Sony Organizational Structure

Business Report

I chose Sony, a multinational conglomerate corporation, because I like the company and its products, I admire their success, and because they compete with many well-known electronic companies. The company was founded in Japan after WWII in 1946 in Tokyo under the name Tokyo Telecommunications Engineering Corp. by Ibuka and Morita. What’s cool about it is that the company started with a budget of ¥200,000 which is around $1,500 and began researching. In less than a year the company’s first product was released, a power megaphone. In 1950, it released its first tape recorder. Sony had to change its name in the mid-1950s because it wanted to go global with its products and since the initials TTK were already taken. Sony’s name was made by combining the Latin word for sound, “sonus”, and the American word “sonny”. In 1960, Sony launched its US branch. Eight years later, Sony opened a branch in the UK. The company continued to grow in the 1970s, when

First of all I will talk about the problems in the organizational structures and offer solutions to the complications that are disturbing the company’s stability. Later on I will accentuate on why a company needs to organize employees, highlight the importance of delegation and accountability within an organization, then I will state whether the company follows a centralized or decentralized structure and the factors that influence the degree of that structure, and I will propose solutions that will improve the business.

Sony’s organizational structure is a tall one, which means it has a larger number of managers. This means there is a higher chance for a normal employee to get promoted to a manager which motivates employees to work harder. However, in a flat organizational structure there are a few managers compared to a tall one, which means there is a low chance of getting promoted to a