組織結構是由它的責任和權力決策機構做出決策的個人或者實體。它定義了人的等級以及在一個組織中的部門設置；其內部的信息流動，個人和部門之間。它的結構決定了信息和基于信息做出決策的人員的分布。它還規定正式分工，分組和協調工作任務。萊維特（1962）定義了一個組織結構作為一個特定模式的人，任務，結構和技術。一個組織結構有助于定義員工和訪問公司重要資源的員工之間的關系。
 

一個公司的成功取決于員工的素質和結構使他們的工作有效率和影響力。他們的目標是實現組織的目標，所以他們建立使他們達到這些目標的具體途徑。組織結構可以是有益的，也可能是在完成設定目標的障礙。組織，無論是大或小，能最大限度地發揮更高的銷售和利潤率；僅僅在結構與組織的需要相匹配的情況下。

 

Organizational structure is the mechanism by which responsibility and authority for making decisions are distributed among certain individuals in an entity. It defines the hierarchy of the people as well as departments in an organization; and the flow of information within it, among individuals and departments. The structures determine the distribution of information and the people responsible for making decisions based on this information. It also states the formal division, grouping and coordination of job tasks. Leavitt (1962) defines an organizational structure as a specific pattern of people, tasks, structure and techniques. An organizational structure helps with the definition of the relationship between employees and access to crucial company resources by employees.
 

A company’s success depends on the employees’ quality and a structure that allows them to work efficiently and effectively. Organizations have goals they aim to achieve, so they are set up in particular ways that will enable them to achieve these goals. The structuring of organizations could either be helpful, or it could be a hindrance in making progress towards accomplishing the goals that have been set. Organizations, whether large or small, can maximize their productivity for higher sales and profit; if and only if the structure used in operations is matched with the needs of the organization. The clear definition of the command chain and hierarchy, as well as a clear definition of all employees and their job descriptions, ensures an efficient business operation. Understanding the working mechanism of organizational structures is; therefore, very essential for any business entity (Robbins, 1989).
 

In this paper, a research is proposed in three different areas of organizational structures that will help to better understand the concept. Three different organizations were chosen, all of which have different operational structures. The aim is to assess the effectiveness of organizational structures and the factors that contribute to the effectiveness of these structures. The three areas to be investigated in the research are the importance or role of structures in organizations, the working mechanism of structures of an organization and considerations in designing organizational structures (Mintzberg, 1981).
 

The objectives of the research include:

To establish the importance of structuring in organizations.

To assess the operation of structures within organizations.

To determine the factors to be considered in determining the kind of structure to use in organizations.

The problems to be investigated in the different areas include:

Structuring of organizations out of alignment with the needs of the organization.

Challenges within the organization that hinder the smooth running of structures.

Poor processes of selection of applicable structures.

The questions that the research will seek to answer are:#p#分頁標題#e#

What is the role of structuring in organizations?

What challenges do organizational structures face that affect their performance?

What are the factors to consider in forming a structure in an organization?

The stated hypothesis the research will work with will be that structuring in organizations increases the overall productivity of the organization.
 

Justification of the study
 

These are especially critical questions in organizational structuring since many organizations do not realize their potential in productivity, due to one or two problems that have something to do with the structuring of the organization. Sometimes, the organization itself does not realize that these problems exist, and sometimes they do realize the existence of the problems, but cannot come up with effective solutions to the problems. This failure to make the effective adjustments in the organization’s structures may be because the origin of the problem has not been known. This study will; therefore, point out some of the greatest mistakes made by organizations in terms of structuring, such that they sabotage themselves in the long run. The employees fail to understand who to formally report to in cases of different situations, which reduces the efficiency levels (Lawrence & Lorsch, 1967). The study will also propose the way forward in handling these issues that will have arisen.
 

