What are the basic types of organizational structure?

Organizational structure is generally divided into four aspects: functional structure, hierarchical structure, departmental structure and authority structure.

1. Functional structure: refers to various business tasks, proportions and relationships needed to achieve organizational goals. Its dimensions include overlap, redundancy, absence, fragmentation (or lack of cohesion), decentralization, fine division of functions, dislocation and weakening of functions.

2. Hierarchy: refers to the composition of management hierarchy and the number of managers (vertical structure). Its consideration dimensions include the similarity of managers' functions, the scope of management, the scope of authorization, the complexity of decision-making, the workload of guidance and control, and the similarity of subordinate professional division of labor.

3. Department structure: refers to the composition of each management department (horizontal structure). Its consideration dimension is mainly whether some key departments are missing or optimized.

This paper analyzes the overall types of organizations and the primary and secondary structures of various departments.

4. Power structure: refers to the division of powers and responsibilities at all levels and departments and their relations. Mainly consider whether the power and responsibility relationship between departments and posts is equivalent.

Standardization of extended data refers to the degree of standardization of work in an organization. If a job is highly formalized, it means that the people who do it do not have much autonomy in work content, working hours and working methods. People always expect employees to work in the same way, which can ensure stable and consistent output results.

In a highly standardized organization, there are clear job descriptions, complex organizational rules and regulations, and detailed regulations on work processes. For jobs with a low degree of standardization, relatively speaking, the job executors and schedules are not so rigid, and employees have wider authority to handle their own work.

Because personal permission is inversely proportional to the organization's regulations on employee behavior, the higher the degree of standardization of work, the less power employees have to decide their own working methods. Work standardization not only reduces the possibility of employees choosing work behavior, but also makes employees not need to consider other behavior choices.

References:

Baidu Encyclopedia-Organizational Structure