Beside studying organizational structure also learned that excellent planning, strategizing, decision making, and critical thinking are essential for your success. And also know how to deal with change I life and at work, and how creativity, innovation and a spirit of an entrepreneurship are some of the more exciting and important aspects of work today. An organization is a group of people assembled to perform activities that will allow the entity to accomplish a set of strategic and tactical goals and to realize its mission. Organizational structure is the way in which the division of labour, communication, and movement of resources among the parts of an organization are coordinated to accomplish tasks and goals. In an organization, a hierarchy is a way of organizing people and groups according to formal authority.
These organisational structures are hierarchies where the managers are able to delegate authority and they are responsible for getting the outcome (Schein, 2010). Organisation works as a formal structure which is usually dependent on strong communication and share interest. Such formal structure can lead to become functional structure that allows ‘expertise development in both technology and personal plus providing clear career paths to the staff. This actually fits with the objective of British Army organisation as the staff are more career focused. The structure is subject to geographical disposition and additional growth as the British Army
Pettigrew (1979) argued that style of an organization in conducting a business is mostly depends on the different level of culture based on the multifaceted set of beliefs, values and assumptions. This is how the culture differentiates the organizations and influences the thought and decision making of employees. Based on statement of Barney (1991), organization culture can become an aggressive competitive advantage provided it fulfills these three conditions. Firstly, it must be valuable and viable so that it will lead the organization to achieve the objectives and goals. Secondly, it must be rare and attributes as the culture of an organization is different from the common culture of majority organizations.
Modern organizational studies attempt to understand and model these factors. Organizational studies seek to control, predict, and explain. Organizational behavior can play a major role in organizational development, enhancing overall organizational performance, as well as also enhancing individual and group performance, satisfaction, and commitment. Organizational behavior is particularly relevant in the field of management due to the fact that it encompasses many of the issues managers face on a daily basis. Concepts such as leadership, decision making, team building, motivation, and job satisfaction are all facets of organizational behavior and responsibilities of management.
One important aspect of this organizational configuration is the physical separation from the existing established firms. As Raisch (2008) declares that one internal organizational structure for promoting the development of non-incremental innovation projects in established firms enjoys considerable autonomy through their control of most activities. A wide literature covers different success cases from this type of organizational configuration, as firm sales growth performance, (He and Wong, 2004), firm survival (Laplume and Dass, 2012), improving products innovation rates (O’Reilly and Tushman, 2013), new markets explored (Raisch, 2008). This success was achieved by the existence of integrated elements, such as: a senior team explicitly support, and a separate but aligned organizational architectures (O’Reilly and Tushman,
Walumba, F., & Lawler, J. (2003), says that by understanding an organization’s history and its performance can be a good idea to predict the future behavior of a business. Also, according to Lok, P., & Crawford, J. (2004) organization culture can be a good element for showing commitment to the organization’s values and principles. Lund (2003), Believes that it is this commitment that brings the collective attitude and feelings of working towards common objectives.
Furthermore, numerous aspects of the organizational culture literature allude to the role of leaders in ‘creating’ particular types of culture. Equally, the literature on leadership suggests that the ability to work within a culture is a prerequisite to effectiveness. The central objectives of this article are to illustrate the basic notions of Management Strategy and Organizational Culture. In particular, We highlight terms such as “Organisational Culture”, which as necessary to managers and entrepreneurs in order to create new values, especially in times of economic change. We develop a holistic framework, which centers on the interdependencies within leadership and organizational Culture.
Trait Theory Trait Theory says that an efficient leader can be identified through the recognition of his or her traits. Traits are the personal characteristic that possess by a leader, such as intelligence, knowledge, values, ideas, self-confidence, and attire or appearance (Daft, 2008). Trait theory is a “virtual theory” of leadership. It begins with the idea that there are specific virtues a leader must have. These are usually inborn traits, manifesting themselves in the “born leader” that cannot help but take control and guide situations.