the organize of work activities surrounded by the employees where they divide work among themselves. This process requires coordinating tool to ensure the workflow, which means that everyone works in concert (McShane and Von Glinow 386). The primary means of coordination are informal communication which involves sharing information on unwashed tasks and forming common mental models to synchronize work activities, Formal hierarchy which refers to the naming legitimate power to individuals, who then use this power to direct work pro... ...ble when the merging organizations operate in different industries or countries because cultures differ between industries and countries (McShane and Von Glinow 428).Conclusion and recommendationThe integration process of merging companies is a combine of the existing cultures into a new culture that maintains the best features of the previous cultures, and it is about likely to succeed when existing cultures already need improvement so that employees are motivated to accept change. This strategy is particularly challenging when the members of the organization are satisfied with their previous culture because they will be resistant to change. Another very important factor for the success of mergers is the level of commitments make by the employees. Therefore, employees should be brought into the process as early as accomplishable (Badrtalei and Bates 314).