Literature Review
 

Extensive research has been conducted previously on organizations. Some of the key studies have been documented in different views by different authors. Katz and Kahn (1978) defined an organization structure as “a system that consists of a group of subsystems”, whereas Leavitt (1962) defines it as “a certain pattern of techniques, tasks, people and structure.” In developing structures in organizations, a certain framework should be employed. According to Sachdeva (1990), there should be an authority structure, authority relationships, hierarchy, work division into activities, environmental coordination and functional linkages. This will better the effectiveness and efficiency of the structure.

Mintzberg (1981) studied the types of organizational structures. He stated these as simple structures, adhocracy, professional bureaucracy, machine bureaucracy, and divisionalized form. He says that the different types of structuring influenced the functioning of the entire organization. These structures will; however, differ in accordance with the expected requirements. Some of the components of a structure include complexity, formalization and centralization. The degree to which differentiation exists is the complexity and these could be vertical differentiation, horizontal differentiation or spatial differentiation (Robbins, 1989). Lawrence and Lorsch (1967) spoke of specialization as a principle of organizational structuring. Work should be divided into different structures in organizations for a more efficient performance. Employees will be able to apply specialized knowledge, which improves work quality and improves efficiency of an organization. Other principles include departmentalization, coordination, centralization/decentralization and many more (Luthans, 1986 & Robbins, 1983).#p#分頁標題#e#
 

While there exists specialization in structures such that the knowledge and skill available is correctly applied to work, there also needs to be clarity, understanding, decentralization, stability and adaptability within these structures. This will enable employees to know the exact expectations on their tasks, and be able to adapt to different ways in case of certain situations such that they can still deliver (Anderson, 1988). This increases the effectiveness of the structure.
 

Research Methodology
 

Three different types of methodologies will be used to investigate the three different questions under study, according to the suitability of the method to best provide answers to the questions.
 

Qn 1. What is the role of structuring in organizations?

For this question, the qualitative type of research will be used. Specifically, an interview will be conducted in each of the three organizations. The top managers in each of the organizations will be the respondents in the interviews. The same interview will be administered to all the managers. It will be semi-structured in nature, with open ended questions. The respondents will not be restricted in answering the questions. This interview will be directed face to face (Creswell, 2003).
 

This method will be best suited for this question for a number of reasons namely:

Audience for the study: This study is aimed at educating employees all over, about the role in which structuring aids the productivity of an organization. Some employees do not usually take their work seriously; they take their time in completing their tasks. They do not realize that in doing so, they could be inconveniencing someone else in a different structure such that they will not be able to effectively and efficiently complete their tasks either. The affected employee could also be relied on by another employee to execute his tasks. Ultimately, this affects the overall productivity of the organization.
 

The organizations that will be sampled are the top and are the leading organizations in their respective industries. The employees from other organizations will get to hear from the best managers from the best organizations about the secrets to their success. This is most likely to give them a different perspective and a change in attitude in their work and try to be more efficient.
 

The managers from the other organizations sometimes also fail to take structuring seriously, such that they do not see to it that all the structures have all the resources they need allocated to them to perform their jobs better. Some managers favor some structures over others. They will get to know the importance of each structure to the organization; that all structures are in existence for a reason. They are; thus, likely to adjust their level of priorities in resource allocation so that each structure is comfortable to be able to execute its operations efficiently (Berg, 2009).
 

Psychological Attributes: Interviews could be quite time consuming especially when they questions are open ended. There will be ample time allocated for the study and the method chosen should make maximum use of time for the best results. Interviews, as lengthy as they can be, will be used to utilize the entire time period allocated for the research for conclusive results (Berg, 2009).#p#分頁標題#e#
 

Experience: The interviewers chosen to conduct the study will be highly experienced and with excellent communication skills. They will be able to use their skills to pose and clarify the questions to the respondents clearly, in a way that the respondents will answer the questions correctly. Moreover, their expertise in interviewing will help them to understand the deeper meaning of some of the responses they might get, and they will be able to clarify them better in their reports for better understanding by everyone else (Berg, 2009).
 

Problem nature: There have been studies conducted on how successful organizations have done their structuring and what factors were considered in doing so. An interview will be instrumental in the establishment and verification of the already existing theories. We will be able to see if any of the theories was used in the organizations and how effective they are, straight from the horse’s mouth (Berg, 2009).
 

