How Job Structures Set to Meet the Fastcats Objectives - Term Paper Example

After analysis of the different roles in the organization, we chose to use a structure that meets the objectives of the organization. A flexible strategy is also favored by the organization. The flexibility of employees means that workplace relationship is solid and subsequently, customer service is also improved.

This will improve the company’s competitiveness in the market as well as improve the company’s profits. The flexible strategy also allows employees to air their contributions towards achieving a better, user-friendly, and focused workplace, an objective of the executive committee. A business plan set to guide the realization of an organization’s objectives is a very important tool. Through some considerations, we decided to drop the traditional hierarchical strategy that puts middle managers between the executive and the rest of the staff.

Gathering the qualitative and quantitative tools in managerial duties, we identified the strengths and the weaknesses of each internal strategy that could easily work with the organization and the staff without any workplace conflicts. These considerations are the key reasons why we chose the flat internal structure strategy in the organization. The flat structure so chosen was predominant since it seems the easiest and the readiest structure that can uphold and spearhead the realization and enforcement of the objectives set by the organization.

Keeping in mind the organization’s innovativeness and flexibility, this structure is, without a doubt, the best structure for the research. Since this structure lacks levels in the middle between the middle management and the working staff, well-trained workers will find it easier to work here whenever they are involved in the decision-making processes of the organization as opposed to being strictly supervised by the management, mostly hierarchical. This structure will involve the employees in the decision-making process in the decentralized decision-making process.

All involved personnel in the decision-making process get to receive first-hand comments and feedback with immediacy. This is because there is no more involvement of the multiple layers of middle managers. However, this structure will mean that the staff who have their career paths aiming towards subsequent promotion in the job environment will have to change their vision and work towards assisting others in making sound decisions for the organization. This structure is faced with a couple of limitations, one of the most notable limitations is that such an organization might suffer from grievance-handling problems from its members.

Some popular employees might also be favored or not handled like the other members of the staff. The best thing about this limitation is that problems arising from such a structure are related to the human resources manager and can all be resolved by the administration amicably.