This case work will be talking about the Organization’s structure and it significant effects on it members. I will examine the Behavioral of different designs and determine which of the different Organizations the best is and what the effect on the members of the Organization is
1. What might those effects be?
I have included several examples of Organizational consequences and effect that could damage the employees motivation to continue working as a strong worker and a motivated employee, some of this characteristic can damage the reputation not only of the company or Organization but of all members working for the company or Organization, we must continue to be fair in are work environment and always think about what we are getting ready to do any bad decision or movement conducted in the company will affect all personnel in the company even the one on the Top like the executive officer and manager of the companies. For example let look at some of this consequences.
Individual Consequences of Centralization
Employees working in more centralized organizations experience less autonomy as a result of the increased control over resources and information by individuals at the upper levels in the organization. According to Hack man and Oldham's Job Characteristics Model, reduced autonomy would be expected to result in lower motivational levels and ultimately in lower job performance. Also, the reduction in control resulting from lower levels of participation in the decision-making process can result in increased levels of stress. It would appear that decentralization is a more positive organizing mechanism from an individual perspective, although decentralization is not without some negative consequences. For example, in organizations where personnel decisions are decentralized, greater power is typically given to individuals' immediate supervisors in determining rewards and promotions. Because supervisors have greater power, there is an increased possibility that employees might feel as though they are being treated unfairly and might reduce their efforts. Depending on the quality of the relationship between an individual employee and his or her immediate supervisor, there might actually be a decline in job performance, especially discretionary aspects of job performance such as contextual performance and organizational citizenship behavior.
Organizational Consequences of Centralization
Centralization allows an organization, or at least the upper levels of the organization, to control lower level employees' behaviors so that they are consistent with organizational goals. Also, high degrees of centralization reduce the need for high levels of formal procedures because managers already directly monitor and advocate appropriate behaviors without needing written standards. However, as the organization increases its members and functions, the core group of top managers is less able to monitor all of the activities within the...