This paper will speak about two organisations Biogenta which is the market leader in the crop protection industry and Outback Inc., with a history of over the past couple of decades, which is an adventure based tour company based on Sydney, Australia. …
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The best fit organisational structure depends on many factors such as organisational goals, industry structure, and number of employees, employee maturity, type of product and service, customer expectations, geographical scope and so on. However, in order to understand the organisational structures and designs of Biogenta plc and Outback Inc., two generic forms of organisational structures and designs would be sufficient. There are mechanistic and organic organisational structures. Biogenta represents the latter whereas Outback is just the right example of the former (Cameron and Quinn, 2011, pp. 52-53). Mechanistic organisations have a rigid and tightly controlled structure. Mechanistic structures are characterised with a high degree of specialisation, inflexible departmentalisation, and narrow span of control, a significantly high degree of formalisation, centralisation and strong and unchallengeable chain of command. Mechanistic organisations such as Outback Inc. tend to rely on prudent rules and regulations to control the behaviour of all the members (Cameron and Quinn, 2011, pp. 52-53). As mentioned earlier that mechanistic structures are not “appalling” or “unfit” within themselves. In fact, organisations which are operating within stable, calculated and predictable environment should go for mechanistic organisational structures since it helps them to maximise their control. Many governmental organisations and large corporations, especially until a few decades back, show characteristics of mechanistic structures. When the political, social, legal, environmental, economic, cultural and technological forces along with the industry’s competitive...
This essay stresses that Outback Inc should move towards a more organic organisational structure by decentralising, widening the span of control, cutting down the hierarchical levels, reducing the impact of departments, creating more and more cross functional and hierarchical teams and decreasing formalisation. • Outback should also create mechanisms to gradually and steadily change its organisational culture from a power culture to a more democratic and constructive culture where employees feel more empowered to share their ideas and thoughts. Outback could learn from the experience and strategies of Biogenta in terms of creating cross departmental and cross hierarchical teams since the same would bring employees together and foster communication. All work and no play have been making the employees of Outback dull and lethargic. The company should create mechanisms to produce adventure for its employees as well as it does for its customers.
This report makes a conclusion that Biogenta knows how to use the variables and dynamics of organisational behaviour in its own favour and maximise the productivity of the organisation. On the other hand, Outback has been very slow in responding to the signals and alarms and time has come that it should initiate some major changes. Following are a few recommendations in this regard.
The paper provides some recommendations based on the analysis and discussion.
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“Comparison of Two Organisation Essay Example | Topics and Well Written Essays - 3000 Words”, n.d. https://studentshare.org/business/1395319-comparison-of-two-organisation.
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