Organisational Design (Edexcel A Level Business)

Revision Note

Understanding Organisational Structure Terminology

  • Organisational structure outlines the reporting relationships, roles, and responsibilities of employees in the organisation

  • Businesses must determine what the best structure is for them to effectively implement their ideas and achieve their objectives

    • They should consider how the structure may affect the management and effectiveness of operations and communications

    • A well-designed organisational structure helps to promote clarity, efficiency, and accountability

Key terminology used in organisational design

1. Hierarchy

  • A hierarchy refers to the levels of authority within an organisation

    • It describes the ranking of positions from top to bottom

    • The higher the position in the hierarchy, the more authority and power it holds

    • The hierarchy usually includes top-level management, middle-level management, and lower-level employees

2. Chain of command

  • The chain of command is the formal line of authority that flows down from the top management to lower-level employees

    • It defines who reports to whom and who is responsible for making decisions

    • The chain of command helps establish a clear communication channel and helps to maintain accountability within the organisation

3. Span of control

  • Span of control refers to the number of employees that a manager or supervisor can effectively manage

  • It is based on the principle that a manager can only effectively manage a limited number of employees

    • A narrower span of control means that there are more layers of management

    • A wider span of control means that there are fewer layers of management

4. Centralised and decentralised structures

  • In a centralised structure, decision-making authority is concentrated at the top of the organisation, with senior management making most of the decisions

  • In a decentralised structure, decision-making authority is distributed throughout the organisation, with lower-level employees having more decision-making power

    • Decentralisation can promote flexibility and innovation, while centralisation can promote consistency and control

Different Types of Organisational Structure

  • Businesses typically structure their organisation in one of three ways

    • Tall organisational structures

    • Flat organisational structure

    • Matrix organisational structure

Tall organisational structures

  • Tall structures are characterised by multiple levels of management and a more centralised decision making process

  • A long chain of command

  • Common in large organisations with complex operations, e.g. government agencies and universities

A pyramid of grey silhouettes represents a hierarchical or tall organisational structure, with decreasing numbers of figures from bottom to top.

Advantages and disadvantages of tall structures

Advantages

Disadvantages

  • Provides a clear hierarchy of authority and defined roles and responsibilities

  • Promotes specialisation and expertise within each department or function

  • Offers opportunities for career advancement and promotion within the organisation

  • All of the above increases efficiency and motivation

  • Can create communication barriers between the upper and lower levels of the hierarchy

  • Decision-making can be slow as information must pass through multiple layers of management

  • This can lead to bureaucracy and excessive levels of management

  • All of the above reduce efficiency and motivation

Flat organisational structures

  • Flat structures are characterised by fewer levels of management and a more decentralised decision-making process

  • A short chain of command

  • Common in small organisations or start-ups e.g. tech start-ups and small businesses

Diagram illustrating a flat organisational structure with one superior figure above six subordinates arranged in a line below.

Advantages and disadvantages of flat structures

Advantages

Disadvantages

  • Promotes a culture of collaboration and open communication

  • Decision-making can be faster and more efficient

  • Encourages creativity and innovation as employees have more autonomy and flexibility

  • All of the above increases efficiency and motivation

  • This can lead to role ambiguity and a lack of a clear hierarchy

  • May not provide clear opportunities for career advancement or promotion

  • This may require employees to take on multiple roles and responsibilities, leading to burnout and overwhelm

  • All of the above reduce efficiency and motivation

Matrix organisational structures

  • Matrix structures are usually built around specific products or projects, e.g. KitKat has its team within Nestlé

  • They combine the functional areas of a business (HR, finance, marketing, sales) with a specialist team that operates inside the business

Organisational chart showing CEO at top, with Production, Marketing, and Finance Managers below, leading to Project A and B Managers.

Advantages and disadvantages of matrix structures

Advantages

Disadvantages

  • Promotes cross-functional collaboration and communication

  • Allows for specialisation and expertise within each functional area

  • Enables efficient allocation of resources and coordination of multiple projects

  • All of the above increases efficiency and motivation

  • This can lead to conflicts over priorities and resources

  • This can create confusion over roles and responsibilities, particularly when multiple managers are involved

  • Requires a high degree of communication and coordination, which can be challenging

  • All of the above reduce efficiency and motivation

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