This data source will; therefore, be a primary source, whereby the data collected will be unedited and unbiased by the researchers. Secondary data will also be used during the analysis of the results, to establish similarities and differences between the results and the documented information. The secondary data will come from a literature review of numerous studies on organizational structures (Creswell, 2003).
 

There are challenges that might be encountered in this process. The managers from the successful organizations might be reluctant to divulge information on their secrets to success (how and what exactly in structuring contributes to the success of the organization) that might be used by other competitors. Furthermore, the managers that would be most qualified to answer the questions could also be away or too busy; hence some of the interviews might have to be hurried and not enough might be collected from them. Another issue is that some managers could shy away from being put in the spotlight, and be uneasy in answering the questions, which could result in shallow and inconclusive responses. These are the main challenges that might be faced by using of interviews (Creswell, 2003).
 

Qn 2. What challenges do organizational structures face that affect their performance?
 

For this question, the research method that will be used to investigate it will be a quantitative method. Specifically, questionnaires will be used for this study. The respondents here will be both the managers of the different hierarchical levels and employees in the different departments/structures themselves.

Questionnaires will be constructed, and researchers will hand out the questionnaires to a few selected individuals in different positions. A week will be given to the selected participants to fill in the questionnaire and then leave them at the reception desk from where the researchers will collect them. The questionnaires handed out will have both closed ended and open ended questions. This way, in the event that the answer the respondent wishes to give is not among the outlined choices, then he/she can state their own (Berg, 2009).#p#分頁標題#e#
 

The reasons why the questionnaire method was chosen for this particular study are:

Nature of the problem: Previous studies have already conducted extensive research on the topic. The researchers; thus, have an idea of the responses they might get. These responses will be outlined under each question to make it easier for the respondent. The respondent will be able to analyze the choices and select the most suitable one according to them. The challenges could; however, be new and undocumented. In the event that the respondent is not comfortable with the choices given, he/she can fill in the alternative response that is satisfactory to them. The questionnaires will provide space for alternative responses. This way, any additional issues arising will be contributed as additions to previously conducted studies. The data collected will also be quantified easily such that the biggest or most common issues will be able to be pin pointed by the researchers (Berg, 2009).

Time factor: The organizations being studied are highly successful in their respective fields. It goes without saying that the employees and managers here work very seriously and do not have much time to waste. They should not be distracted from their work. The questionnaires will have closed ended questions where the responses will be summarized into a few choices that will be given. This will make it easier for the subjects to fill in the questionnaire by selecting the closest or exact choice. It will considerably reduce the time they would have taken in filling in the questionnaire had the questions been open ended only (Berg, 2009).
 

Confidentiality: Some of the employees might be afraid to speak their mind for fear of being victimized by management. They will require a safe environment to answer the questions freely. The questionnaires that will be provided will not require one to identify themselves, and they will not even have to hand in the questionnaires themselves. They will just drop them in a box at the reception after they are done. The questionnaire will; thus, be the best method to ensure true facts are given by the employees (Berg, 2009).
 

The data collection method for this particular question will be a primary source too, and the data collected will not be edited by researchers; neither will it have any biases. Secondary data will also be used whereby the records of the organizations (financial records and annual progress reports), will be used to establish the structures that are performing less efficiently. These stated problems will then be cross checked to see if they exist in these structures (Creswell, 2003).
 

This method is likely to face a number of challenges during data collection. One challenge would be a lack of clarification on both ends, that is the researcher and the respondent. The respondent might not understand the questions clearly, but due to the confidentiality factor, will not be able to seek clarification from the researcher. Some of the questions might seem like they are asking for the same thing and the respondents might find difficulties in differentiating them, hence incorrect responses might be given for some questions due to the confusion.#p#分頁標題#e#
 

The researchers, on the other hand, might experience some difficulties during the compilation of the data. The responses given under the questions where the respondent will give alternative responses might not be very clear. The fact that no identification will be required to be stated on the questionnaires will make it impossible for any follow up activities to be made, so that clarifications may be sought out. This might lead to drawing of incorrect inferences from the study, which will mislead those audiences who will decide to use the study in making reforms in their organizations.
 

