Question 2: What is an organization? Organization: a social unit that combines manpower, material resources and intelligence in a certain form and structure and carries out activities in an orderly and effective way to achieve the same goals, tasks or interests. Maritime administrative organization is a kind of national public service organization established according to law, and it is a social unit that provides public services for the implementation of certain principles and policies.
Question 3: What is the organizational structure? It refers to defining the institutional arrangements of shareholders (general meeting), board of directors, board of supervisors, managers and all levels within the enterprise according to relevant national laws and regulations, resolutions of shareholders (general meeting) and articles of association, and combining with the actual situation of the enterprise.
Organizational structure refers to how to divide labor, group and coordinate cooperation. Organizational structure is a model that shows the arrangement order, spatial position, aggregation and dispersion state, contact information and the relationship between various elements of the organization, and it is the "framework" of the whole management system.
Organizational structure is a structural system formed by all members of an organization in terms of work scope, responsibilities and rights in order to achieve organizational goals and cooperate with each other in management. Organizational structure is a dynamic structural system composed of obligations, responsibilities and rights. Its essence is a division of labor and cooperation system to achieve the strategic objectives of the organization, and the organizational structure must be adjusted with the major strategic adjustment of the organization.
Question 4: What is the organizational structure? In the sense of management, the organizational structure is essentially a structure of power and responsibility. A modern and sound organization usually includes the following related subsystems:
The decision-making subsystem consists of the leadership system of the organization, decision-making institutions at all levels and their decision makers. Decision-making bodies and decision makers at all levels are the core of organizational decision-making.
4. Command subsystem The command subsystem is the command center for organizing activities. In each functional unit or department, its head or chief executive and its members form a vertical system. The main task of the chief executive is to implement the decisions of the decision-making bodies, be responsible for directing the activities of the bodies, and ensure the smooth and effective activities. The design of the command subsystem should proceed from the reality of the organization, reasonably determine the management level, delegate the command power step by step according to the principle of authorization, establish a multi-level and authoritative command system, and implement unified command of the organization's activities.
3. Employee-functional subsystem Employee-functional subsystem is a horizontal system composed of employees or functional departments. Staff officers or functional departments are the chief executive's staff officers and assistants, who are respectively responsible for a certain aspect of business activities. When designing the personnel-functional subsystem, it is necessary to set up necessary personnel or functional institutions according to the actual needs and the principle of professional division of labor, stipulate their responsibilities and work requirements, and ensure effective management in all aspects.
The decision-making center of the executive subsystem, the supervision subsystem and the feedback subsystem determines the major policies of the organization, and the command center is the starting point for the implementation of the plan, while the executive subsystem, the supervision subsystem and the feedback subsystem are the institutions that enable the plan to be implemented correctly.
The command center issues instructions, which on the one hand lead to the executing agency and on the other hand lead to the supervising agency, so as to supervise the implementation. After the information system is processed by the feedback mechanism, the difference between the effect and the instruction is compared and returned to the command center. In this way, the command center can issue new instructions according to the situation.
The executing agency must accurately carry out the instructions of the command center. In order to ensure this, there should be a supervision organization to supervise the implementation, and the feedback subsystem reflects the implementation effect. The execution subsystem, supervision subsystem and feedback subsystem must be independent of each other and cannot be combined into one.
Question 5: What is the meaning of enterprise organizational structure? The meaning of enterprise organizational structure
Refers to the division of labor, grouping and coordination of work tasks. Organizational structure is a model that shows the arrangement order, spatial position, aggregation and dispersion state, contact information and the relationship between various elements of the organization, and it is the "framework" of the whole management system. Organizational structure is a structural system formed by all members of an organization in terms of work scope, responsibilities and rights in order to achieve organizational goals and cooperate with each other in management. Organizational structure is a dynamic structural system composed of obligations, responsibilities and rights. Its essence is a division of labor and cooperation system to achieve the strategic objectives of the organization, and the organizational structure must be adjusted with the major strategic adjustment of the organization.
Enterprise organizational structure is the most basic structural basis of enterprise process operation, department setting and function planning. Common organizational structures include linear system, functional system, linear functional system, matrix system and business department system.
The organizational structure of an enterprise is generally divided into four aspects: functional structure, hierarchical structure, departmental structure and power 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.
Four keys should be given priority when adjusting the organizational structure: business development; Customer orientation; Resource utilization rate; Manage operational efficiency.
Question 6: What is the organizational structure? Organizational structure refers to defining the institutional arrangements of shareholders' meeting, board of directors, board of supervisors, managers and all levels within the enterprise in accordance with relevant national laws and regulations, resolutions of shareholders' meeting and articles of association, and combined with the actual situation of the enterprise.
Organizational structure refers to how to divide labor, group and coordinate cooperation. Organizational structure is a model that shows the arrangement order, spatial position, aggregation and dispersion state, contact information and the relationship between various elements of the organization, and it is the "framework" of the whole management system.
Organizational structure is a structural system formed by all members of an organization in terms of work scope, responsibilities and rights in order to achieve organizational goals and cooperate with each other in management. Organizational structure is a dynamic structural system composed of obligations, responsibilities and rights. Its essence is a division of labor and cooperation system to achieve the strategic objectives of the organization, and the organizational structure must be adjusted with the major strategic adjustment of the organization.
Question 7: What is the function of the organizational structure? Organizational structure refers to how to divide labor, group and coordinate cooperation. Take Oticon as an example. In the past, its organizational structure was that employees engaged in narrow professional and door-to-door work in their respective departments and had to accept the direct leadership of department managers. Now they have reformed the organizational structure: they have formed a team structure and cancelled functional departments and department managers. When designing organizational structure, managers must consider six key factors: specialization, departmentalization, chain of command, control span, centralization and decentralization, and standardization.
