Comment about this post. The factors that influence a leader’s choice when creating an organizational structure are stra

[answerhappygod]

Comment about this post.
The factors that influence a leader’s choice when creating an
organizational structure are strategy, technology, human resources,
and an organizational environment. The first factor is the type of
strategy the organization decides to carry out and how managers
effectively apply it (Jones & George, 2022). Depending on the
type of strategy within an organization determines the use of
distinctive organizational structures, which can ultimately make or
break an organization if not implemented correctly (Jones &
George, 2022). The technology factor is a mixture of knowledge,
skills, machines, and computers used to plan, create, and supply
goods and services so if the technology is very complex the bigger
the necessity is to organize and control it due to the unexpected
problems that can arise (Jones & George, 2022). In
comparison if the technology is routine then it would be easier to
control and regulate the tasks to produce the goods and services,
therefore a formal organization structure would apply (Jones &
George, 2022). The next factor is human resources which based on
their characteristics can affect an organization's selection of
structure and culture (Jones & George, 2022). The last factor
is the organizational environment because the exterior environment
is changing so rapidly the larger the uncertainty is within it
therefore the larger the problems that management deals with
especially trying to secure reliable resources (Jones & George,
2022). If the exterior environment is steady, doubt of success will
be low and resources will be abundantly available (Jones &
George, 2022).
There are many different types of organizational structures. An
organizational structure that is made up of all departments that a
company needs to produce its services and goods is considered a
functional structure (Jones & George, 2022). A divisional
structure is made up of distinct departments that within each they
function to create a particular product for a specific type of
customer, this works well for large organizations (Jones &
George, 2022). Another organizational structure is called the
product structure and this is when management decides to organize a
business unit based on the kind of good or service provided, with
the unit being self-contained management has more accountability
for the planning and executing a successful business-level strategy
(Jones & George, 2022). When an organization's management
decides to establish departments based on the area of the world or
country they function in this is called geographical structure
(Jones & George, 2022). An organization structure that
forms business units based on the kind of customer they are
concentrated on is called a market structure (Jones & George,
2022). The matrix structure is when management assembles resources
and people in two ways: by product and by function because when
workers are grouped together they can learn from each other while
also learning new skills (Jones & George, 2022). The matrix
structure is also when employees are lumped together into product
teams and they have different knowledge sets that work together to
create a certain product (Jones & George, 2022). Another
organizational structure is called the product team structure which
is when workers are allocated to a cross-functional team, they
would report only to the product team manager or one of their
direct employees (Jones & George, 2022). Bombas implemented the
Flat structure; employees are provided with the chance to get more
involved in all activities which will have a greater impact on the
decision-making process (The Muse, 2021). They also have team
spirit and they feel as if they are on the same mission to help
those in need as a team (The Muse, 2021). The organizational
culture implemented is a giving back culture whose goal is to
encourage employees to lend a hand as well as great teamwork (The
Muse, 2021). Bombas seems like a big happy family, especially with
a people-first approach (The Muse, 2021).
The organizational structure and culture at Bombas affect the
way employees behave because it provides a positive work
environment that promotes personal and professional growth, as well
as fulfillment (The Muse, 2021). With Bombas having a giving back
culture mission and team-spirited attitude the employees are
motivated to get the job done which in turn causes increased
productivity among the workers. This also encourages responsibility
amongst the employees since they can take charge and be accountable
for their decisions in the workplace. Another thing that Bombas
encompasses is a welcoming work environment which one employee
described as multiple coworkers reaching out to grab a coffee and
introduce themselves (The Muse, 2021).
Intrinsic motivation is the practice of engaging in behavior for
its own sake (Jones & George, 2022). Extrinsic motivation
involves behaving in a certain way for external reasons, such as
avoiding punishment or getting material or social rewards (Jones
& George, 2022). Prosocially motivated behavior is when someone
is doing it to benefit or help others, other than themselves (Jones
& George, 2022). Potential sources of intrinsic motivation for
employees at Bombas might include; How the Marketing team at Bombas
is very results-driven - they love learning how to continue
improving the way they do things (The Muse, 2021). They can also be
driven by self-recognition, cooperation, and control. Another set
of potential sources of extrinsic motivation at Bombas may include;
Bombas benefits such as the good financial and retirement plans as
well as the rewards like the biannual retreats and monthly "Hive
Hangouts," like paint nights and axe throwing (The Muse, 2021).