Another challenge may arise when respondents might forget to fill in the questionnaires within the specified time, and some might even end up losing the questionnaires. This will cause a delay in the study, or the data collected might end up not being enough to make inferences. These are the likely challenges to be faced with the use of questionnaires (Creswell, 2003).
 

Qn. 3. What are the factors to consider in forming organizational structures?
 

For this question, the research methodology that will be used is qualitative. Specifically, participant observation will be implemented for this study. Researchers will attend some of the board meetings in the different organizations. In these board meetings, the managers for the different structures usually give their reports on the department and any complications experienced in the operations. The rest of the group tries to analyze the situation and find out the reason for the complications. They will go through all the factors that were used to form the structure and make sure that it will be effective and efficient. The factor that is not in place will easily be identified in this way. The researchers will outline and note all the discussions, from which they will be able to tell the factors that are considered, in each organization, to form structures (Creswell, 2003).
 

The reason why participant observation would be the best method to investigate this question is:

Experience and training: The researchers that will be assigned to conduct this study will be professionals in the fields of economics, business and management. They will; therefore, be in an excellent position to understand the concepts, logic and terms that may be used by the managers of the different structures during the meetings in the different organizations. This will enable them to break down the concepts for a better understanding by the audience of the study (Berg, 2009).
 

Time factor: The researcher will only be required to sit through the meetings without actually having to ask anyone any questions. This will be a more welcome option even to the organization’s managers as they will not be expected to make any time on their schedules, to answer any questions. Their work will not be interrupted in any way (Berg, 2009).

Validity of data: The researcher will only notify the CEO’s of his presence. The rest of the managers will not know what would be happening. They will, in fact, go about their daily business as though nothing was happening. They might not even know that they are being observed or assessed. This way, the raw truth will be displayed clearly right in front of the eyes of the researcher. The managers will not try to give answers that make them look good, if they knew that the truth would hurt their reputations. For instance, they might not be comfortable to say that the employees in the different structures are not evaluated and given promotions based on their hard work, but on the basis of ‘who knows who’. Such issues will be revealed to the researcher (Berg, 2009).#p#分頁標題#e#
 

The data will be collected from a primary source. There will also be secondary data reviews to compare and contrast the factors mentioned by the managers.
 

This method is likely to encounter some obstructions in its implementation. One problem might come from the fact that the board meetings are usually for board members strictly. The researcher might have a hard time being granted permission to sit through the meeting, as the other board members will want to know who he was and what he was doing in the meeting. If the researchers tell the truth, then the board members or managers might try to conceal some information in their discussions, given that they will know they were under observations.
 

The managers might even refuse to allow any strangers in the meeting as it is a requirement for most organizations. The researcher might; therefore, have to use a different cover to be able to get into the meetings. Another problem might arise from the fact that the researchers will be making notes on their own, based on their own understanding. For this reason, they might be subject to biases, whereby the researchers will report what they want to report, which might not be necessarily what was said by the respondents. Other than biases, the reporters might fail to understand some concepts known only to the organization, not to all organizations. The researcher will not be permitted to interrupt the meeting to seek clarification on anything, and this might lead to incorrect reports, which will be misleading to the audience (Creswell, 2003).
 

Conclusion
 

Organizational structures play an extremely vital role in the organization’s success. Most organizations have not been able to realize their full potential in productivity due to implementation of incorrect structures for their operations. This study will be particularly instrumental in outlining the best practices to be put in use in the formation of this structures to ensure effectiveness and efficiency. The study will also bring out some of the mistakes that are made in the organizations, whether by employees or by their superiors, which affect the performance of the structure negatively, and; hence, the performance of the entire organization.

The study will use empirical methods of data collection, such that the data can be verified and validated. The results obtained will be used to modify the already existing literature on organizational structures. These modifications will be done by citing some of the key works on the topic in its report, indicating whether it is in agreement or contrast.