The organizational structure of an enterprise refers to the structural system formed by the division of labor and cooperation of all employees in terms of work scope, responsibility and power to achieve enterprise goals. This concept is different from the organizational structure to be studied later. Organizational structure refers to the whole enterprise, while organizational structure generally refers to the top management structure of the enterprise.
Influencing factors of organizational structure design:
(1) The enterprise system (individual, partnership and company system) is the primary factor that determines the organizational system. Among them, there are many departments in corporate enterprises, so its management level is more complicated.
(2) The external environment of the enterprise includes macro-economy, technology, culture and the competitive environment in which the enterprise is located.
The most important thing is the uncertainty of the enterprise environment. The meaning and classification of "uncertainty": Uncertainty is mainly reflected in two factors, one is the complexity of the environment and the other is the stability of the environment. These two factors are combined in different ways in the same matrix, that is, they form four types of uncertainty in the enterprise environment:
(3) Business strategy:
Organizational content is the sum of organizational elements, including management subject, management object, organizational environment and organizational purpose. Organizational content must be expressed in a fixed form. It is unthinkable to break away from some form of organizational content or isolated organizational elements with some structure. Some management books often regard organizational forms, such as organizational structure and organizational system, as organizational elements. In fact, these are just organizational elements, that is, the expression of organizational forms.
Organizational forms include the following aspects:
1. Organization type: Organizations can be divided into different types, such as political organizations, military organizations and economic organizations. Organization types are related to structure, because organizations with different structures can be divided into different types. However, the grouping of organizational forms is not limited to the standard of structure, but can also be divided by other standards. Different standards make different classifications.
2. Organizational relationship: Organizational relationship refers to the position and relationship of organizational personnel in the organization, such as organizational setup and division of management authority. Organizational relations mainly include organizational structure and organizational power. The relationship between organizational type and organizational relationship is as follows: organizational type is the basis of organizational relationship, which determines organizational relationship and organizational nature; Organizational relationship is the external expression of organizational type. Third, organizational consciousness: mainly including laws, systems and customs.
Question 8: How to analyze the organizational structure The basic idea of organizational structure analysis is: through the analysis of the composition, function and operation of enterprise organizational structure and management posts, the integrity, rationality and clarity of the structure and function of organizational structure and management posts are investigated; Integrity and rationality of organizational structure and post responsibilities and authority; Rationality and smoothness of management workflow, etc. Organizational structure is generally divided into four aspects: functional structure, hierarchical structure, departmental structure and authority structure. When we do tissue diagnosis, we basically define it according to these four blocks. However, when we analyze the enterprise in detail, the contents of these four blocks are often intertwined and confused, and the logical relationship between them is not clear. In the end, it can only lead to problems and problems, and cannot form a systematic analysis system. I was also troubled by this problem when I was consulting with enterprises. After constant thinking and pondering, I have summarized a set of methods for diagnosing organizational structure and shared them with you. First of all, make clear the meaning of the four major structures of the organization and decompose them into some main dimensions that can be considered. 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. Secondly, the organizational structure is diagnosed according to its four dimensions. Purposefully sort out a large amount of information obtained from questionnaires, interviews and data collection, and attribute the problems found to different organizational structures to form a complete organizational structure diagnosis report. Through the division of dimensions, we can sort out our thinking and gradually straighten out the mixed problems, just like sorting out a main line from a mess and then sorting out a branch line step by step. 1. Functional structure diagnosis: analyze the functions, division of labor, affiliation and clear cooperation relationship of various departments in the current organizational system, and judge whether the functions of various departments in the existing organizational structure of the enterprise are missing, overlapping, redundant and misplaced. We can combine the enterprise value chain to analyze the functions of each link in the value chain one by one, so that there will be no omission or repetition of functions and the thinking is very clear. After detailed diagnosis, we can determine the main functional improvement areas and improvement priorities. 2. Hierarchical structure diagnosis: including the existing organizational structure, analyzing whether the management level, management scope and management division of labor of senior leaders are clear and reasonable, and the adaptation of the task quantity of management positions to the number and quality of personnel. This needs to sort out the existing organizational structure of the enterprise first. Some poorly managed enterprises have no ready-made organization chart, so we can only rely on our analysis and judgment to sort out the existing personnel arrangement and post division and draw the organization chart of the enterprise. In fact, when doing this part of the work, we are very aware of the problems existing at the organizational level. 3. Diagnosis of department structure: Based on the diagnosis of hierarchical structure, analyze the integrity of each management post and management post system, as well as the integrity and rationality of power command system from the horizontal structure of the organization. 4. Authority structure diagnosis: mainly diagnose whether the positions, responsibilities and authorities of senior leaders are consistent, whether the positions, responsibilities and authorities of departments are consistent, and whether the positions, responsibilities and authorities of management positions are consistent.
Question 9: What is the organizational structure of the company? The organizational structure of an enterprise is the contact way or form of the interaction of various organic elements within the enterprise organization, so as to effectively and reasonably organize the members of the organization and make Qi Xin work together to achieve the same goal. Organizational structure is the carrier of enterprise resources and power distribution, which carries the business process of the enterprise through information transmission under the positive behavior of people, and promotes or hinders the process of enterprise mission. Because of the basic position and key role of organizational structure in enterprises, all strategic changes of enterprises must begin with organizational structure.
Question 10: What is an organization? An organization is a social unit that combines manpower, material resources and intelligence in a certain form and structure and carries out activities in an orderly and effective way to achieve the same goals, tasks or interests.
The organizational structure of a company refers to the highest leading body of the company engaged in decision-making, implementation and supervision of its business activities.
The organizational structure of the company includes three parts, namely, decision-making body, executive body and supervision body.