Overview In This Assignment: Evaluate A Current Organ

Overviewin This Assignment You Will Evaluate A Current Organizational

In this assignment, you will evaluate a current organizational structure and recommend structural changes that can help address the concerns the organization identified regarding collaboration, communication, and autonomy. You will create an updated organizational structure chart and write a 2- to 3-page explanation of your recommended changes, focusing on how these changes will impact organizational communication and team dynamics. Your submission should include the updated chart as a PowerPoint file and the explanation in a Word document, following these guidelines precisely.

Paper For Above instruction

The organization in question has traditionally operated under a formalized structure with a broad span of control, where managers oversee multiple departments and functions. While this structure initially facilitated control and consistency through strict rules and procedures, it has gradually become a hindrance to employee development, innovation, and effective communication. The recent shift toward more flexible, autonomous work environments has revealed critical weaknesses: overwhelmed managers, under-supported employees, and poor communication leading to duplicated efforts and lack of project transparency.

In proposing an updated organizational structure, the primary goal is to strike a balance between maintaining clear oversight and fostering increased collaboration and communication. The new structure adopts a more decentralized model, with a clearer delineation of roles and responsibilities, while implementing cross-functional teams to enhance cooperation. This model aims to empower employees by providing them with clearer guidance and support, while enabling managers to focus on strategic leadership rather than micromanaging day-to-day tasks.

Specifically, the changes involve establishing departmental managers who oversee specific functions such as graphic design, project management, or marketing, each with dedicated teams that report directly. Each of these departmental managers will report to a designated director, who in turn reports to executive leadership. Additionally, a new cross-functional team structure will be introduced to coordinate projects involving multiple departments. These teams will be led by project managers who coordinate efforts, share updates, and ensure accountability.

This revised structure differs substantially from the original, which was heavily centralized and rule-based. The new design decentralizes authority, encourages collaboration, and improves communication channels by creating a more layered yet interconnected hierarchy. It assigns clear lines of reporting for functional expertise and project coordination, making communication more efficient and transparent, reducing duplication, and enabling faster decision-making. By creating dedicated roles for project management and cross-departmental cooperation, employees gain clarity on their responsibilities and channels for support.

The impact on organizational communication is significant. Formal communication channels become more structured and predictable, with regular meetings and reporting lines established at the departmental and project levels. This ensures that information flows effectively upward, downward, and across teams, minimizing misunderstandings and redundant work. The clarity in reporting and accountability also fosters a culture of transparency, which is crucial for remote or hybrid work arrangements prevalent today.

Similarly, team communication is expected to thrive under the new structure. Teams will have dedicated leaders and defined roles, which foster a sense of ownership and accountability. Cross-functional teams enhance collaboration, leading to better sharing of expertise, innovative problem-solving, and more cohesive project execution. Regular team meetings and collaborative platforms will support ongoing communication and feedback loops, creating a dynamic environment where information and ideas circulate more freely. Employees will likely experience greater support, less micromanagement, and a stronger sense of community and purpose.

In summary, the proposed organizational restructuring aims to create a more agile, communicative, and supportive environment. By decentralizing authority, clarifying roles, and promoting cross-functional collaborations, the organization can better adapt to the changing demands of creative and innovative work environments. These changes are anticipated to improve both overall organizational communication and team dynamics, ultimately leading to higher employee engagement, better performance, and sustained organizational growth.

References

• Daft, R. L. (2018). Organization theory and design (12th ed.). Cengage Learning.
• Mintzberg, H. (1983). Structure in Fives: Designing Effective Organizations. Prentice-Hall.
• Burns, T., & Stalker, G. M. (1961). The Management of Innovation. Tavistock Publications.
• Galbraith, J. R. (2014). Designing Organizations: Strategy, Structure, and Process at the Business Unit and Enterprise Levels. Jossey-Bass.
• Robbins, S. P., & Coulter, M. (2018). Management (14th ed.). Pearson.
• Choi, S. L., & Lee, G. (2017). Cross-functional team collaboration: A literature review. International Journal of Project Management, 35(6), 950-960.
• Lawrence, P. R., & Lorsch, J. W. (1967). Organization and Environment. Harvard University Press.
• Hersey, P., & Blanchard, K. H. (1969). Management of Organizational Behavior: Utilizing Human Resources. Prentice-Hall.
• Yukl, G. (2010). Leadership in Organizations (7th ed.). Pearson.
• Harrison, J. S., & Saint-Onge, H. (2000). Beyond knowledge management: Sharing organizational knowledge. California Management Review, 42(3), 41-57.