Stephanie is often seen interacting with the medical intern during coffee breaks and after duty hours.. Informal

Stephanie is often seen interacting with the medical intern during coffee breaks and after duty hours. What type of organizational structure is this?
a- Formal
b- Informal
c- Staff
d- Line

Answer: (B) Informal
This is usually not published and oftentimes concealed.

The organizational structure refers to the hierarchical framework and defines the work framework. It is used to structure the organization by setting coherent, targeted and clear objectives. It also serves to define the functions of staff and the responsibilities associated with it, the necessary departments, the way in which relations are structured and the collaboration and communication channels.

The organizational structure is a guarantee of proper functioning and efficiency. It frames and structures management and employees and traces the relations between the various hierarchical levels, the different departments as well as the different functions present in the organization.

It is possible to schematize it in a simple organization chart using an organization chart (PDF).

Without a clear structure, confusion, tensions and operational ineffectiveness will settle within the company. So be sure to clarify your structure, make it known and modify it if necessary, taking into account organizational changes.

A clear organizational structure contributes to the satisfaction of the work and the feeling of employee safety.

 

Hierarchical structure:

To help you build your organizational structure, remember to analyze essential tasks first, otherwise your organization will not work. You can start by defining business objectives or operational objectives to then decline them in the form of tasks or responsibilities. You will have to allocate each task to one or to managers and document their role by creating post profiles using the job profile model (Word).

The hierarchical structure generally includes a detailed organizational chart of functions and the hierarchical matrix in order to see, at a glance, which does what and which comes from who within the company.

Different types of structures have appeared in organizations since the implementation of so -called "traditional" structures. Here are three examples:

- The functional structure (PDF) emphasizes a competence hierarchy and on clearly defined bonds of authority. The main coordination mode is direct supervision.

- the matrix structure or "by project" makes it possible to manage human and material resources in a "vertical" manner and the projects in a "transversal" manner; That is to say that the teams are autonomous and operate outside the traditional hierarchical framework during the project for example.

- “participative” horizontal structure is often used by small organizations with little staff. The sharing of knowledge, skills and knowledge is thus facilitated, since there is not really a hierarchical link, everyone being on the same foot of equality. Although it democratizes social relations, this structure does not take away the decision -making role of management.

The choice of the structure of an organization will be done according to the context in which it evolves and what is best suited to its raison d'être.

There are mainly two variables justifying the choice of an organizational structure: labor division and work organization.

Work division:

Here are the main elements participating in the labor division:

- the top of the hierarchical structure, the senior management and its members;

- the operational heart, which allows the company to carry out its mission; It is mainly composed of resources producing products and services;

- professionals, who determine the organization of work, the results to be obtained, the know-how to have;

- support staff, who work with other functions, and who are not directly linked to the organization's mission;

- The hierarchical line, which sets up a management structure, and which includes all positions having an influence on the management of another person's work.

Work organization:

Here are the main modes of work organization:

- direct supervision;

- mutual adjustment;

- Standardization of work;

- standardization of know-how;

- standardization of results.

It is recommended to provide clear guidelines on "who does what" within the organization in order to gain efficiency and facilitate communications. As such, post profiles (Word) are an important reference for employees.

These profiles should make it possible to determine who assumes certain responsibilities and which simply contributes to it. They are also an essential tool for your recruitment processes and must be designed according to the needs of the organization and not according to the skills of the people in place.

The implementation of mechanisms aimed at empowering your employees and delegating is to be prioritized. Thus, you will avoid overloading certain employees of work or generating loss of time.

A good balance in the granting of roles, responsibilities and tasks will improve your working climate. The standardization of certain tasks or certain processes is sometimes useful when possible. An expert in continuous improvement could help you in this process.

Advice to organize an organizational structure:

- Avoid customizing task descriptions, because they are used in different HR processes (post display, establishment of wage scales, performance management, etc.).

- Be sure to simplify your organization chart as much as possible and make it known to your employees as well as to new employees when they integrate.

- Remember to set up groups or semi-autonomous or versatile work teams so as to promote the rotation of tasks and lighten replacements during departures or absence.

- Think about the type of hierarchical structure to set up, it will influence interpersonal relationships and authority relations.

- Think of the advantages and disadvantages of each structure before making your choice.

- To ensure maximum collaboration between the different levels of the organization, do not forget to make your expectations known and to provide the necessary and adequate tools to facilitate exchanges.