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Running Head: ORGANIZATION STRUCTURE

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Organization structure

Name

Institution Affiliation

2 ORGANIZATION STRUCTURE

Leadership theories and practices

Proper leadership is compulsory for the efficient running of an institution, whether it is a learning

institution or a business institution. When the leadership of an organization or institution is not

stable then this will be a challenge to achieving the goals of this kind of organization. The

organization must have a management team or leadership team that works together as one to see

the goals achieved in time and as required (Heyler, 2018). The leadership team will have the

capability to motivate the rest of the employees to work together and desire to achieve hence this is

a pillar for the success of an institution. Various leadership techniques can be adapted to achieve

these goals including; adaptive leadership, servant leadership, leader-member exchange leadership

among others. The most prevalent leadership theories adapted in the organization I work for are;

servant leadership and leader-member theory.

In the servant leadership theory, the leaders tend to work very much with the employees. This is by

getting involved in the doing of the jobs and not only giving directions to the rest of the team. The

leaders here work by joining hands and being in the front line of working to see that a job is done

to completion and perfection is achieved(Heyler, 2018). The other theory that is the leader-member

theory, is the case where the employees of the institution are divided into two units, the in people

and the out people. The in people are those that can work well with the leader as they have the

qualities that fit the leader while the out people are the employees that are less compatible with the

leader as they in most cases have different opinions with the leaders. The most effective theory that

has been used in the organization I work for is the servant leadership theory, where the leader

works with the rest of the team to ensure delivery is perfect. In this method, the employees get

encouraged and motivated to work as they would not wish to see the leader do a task when they

3 ORGANIZATION STRUCTURE

cannot or the leader working as they watch, motivation to the rest is the reason for the success of

this theory.

The company I work for being a construction company, perfection in the contracts taken is very

key to help them secure another working opportunity. Every time the employees are motivated as

they see the leaders working with them and supporting them the job done is always very good.

This has helped the company in achieving the set goals and acquiring many construction jobs due

to proper jobs done and the employment of the right leadership theories.

Organizational structure.

An organizational structure is a system that outlines or states the flow of activities, how they are to

be done, who is to the activities, and who is in charge of the activity. It is therefore important to

have an organizational plan regardless of the size of the institution as this will enable the efficient

and smooth running of the organization to ensure the goals are achieved at all times (Wang, 2019).

It also shows the flow of power from the most superior to the least in the organization. In our

organization, the hierarchical organization structure is the one used to run the organization. This

kind of structure relies on the vertical chain of command as the main method of organization. Here

the orders are gotten from the most superior head, passed down to the managers, who then pass it

to the section managers, from here it is passed to the supervisors who finally pass it down to the

employees.

Another structure that can be adapted by the organization and give out better results is the

functional organization structure (Wang, 2019). In this structure the leadership is divided

according to the sections in the organization, for instance, the organization can have leaders in the

store department, recruitment department, emergency department, and others. These departments

4 ORGANIZATION STRUCTURE

will then be headed by individuals with the most relevant skills in these areas. The reason for this is

to ensure they work hand in hand with the employees, the leaders will then work by reporting to a

single manager according to what is observed or what they get from the employees.

REFERENCES

Wang, S., & Zhou, X. (2019). New insights into organization structure and business process: an

integrative point of view. Open Journal of Business and Management, 7(04), 1953.

Heyler, S. G., & Martin, J. A. (2018). Servant Leadership Theory: Opportunities for Additional

Theoretical Integration 1. Journal of Managerial Issues, 30(2), 230-153.

MGTCB/526 Competency 2 Rubric Page 1 of 3

Copyright 2021 by University of Phoenix. All rights reserved.

MGTCB/526 Competency 2 – Assessment and Rubric Course Title: Managing in a Changing Environment

Competency Assessment Title: Organizational Analysis

Total Number of Points: 100

Assignment Directions:

As a recent hire, you’d like to become familiar with the current organizational structure in your company. This organizational chart (org chart) has not yet been created, so you decide to make your own.

Create an org chart of your company. This high-level information is typically found on the company’s website or other websites about the organization. The org chart should include key leadership and level of responsibility. If the information is not public, base your decisions on a similar organization and research. You may use any Microsoft® program or web-based program.

Write a 1000- to 1200- word proposal to the company, of your plan to align the operational needs with business strategies based on your analysis. Complete the following in your proposal:

• Explain in 350-words the structure of your org chart. o Discuss the type of hierarchy and related details of each role. o Assess how each role in the organizational chart is related to the other areas within the organization.

• Analyze of the company based on Porter’s Five Forces.

• Analyze the effectiveness of the leadership model the company is currently using.

• Consider the current leadership style or styles in place at the company.

• Determine the effectiveness of the leadership style/s and whether an alternative style/s would be more impactful.

• Assess how to determine effective leadership. What makes a leader effective or ineffective?

• Consider sources of managerial power when leaders are effective.

• Provide a recommendation for the following actions: o Leadership model changes not reflected in the current organizational chart (Part 1) o 2- to 3- actions needed to align operational needs with business strategies previously identified

Include the organizational chart with your proposal. Submit your proposal

MGTCB/526 Competency 2 Rubric Page 2 of 3

Copyright 2021 by University of Phoenix. All rights reserved.

Competency Rubric

Assignment/ Performance Criteria Mastery

100% Meets Expectations

85% Not Met

0%

1. Organizational Chart (weight 12%)

The organizational chart clearly defines the key leadership and level of responsibility.

The organizational chart somewhat clearly defines the key leadership and level of responsibility.

The organizational chart does not define the key leadership and level of responsibility.

2. Explanation of organizational chart (weight 15%)

Thoroughly explained the role details including the relationships within other areas of the organization.

Somewhat explained the role details including the relationships within other areas of the organization.

Did not explain the role details including the relationships within other areas of the organization.

3. Analysis based on Porter’s Five Forces

(weight 15%)

The leadership model recommendation was comprehensive.

The leadership model recommendation was average.

The leadership model recommendation was limited or no attempt at a recommendation for leadership model changes was made.

4. Analysis of current contingency leadership model

(weight 12%)

Recommendations to further align operational needs with business strategies were fully complete.

Recommendations to further align operational needs with business strategies were somewhat complete.

Recommendations to further align operational needs with business strategies were incomplete no attempt was made at a recommendation for further actions needed to align operational needs with business strategies.

5. Analysis of current contingency leadership model

(weight 12%)

Fully integrated relevant supporting evidence from quality sources

Mostly integrated relevant supporting evidence from quality sources

Minimally integrated relevant supporting evidence from quality sources no attempt was made to submit supporting evidence

6. Leadership model recommendation

(weight 15%)

The leadership model recommendation was comprehensive.

The leadership model recommendation was average.

The leadership model recommendation was limited or no attempt at a recommendation for leadership model changes was made.

MGTCB/526 Competency 2 Rubric Page 3 of 3

Copyright 2021 by University of Phoenix. All rights reserved.

Assignment/ Performance Criteria Mastery

100% Meets Expectations

85% Not Met

0%

7. Other identified actions recommendation

(weight 15%)

Recommendations to further align operational needs with business strategies were fully complete.

Recommendations to further align operational needs with business strategies were somewhat complete.

Recommendations to further align operational needs with business strategies were incomplete no attempt was made at a recommendation for further actions needed to align operational needs with business strategies.

8. Information literacy (weight 4%)

Fully integrated relevant supporting evidence from quality sources

Mostly integrated relevant supporting evidence from quality sources

Minimally integrated relevant supporting evidence from quality sources no attempt was made to submit supporting evidence

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