ROLE OF ORGANIZATIONAL STRUCTURE AND MANAGEMENT EFFICIENCY
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ROLE OF ORGANIZATIONAL STRUCTURE AND MANAGEMENT EFFICIENCY
Chapter one
INTRODUCTION
1.1 Background of the Study
Management scholars have proposed numerous organisational theories ranging from the classical to the present period. These management scholars agree that all profit-oriented organisations have goals to achieve.
Issues centred on effective management of the organisation, such as division of labour, hierarchy of authority, chain of command, and span of control, must be implemented in a determined organisational structure, which serves as the framework upon which an organisation is built.
It is a network of authority and the function of relationships (Akala, 2002). It is the structure of relationships between the numerous people that hold the role (Nwachukwu, 2008).
According to the definitions provided below, organisational structure can be defined for the purposes of this study as the sectional network in interaction and relationship between positions, their functions, and occupants, as well as the means by which management attempts to achieve predetermined organisational goals.
The organisational structure establishes rules for identifying and communicating the lines of duty, authority, and accountability inside the enterprise. Organisation structure clearly demonstrates the authority connection in an organisation, defining the centres of authority.
The organisational structure provides a foundation for effective delegation and assignment of responsibilities. It demonstrates a line of communication and contributes to an effective process for monitoring performance and implementing corrective actions.
Obviously, in an organisation when the aforementioned points exist, the net consequence is the harmonisation of operational operations, the enhancement of a friendly environment among employees in the organisation, and the seamless achievement of organisational goals.
In most Nigerian businesses, an improper organisational structure leads to a lack of coordination, low morale, backpassing, role clashes, and a weak financial base. As a result, when an organisation is well-structured, the chain of command is known to the employees, beginning with the highest hierarchy of authority;
as a result, workers are only accountable to their superiors, and there is no conflict or role clash between the employer and the employee.
This will improve employee motivation and performance since they will work together to complete their individual roles while being secure in their scope and limitations.
This includes who reports to whom, the degrees and patterns of communication, the precise functions of organisational members, and the rules, regulations, and procedures that regulate individual operations.
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