Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.bureaucratic culture,”AKA “”Command and Control””-formalization-rules-standard[…]
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when functional structures lose effectiveness,”what if you have a lot of different businesses?what if you operate in a lot of countries?what if you have many different customers?these situations are difficult to handle with functional structures because such structures tend to be “”one size fits all””-loyalties are ultimately to the function rather than a specific business, country
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Read moreclan culture,”-tradition-loyalty-personal commitment-extensive socialization-teamworkdifficulties in maintaining clan cultures-time
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Read moredivisional structure,”organizational structure made up of separate, semiautonomous units called divisions-each division produces specific products, operates in specific geographies, or serves specific customers-each division has a full complement of functionsadopted when organizations face too much complexity for functional structure to cope-many different products, or many regions
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Read moreadhocracy (entrepreneurial) culture,”-high levels of risk-taking-dynamism-creativity-tolerance for failure must be highexamples: Pixar
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Read moreadvantages/disadvantages of divisional structure,”advantages:-each division specializes on a specific product, region, or customer and so performs better -leads to more focused, customized (thus effective) strategies-leads to higher responsibilities = better meets customers needsdisadvantages:-resources are duplicated across divisions-divisions find it tough to cooperate with other divisions–> incentives for cooperation is weak, the whole idea is to focus on your business
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Read moremarket culture
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Read morehow do you decide which divisions are appropriate?,”Mirror the complexity of your environment-if it’s simple, be efficient (functional)-otherwise, be responsive by specializing around the complexityFunctional-if efficiency is paramount and differences across place, product, customer are limited-the default choicePlace-if responding to differences in regions is crucial-if environment is simple
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Read morecultural dimensions of different types,”Bureaucracy-low risk-taking, high attention to detail, high stabilityClan-high people and team orientationEntrepreneurial-high risk orientation, low stability-likely to be some of: high people, high team, high outcome
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Read moresecond pillar of structure: coordination
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