"Outline the key Ways in Which a huge Centralised Enterprise Might Achieve a More Flexible Organized Structure. Applying Examples, Go over the Advantages and Disadvantages of Pursuing Greater Organisational Flexibility”

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" Outline the key ways in which a large centralised enterprise might achieve a more flexible organized structure. Using examples, talk about the advantages and drawbacks of pursuing greater organisational flexibility”

" The structures that organisations undertake are usually in-line to one of five generic organisational structures. These are generally the simple structure, the useful structure, the divisional composition, the holding company structure and the matrix structure. (Capon, C. (2009) the business environment. Chapter some: Inside organisations. ) This kind of essay is going to explain the many ways of how a huge centralised company achieves a more flexible structure through de-centralisation. This composition will review the benefits and drawbacks of the matrix structure plus the functional framework. A flexible structure allows staff to take part in decision making thus which makes them feel more valued and motivated, this kind of favours the organisation because efficiency and communication is improved.

Centralised buildings are often called bureaucracies and have a long sequence of control and a narrow span of control. They are taller structures designed so that administrators, owners and management is capable of maximum control. Decision making is definitely isolated within the top part of the hierarchy with a very autocratic style of supervision (none/very little shared making decisions with personnel further over the hierarchy). Centralised structures allow benchmarks and certain procedures to monitor quality closely. A clear way can be seen by employees in terms of promotion which frequently aids in motivation, in turn enhancing the output of staff.

However there are some downsides to a centralised or bureaucratic composition, such as the fact that it's time-consuming for decisions to be manufactured because the decision has to come from the top of the organisation (CEO's/Directors) all the way to the bottom through many levels before the employees actually get told the actual need to...

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