Here is the synopsis of our sample research paper on Organizational Behavior. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 4 page paper discusses different issues in this broad topic. The writer explains three types of organizational structures, human resource strategies for expansion, maintenance and contraction, situational analysis and action plans and the elements of an action plan objective. Bibliography lists 4 sources.
Page Count:
4 pages (~225 words per page)
File: MM12_PGorst9.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
(Price, 2007). In other words, the organization is divided into specific functions with a manager over each function (Price, 2007). The advantage of this style is that it is simple
with clear lines of authority and responsibility. Employees can chart a career path with this kind of structure (Price, 2007). The disadvantage of the functional structure is that managers must
be careful not to cross over into someone elses territory (Price 2007). Also, conflict may erupt because there is little lateral or horizontal communication between the divisions (Price, 2007).
The divisional structure has self-contained units, each of which may be like an independent enterprise (Price, 2007). Advantages with this structure are that team spirit within each division may become
very strong and the unit is capable of making changes quickly (Price, 2007). A disadvantage in this structure is that there is typically a lot of duplication of tasks and
responsibilities among the units, which is not at all cost-effective or efficient (Price, 2007). There are really three types of matrix structures used for project-based jobs, all of which are
designed to coordinate complex projects. In the functional matrix organization, authority is held by one or more functional managers; in the balanced matrix, authority is shared by both project and
functional managers, and in the project-based matrix where the project manager retains all authority over resources (DeFillippi 2002). If the organization wants to maintain the status quo, they will continue
doing whatever they are doing in human resources. If the organization wants to expand operations or expand productivity, they will typically offer incentive plans for achieving certain objectives. If the
expansion has to do with hiring more people, i.e., expanding the workforce, the human resource department will establish criteria for the people they need. This would include the kind of
...