Organization And Structure Design

Organization and structure design

Over the years, companies have had to evolve, this due to the technological advances that occur in a very fast way, which creates a great advantage to facilitate the work that is done today. Companies must face these changes in various ways, since over time companies tend to grow and expand, which creates various factors that modify the profile that possesses or characterizes it, since how it is growing,It must be modified to create a form, in which a certain order and control of the activities carried out can be maintained, due to this as stated by (Vásquez, 2014, P. 51) Henry Mintzberg I create a series of usable parts to establish the current organizations such as: “Strategic apex, operations nucleus, intermediate line, technoostructure, administrative support (staff support) and ideology (culture)” ”. This is because with the expansion of a company, a hierarchy of command mustmost important the organizational culture that is responsible for differentiating the company from the existing ones, creating a well -defined mission, vision and values.

It should be able toUnderstand and create a functional structure for each type of company. The model was created in 1979 by Professor Henry Mintzberg ”. This model has two indispensable points to understand its management, which makes known (Vásquez, 2014) as they are: the labor division which is the way in which the work of a certain company will be divided into the different areas ofIt, in order to be able to perform them in a more efficient way and coordination which refers to workers having a common objective or goal.

As stated by Mintzberg, the coordination has six essential components, which from the point of view of (Vásquez, 2014) are: the mutual adaptation that is when informal communication is created in any type of organization, from the simplest to the simplest to the larger, the direct supervision that is the one that occurs in a staggered manner of the highest controls to the smallest rank collaborators, the coordination by standardization that can be described as a guide to follow in the tasks that the staff of a company Performs daily, which can be divided into several standards such as: the work process that are instructions that are given to the worker to perform his work in an adequate way, which must strictly comply with the standard of the results that They are the goals or objectives that each department of the company is proposed, standard of skills are the knowledge or skills that characterize and differentiate l employed in their work, standard of the rules that is when the employees of the organization share beliefs or opinions that generates coordination between them.

Summary of the Mintzberg configurations

As stated (Vásquez, 2014) according to all the aforementioned, Mintzberg creates seven types of configurations which are mentioned below:

1.  Entrepreneurial Structure.
2.  Bureaucratic apparatus.
3. Professional bureaucracy.
4.  Diversified form.
5.  Adhocracy.
6.  The missionary.
7.  Politics.

Entrepreneur, businesswoman or simple structure

This configuration focuses more than everything on companies that are in their beginnings or that have little time to be in operation, because they are small and have few employees, which allows a better regulation and coordination through supervisiondirect, which generates that the high command are responsible for making decisions that have to do with the whole company and others must only follow them. As stated (Andrade (1989), cited by Vásquez (2014, P. 62)) "Support personnel are minimized, to maintain the light structure and flexible organization", in order to create changes when it is vitally important, because small businesses being new in the market mustCreate various improvements to grow in the market that develop, this in order to compete against other companies that focus on the same market niche, this to generate reasonable profits for the future expansion of the business.

Bureaucratic apparatus or machine organization

Taking into account A (Valda, 2018) this type of configuration in the companies "occurs when the tech" imposes "the normalization of work processes leading to a certain very marked horizontal decentralization". Unlike the previous configuration, this presents a very distributed command control throughout the organization, since this type is generally used by organizations that are highly developed that have a large number of employees that must be directed by different managers, duethat power is transmitted throughout the company generating the scope of informal power.

Professional bureaucracy

Using the words of (Valda, 2018) “The Core of Operations encourages both horizontal and vertical decentralization by minimizing the power of managers and analysts. The coordination of skills is sought professionalizing the work done ”. This configuration seeks highly trained people who can exercise work in a correct and efficient way. As stated (Vásquez, 2014, P. 64), "There is little need for a technostructure, since the main standardization occurs as a result of the training that is carried out outside the organization".

Diversified or divisional form

"Organizations with a diverse form are very large mature companies, which are usually subdivided usually depending on products, geography or markets" (Daft (2011), cited by Vásquez (2014, P. 65)). The diversity that this configuration has is due to the large number of production lines that it has, because they are not dedicated to a single work but also have several markets so when this configuration is implemented, what is sought is to create an areaFor each production line, thus creating greater productivity in each process, since each division will be able to focus on a specific product.

Adhocracy or innovative organization

It occurs when the support area manages to "impose" its maximum influence on the entity. The support area collaborates in decision making based on their experience and the areas and processes are coordinated internally according to the needs (the so -called structuring according to work constellations). It is the most dynamic and flexible way that adapts the structure of the organization based on its projects, needs, etc. (Valda, 2018).

The missionary

Using the words of (Valda, 2018) it is "where ideology has a determining role and normalization of norms will be the" glue "that would unite its components. The division of labor is usually "diffuse" and with little specialization in the positions."

Politics

"Where there is no predominant aspect (except for power) which leads to not possessing any outstanding part, no mechanism of coordination or centralization system which leads to many adjustment problems in their internal conflicts" (Valda, 2018).

At the end, it is important to emphasize that Mintzberg’s configurations are often combined in companies to create better productivity throughout the organization. It is also very important to take into account the environment that influences each organization to be ableTo survive competition or to create an expansion.