Answer To Organizational Structure And Change Questions

Answer to Organizational Structure and Change Questions

This document provides concise responses to five questions related to organizational structure, design, case studies, and change management, based on weekly videos and textbook readings. Each answer is at least three lines long, addressing key concepts and insights from the provided materials.

Paper For Above instruction

Question 1

Three specific insights I learned about organization structure, design, or processes include the importance of clear hierarchy and communication channels for effective coordination, the role of specialization and departmentalization in enhancing efficiency, and the significance of flexibility in organizational design to adapt to changing environments. These elements help organizations align their internal processes with strategic objectives, ensuring smooth operations and responsiveness to market dynamics.

Question 2

If I have previously worked in an organization, it likely followed a functional structure, with departments like marketing, operations, and finance operating semi-independently under a central leadership. As for CSUN, I believe its organizational structure resembles a matrix or departmentalized model, with distinct colleges and administrative units that coordinate to serve students and faculty effectively. This structure allows specialization while promoting cross-department collaboration.

Question 3

Based on the Zara case and textbook descriptions, Zara seems to operate a decentralized or networked organizational structure, characterized by quick decision-making hubs and integrated supply chain systems that respond rapidly to fashion trends. Zara’s elements of flexibility, fast product turnaround, and close supplier relationships exemplify this structure. As Zara expands online in the U.S., maintaining this structure supports agility, though some adaptation may be necessary to handle increased digital operations.

Question 4

If my manager asked me to influence others with a mixed perception of the change, I would first openly discuss my concerns with my manager to clarify issues. Then, I would speak honestly and diplomatically with colleagues, emphasizing transparency and collaboration. Acting with integrity fosters trust, helps address hidden agendas, and aligns actions with organizational interests rather than personal motives.

Question 5

I assess my ability to manage and lead change as moderate; I am adaptable but could improve in handling uncertainty and ambiguity. To enhance my skills, I could focus on developing resilience and learning more about change management frameworks. Taking proactive steps such as seeking training and practicing flexibility can help me lead change more effectively in both personal and professional contexts.

References

• Robbins, S. P., & Coulter, M. (2020). Management (14th ed.). Pearson.
• Jones, G. R. (2019). Organizational Theory, Design, and Change (8th ed.). Pearson.
• Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2021). Strategic Management: Competitiveness and Globalization (13th ed.). Cengage Learning.
• Burnes, B. (2017). Managing change: a strategic approach to organizational change. Journal of Organizational Change Management, 30(4), 563–581.
• Cameron, E., & Green, M. (2019). Making Sense of Change Management. Kogan Page.
• Hersey, P., & Blanchard, K. H. (2012). Management of Organizational Change. Pearson.
• Cummings, T. G., & Worley, C. G. (2018). Organization Development and Change. Cengage Learning.
• Lee, R. (2021). The role of organizational structure in strategic agility. Harvard Business Review. Retrieved from https://hbr.org
• Kotter, J. P. (2012). Leading Change. Harvard Business School Publishing.
• Friedman, T. L. (2005). The World Is Flat: A Brief History of the Twenty-first Century. Farrar, Straus and Giroux.