Organizational Charts of Kliss Flora Multinational Company

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Table of Contents

Introduction
Kliss Flora Multinational Organizational Structure
Is an organization described as decentralized or centralized?
Position with the broadest span of control
The longest departmental chain of command
Revising the master charts
Conclusion
References

Introduction

An organization is a group of people who have similar interests and have come together to attain a particular purpose (Alblas, & Wijsman, 2021). There is a structured hierarchy of leadership called organization structure in every organization. Organizational charts efficiently describe this structure; they show the relationship among people and their responsibilities in a given form of organization. The master organizational chart usually indicates the structure from the top hierarchy to the company’s departmental structure. In this paper, we will look into the master organizational chart and a supplementary chart of the departmental structure of Kliss Flora Multinational Company.

The importance of preparing these charts helps the company’s employee’s clarity, helps them in the decision-making process, dispute resolutions, and ensures conformity to the expectations of each level of management. Indeed, Alblas & Wijsman (2021) says that organizational structures provide leverage and assist in operational efficiency. Similarly, to an outsider, a well-organized structure assists them in identifying what level they are supposed to access their services.

Kliss Flora Multinational Organizational Structure

Kliss Flora is an international company presided over by the company’s president. However, he governs along with a board of directors; the directors are in charge of various departments. The master chart comprises the president’s overall organization, board of directors, general manager, regional manager, and sales representatives. Consequently, the supplementary chart that we will look into is for the sales manager who reports directly to the regional general manager.

Figure 1. Master organizational structure.

Figure 2. Supplementary organizational structure

Is an organization described as decentralized or centralized?

Bromley (2018) defines a centralized organization is set in a particular way where the decision-making process is made by the organization’s top management and is passed down to the lower echelons of the management. Interestingly, the decisions are taken without any questions asked. Therefore, such a structure relies on solid and decisive top managers.

Kliss Flora Multinational Organization is centralized since its upper positions make decisions and are implemented to be followed; they even listen to an employee complaint and find a solution; in the investment plan, overall policies are made by the directors, who control the changing market conditions (Grimsley, 2021).

Position with the broadest span of control

The position of general manager has a huge responsibility and a significant number of the senior leadership reports to the office (Cihon et.al. 2020). Additionally, the general manager links the topmost decision-making body and the middle-level managers. The general manager’s office is the conduit through which the company channels significant decisions to those in the field.

The longest departmental chain of command

In the structural hierarchy, the office of regional managers has the most extended single levels of the departmental chain. The regional manager is only answerable to the general manager and supervises the company’s local managers.

Revising the master charts

Since this is a centralized organization, the success and the losses are always beared by the company’s decision makers. If there is a need for a structural change, it would be necessary to remove the president and the board of directors and replace it with a lean board of management that a chairman heads.

Conclusion

To sum up, Tear (2020) discusses that the managers must set their goals, leading to an increase in profits. An investment organization requires much capital to generate wealth, and to achieve this is through a saving increase in productivity, which increases goods, leading to an increase in income.

References

Alblas, G., & Wijsman, E. (2021). Organisational structure. Organisational Behaviour, 238–284.

Bromley, M. (2018). Organisational structures. Seced, 2018(2), 4-4.

Cihon, P., Maas, M. M., & Kemp, L. (2020). Should artificial intelligence governance be centralised? Design lessons from history. In Proceedings of the AAAI/ACM Conference on AI, Ethics, and Society (pp. 228-234).

Grimsley, S. (2021). Research Schools, Degrees & Careers. Study.com | Take Online Courses. Earn College Credit. Research Schools, Degrees & Careers.

Tear, M. J., Reader, T. W., Shorrock, S., & Kirwan, B. (2020). Safety culture and power: Interactions between perceptions of safety culture, organisational hierarchy, and national culture. Safety science, 121, 550-561.

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