Organizational structure

“Organizational structure is the internal, formal

framework of a business that shows the way in which
management is linked together and how authority is
transmitted’’. (Stimpson, 2002, p.257)

Organizations can be explained in terms of how their

element parts are put together and work.
Organizational structure and its functions can be
described in terms of several important aspects:
Work Specialization
Departmentalization
Chain of command
Span of Control
Centralization & Decentralization
Matrix Structure
Organization culture
A system of shared meaning held by members that
distinguishes the organization from other organization.
(Robinson, 2006, p. 459)

The shared values and norms that exist in an organization

and that are taught to incoming employees. (Robert P.
Greg Hearn, 1996, p. 689)

These definitions bring to mind that organizational culture

involves common beliefs and feelings, uniformities in
behavior and a historical process for communicating
values and norms. Moreover, the shared values adopted
by the member of an organization differentiate it from
other organizations. The concept of organizational
culture is, however, coming into wide use in the
managerial cycle, sometime as a convenient general
explanation for why things happen and do not happen in
particular way in an organization, as in, it’s the way we do
things here—it’s the part of our culture.
(Robert P.Vecchio, Organizational Behavior, 1996)

Relationship between Organization

culture and Structure
The thoughts, feelings, motivation and behavior of
workers in an organization reflects its culture where as
structure is the product of culture. Culture and structure
are incomplete with out each other. They are depending
on each other. The culture of a company helps us in
drawing up the proper tactics in relation to the needs and
requirements of the organization and its workers. If the
culture of the organization will be disciplined and civilized
one, so it will lead to an effective structure of an
organization. With the development of culture, the
structure of an organization also improves. However, the
culture of an organization cannot be change in a flash, in
a week or even in a month. It takes very long time to
change it, may be years, decades to change it.
Culture must come to be taken for granted because the
organization people will be completely engaged with it,
will be acting naturally, and Structure largely determines
as organization’s apparent strategy for dealing with the
external environment and its effectiveness is its
suitability for the environment it finds itself in.