Organizational dependence

The organizational structure of a whole can be defined as the totality of relations between elements of the whole or parts of a whole, with elements adding to the success of the whole. Structure is formed as a result of job creation, grouping of cells, personnel and resources and dependencies within organization. This structure is a network of positions and formal patterns of conduct, created to smooth operations and achieve common objectives.

Organizational dependencies can be defined as: the relationship of separate but interdependent organizational units. Delineates the direction of ordering elements based on common objectives or similiarities of tasks.

Types of dependencies

Fig.1. Organizational dependencies (functional)

The basic types of organizational dependencies are:

• functional dependencies resulting from the division of labor. They arise from the division of various functions to different workers based on specific procedure for the implementation of designated functions. Within this organizational structure following aspects are important:
• coordination, which is an indication of the scope and way of interaction between the individual organizational members,
• setting advisory units; setting their location and the procedures of interaction with other units,
• ordering information dependencies,

Hierarchical dependencies result from the separation of powers within organization. There are regulatory and control dependencies resulting from rules:

• unity of management,
• optimal span of control.

Rules

• principle of coordination says that coordination should be achieved through personal, direct and horizontal contacts of employees,
• principle of establishment of advisory dependencies, In practice, there are several variants of the establishment of relations between linear units and staff, corresponding to different levels of formal dependence.
• principle of ordering information of informational dependencies. The basic principle in this field says for that communication channels should be strictly defined and well known to all members of the organization. Communication routes should be as short as possible and direct.
• principle of the unity of management assumes that every subordinate should receive command from only one superior, to which he directly reports.
• principle of optimal span of control specifies that each manager should have proper quantity of subordinates, which he can effectively supervise.

Examples of Organizational dependence

• Hierarchical Structure: This type of structure is based on the traditional pyramid structure where each employee has a supervisor above them and is expected to report to them. Each position has its own set of duties and responsibilities and each employee is only responsible for their own tasks.
• Cross-Functional Teams: This structure is based on the idea that teams of individuals from different departments can work together to achieve a common goal. This type of structure brings together different skills, knowledge and experiences to create a cohesive unit that can work together to solve problems and create innovative solutions.
• Matrix Structure: This type of structure is based on the idea of having multiple reporting structures. In this structure, employees report to multiple supervisors, often from different departments. This type of structure helps to ensure that different areas of the organization are working together to achieve shared goals.
• Flat Structure: This type of structure is based on the idea of having minimal levels of management. In a flat structure, employees report directly to one supervisor and there is minimal hierarchy within the organization. This type of structure has become increasingly popular as organizations look to reduce costs and increase efficiency.

Advantages of Organizational dependence

A well-defined organizational structure has several advantages. These include:

• Improved communication: A clear organizational structure ensures that all personnel, regardless of their position, are aware of the roles and responsibilities of their colleagues. This allows for better communication and collaboration, leading to increased productivity and efficiency.
• Enhanced decision making: An organizational structure provides a framework for decision making. It allows for the delegation of authority and responsibility to different levels of management. This helps to streamline decision making processes, allowing decisions to be made quickly and efficiently.
• Increased accountability: With a well-defined organizational structure, personnel are held accountable for their actions. This increases the overall accountability of the organization, as personnel will be aware of the consequences of their actions.
• Improved morale: A clear organizational structure helps to create a sense of cohesion and unity within the organization. This helps to motivate personnel, leading to improved morale and productivity.
• Reduced costs: An organizational structure helps to streamline processes and reduce unnecessary costs. By having a clearly defined structure, organizations are able to identify areas where costs can be reduced, leading to overall cost savings.

Limitations of Organizational dependence

Organizational structure can have many limitations, including:

• Rigidity and Complexity: Organizational structure can be so rigid and complex that it can impede communication and decision-making. It can also become overly bureaucratic, leading to long chains of command and a lack of accountability.
• Lack of Flexibility: Organizational structure can be too rigid, leading to a lack of adaptation to changing environment and customer needs.
• Poor Communication: Organizational structure can lead to poor communication between departments, divisions, and even individuals. This can lead to a lack of cooperation and collaboration.
• Unclear Roles and Responsibilities: Organizational structure can be unclear, leading to confusion about roles, responsibilities, and expectations.
• Unmotivated Employees: Organizational structure can be too rigid, leading to a lack of motivation among employees. Without proper motivation, employees may become disengaged and less productive.

Other approaches related to Organizational dependence

Organizational structure is closely related to other approaches that are used to optimizing the efficiency of a business. Below are some of the approaches that are used in conjunction with organizational structure:

• Establishing job descriptions: Job descriptions are used to define the roles and responsibilities of each individual within the organization. This helps to ensure that employees understand their job duties, as well as the tasks that are expected of them.
• Hierarchical organization: This approach is used to create a formal chain of command and hierarchical structure within the organization. This structure outlines who is responsible for what, and how decisions are made.
• Grouping tasks: Grouping tasks helps to ensure that each task is assigned to the right personnel. This allows for better workflow and communication within the organization.
• Enhancing communication: Communication is essential for any organization to thrive. By creating an effective communication system, organizations can ensure that all employees are able to communicate with each other effectively.

In conclusion, organizational structure is an important aspect of any business. It is closely related to other approaches such as establishing job descriptions, creating a hierarchical structure, grouping tasks, and enhancing communication. These approaches are used to optimize the efficiency of the business and ensure that it is able to reach its goals.

Organizational dependence — recommended articles

Staff structure — Unorganization — Hierarchy — Unity of direction — Principles and features of organizational structure — Functional structure — Hierarchical dependence — Administrative management — Characteristics of bureaucracy

References

• Wahn, J. (1993). Organizational dependence and the likelihood of complying with organizational pressures to behave unethically. Journal of Business Ethics, 12(3), 245-251.