Overview In This Assignment, You Will Evaluate A Curr 881758

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 work for an organization that has traditionally been very formalized, with managers having a broad span of control over multiple departments and functions. Previously, this structure was effective due to strict rules and regulations, but it limited employee talent utilization and team cohesion, as most work was done independently according to standard operating procedures.

The organization is transitioning towards less formalized, more autonomous work environments to promote creativity and innovation. While employees appreciate the purpose of these changes, managers are feeling overwhelmed, and employees feel undersupported. The shift has particularly impacted function-specific work, as managers no longer need in-depth knowledge of technical tasks, relying instead on rules and standard processes. Additionally, communication around projects has become fragmented, leading to outdated information and duplicated efforts across teams.

You are tasked with collaborating with the human resources department to recommend a new organizational structure that addresses management and communication challenges. This includes creating an updated organizational chart and explaining the rationale behind your recommended changes, focusing on their impact on organizational and team communication and overall dynamics.

Paper For Above instruction

The current organizational structure, characterized by a highly formalized hierarchy with a broad span of control, was effective in its historical context but is no longer suitable for the organization's evolving needs. To facilitate better collaboration, communication, and autonomy, a shift toward a more decentralized, matrix-based structure is recommended. This new design balances the need for managerial oversight with increased employee autonomy, fostering both innovation and communication clarity.

The primary change involves transitioning from a traditional top-down hierarchy to a matrix structure, where functional teams are empowered with greater autonomy while maintaining necessary oversight through cross-functional project managers. This approach decentralizes decision-making, allowing specialists—such as graphic designers or project managers—to assume ownership of their work, which enhances talent utilization and innovation. Managers in this structure oversee broader strategic objectives rather than micromanaging individual tasks, reducing overwhelm and increasing managerial focus on high-level coordination.

Furthermore, establishing dedicated communication roles or channels—such as project-specific coordinators or digital collaboration platforms—improves information flow. These channels facilitate transparent updates, reduce duplicated efforts, and ensure all team members are informed about progress and changes. This change addresses the previous lack of communication and builds a culture of shared information, accountability, and continuous feedback.

This structural shift differs markedly from the traditional model by emphasizing collaboration across departments and increasing employee engagement. The new organization enables employees to leverage their expertise within clearer communication pathways, leading to heightened morale, better team cohesion, and more innovative outcomes. Managers can devote more time to strategic leadership, fostering a proactive, motivated organizational environment.

Regarding organizational communication, the new structure enhances information sharing through dedicated channels and clearer reporting relationships. Instead of relying solely on formal hierarchy, communication becomes more interactive and real-time, promoting responsiveness and collaboration across functions. For team communication, the matrix design promotes cross-functional teamwork, improves understanding of roles, and facilitates peer-to-peer interaction. This setup reduces silos, encourages knowledge sharing, and fosters a collaborative team culture.

Overall, these changes will create a more agile, responsive organization that is better equipped to meet contemporary challenges. The combination of decentralized decision-making and strengthened communication pathways will cultivate an environment conducive to innovation, employee satisfaction, and organizational resilience.

References

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• Robbins, S. P., & Coulter, M. (2018). Management. Pearson.
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