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The functional structure of an organization is developed in such a way that every section of it is grouped on the basis of functions and tasks that it performs. For instance, an organization can have a marketing section, a sales section, a customer support section, and so on. Such a structure works efficiently for smaller businesses in which every department relies on skills and knowledge of specialists in different fields (Writing, 2018).
The divisional structure of an organization is set up with the help of separate divisions, which are small organizations with a low autonomy level. Thus, the entire company is composed of divisions responsible for different processes and services. Such a structure is best suited to large organizations that need various objectives to be met in specific and rapid ways (Writing, 2018). The matrix organizational structure has qualities of both divisional and functional approaches. Usually, it is implemented in large multinational corporations to allow for the necessary distribution of tasks and processes between departments and divisions.
Virtual organizations are characterized by establishing links between the main company and outside parties such as clients, partners, vendors, and so on. Such links are supported through computerized solutions for achieving simultaneous profitability and growth. The team structure of organizations is developed so that employees work together on certain projects; thus, the structure ensures a pragmatic division or grouping of workers on the basis of objectives that they have to reach (Greechie, 2017). Team-based organizations are cross-functional and interdepartmental, which means that they include workers with different skills as well as ensure that these skills are versatile and can be used in a variety of projects.
Downsizing can have both positive and adverse effects on employees and organizational structures. For workers, there is a risk of suffering financial and psychological issues. For instance, departing employees may compare themselves to workers who remain in their positions, which contributes to lower self-esteem. They can also get angry with the management for deciding on their dismissal. Also, since employees are used to receiving regular income, their lifestyle may change drastically because they stop receiving it.
For organizational structures, downsizing can be an issue since departments that heavily rely on teamwork may suffer from the lack of talent, which is especially true for team-based and functional structures. Also, if large downsizing is involved, the structure of an organization may change completely because there will be fewer workers in departments or divisions.
Behavioral implications depend on the structure, the mechanics, the level of fairness, and formal policies that exist within organizations. Some workers may complete their assignments when the structures are heavily regulated and standardized, which is especially true for employees of highly specialized jobs. Such employees may feel secure and accomplished when their managers tell them what to do specifically.
On the other hand, workers whose everyday tasks rely on creativity may not work productively in heavily structured environments where each department has specific objectives and requirements. This type of workers performs better when there is less pressure from their managers. Also, there have been studies to show a correlation between centralization and job satisfaction, with autonomy being a preferred structure (Sadeghi, Amani, & Mahmoudi, 2013). Overall, behaviors of employees are directly linked to the type of organizational structure in which they operate due to the differences in their preferences to governance.
References
Greechie, S. (2017). Organizational team structure. Web.
Sadeghi, K., Amani, J., & Mahmoudi, H. (2013). A structural model of the impact of organizational culture on job satisfaction among secondary school teachers. The Asia-Pacific Education Researcher, 22(4), 687-700.
Writing, A. (2018). Different types of organizational structure. Houston Chronicle. Web.
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