Matrix Analysis Matrix

The challenge of reporting to more than one manager in a matrix organization

A Matrix structure of an organization is defined as a system where every employee must report their information to one or two managers managing the organization. There are some unfriendly challenges existing in a Matrix structure system of an organization. The seen challenges are; the existing misalignment goals, it takes place when various people working on a particular project is equipped with differentiated goals in their minds. In a situation where working existed with cross-purposes, there should be an expectation of interpersonal conflict among them, i.e. team members and leaders. The reason may be the lacking of the shared vision of reaching the biggest picture

It is very difficult to identify who is having the final say on all decisions among all decision-makers of the organization. There is the existence of individual projects without having an idea of who is accountable for the whole, and without knowing who the captain is. The possible solutions are the creation of a particular team for decision-making and all individual´s projects should be directed to the team for decision-making and also identify who and where each member should make a decision. It is a good idea to update the decision-makers and give them early information to give a decision. It is important to carry out duties in an effective manner where no decision-makers are expected to come in. An example of an organization having a Matrix system is General Electric. The GE management stated in September 1976 in its Organization Planning Bulletin; “We’ve highlighted matrix organization; not because it’s a bandwagon that we want you all to jump on, but rather that it’s a complex, difficult, and sometimes frustrating form of organization to live with.” This statement shows that there are existing challenges in a Matrix system of

The organizational level perspective is also enhanced. There are facilitated careers paths including its development in specialized areas. There is the efficiency of managerial and talent existed in the organization. There is fine-tuned response to market changes due to a single goal focus. The win-win initiatives can be coordinated too easily with key suppliers, customers and alliance partners.

The disadvantages are; there is the existence of impeded communication and coordination because of the differences in values and orientations. The functions and organization as the whole may encounter the problem of short thinking and difficulties to achieve a standardized uniform performance. There are time-consuming and difficulties to manage democratic processes. They cannot overcome political and authority boundaries existing inside and external of the organization. There is a lack of strong leadership and vision, resulting in coordination problems. the main cost of maintaining an organizational learning