Based on thereadings and additional research, compare and contrast threeorganizational structures, describing how they would or would notimpact the capability to innovate and influence the change process.
Functionalorganizational structure refers to where staff members have beenauthorized to exercise power over line personnel in particular areasof specialization. Individuals with specialist know-how in certainfields are empowered to make decisions. In comparison to functionaland matrix structures, the functional structure has some significantdisadvantages. For example, it allows for potential conflicts due tothe ambiguity of the principle of unit command. It keeps authoritydecentralized at higher levels. However, the decision-making iscentralized at the lower levels (Dryburgh, 2016). Therefore, thefunctional structure has the least impact on the ability to innovateand influence the change process within an organization.
A divisionalorganizational structure refers to where the organization hasdifferent types of departments. The nature of departments isdetermined based on the project, geographic territory, product,function, and the combination approach. This form of structure iscustomarily used where various aspects of the organization aregoverned separately (Kotter, 2011). In comparison to a functionalstructure, a divisional structure makes it easier for companies toreact to sudden market changes. Besides, a divisional structureallows for faster communication within members of a team.Nevertheless, there is a high potential for conflict especially incases where one division experiences more success than the other. Incomparison to a matrix organizational structure, a divisionalstructure is inflexible in the use of company resources (Morgan,2015). It also has inefficient utilization of support systems.
On the otherhand, the matrix organizational structure refers to where differentelements of functional and other structures are combined (Insights,2012). Such a structure utilized a skilled team of individualsorganized into specialized divisions. Consequently, the projectmanager and the department manager exercise dual power. Unlike thefunctional structure, the matrix structure allows for decentralizeddecision-making. It also allows for efficient use of companyresources and faster decision-making (Insights, 2012). These factorsrender the matrix organizational structure as the most capable ofinitiating change and innovation.
Dryburgh, A. (2016, Feb. 28). Change Management: `Everything Needs ToChange So That Everything Can Remain The Same`. Forbes.Retrieved fromhttp://www.forbes.com/sites/alastairdryburgh/2016/02/28/change-management-everything-needs-to-change-so-that-everything-can-remain-the-same/#3cc8778246bd
Insights, B. (2012, Sep.12). The Matrix Doesn`t Have To Be YourEnemy. Forbes. Retrieved fromhttp://www.forbes.com/sites/baininsights/2012/09/12/the-matrix-doesnt-have-to-be-your-enemy/#639d98a6196a
Kotter, J. P. (2011, May 23). Hierarchy and Network: Two Structures,One Organization. Harvard Business Review. Retrieved fromhttps://hbr.org/2011/05/two-structures-one-organizatio/
Morgan, J. (2015, Jul. 22). The Complete Guide to the 5 Types ofOrganizational Structures for the Future of Work. Forbes.Retrieved fromhttp://www.forbes.com/sites/jacobmorgan/2015/07/22/the-complete-guide-5-types-of-organizational-structures-for-the-future-of-work/#33da6b3f2144