Organization Structure: What is functional departmentalization? Essay

Introduction What is organizing? Organizing means arranging the activities in such a way that they systematically contribute to enterprise goals. An organization consists of people whose specialized tasks are coordinated to contribute to the organization’s goals. The usual way of depicting an organization is with an organization chart. It shows the structure of the organization; specifically, the title of each manager’s position and, by means of connecting lines, who is accountable to whom and who is in charge of what area. The organization chart also shows the chain of command (sometimes called the scalar chain or the line of authority) between the top of the organization and the lowest positions in the chart. The chain of command represents the path a directive should take in traveling from the president to employees at the bottom of the organization chart or from employees at the bottom to the top of the organization chart (Dessler, p. 120). At Phoenix Logistics, our organization chart is a creation of functional departmentalization. Functional departmentalization means grouping activities around basic functions like manufacturing, sales, and finance (Dessler, p. 122). At our company, each department is organized around a different business functions: sales/marketing, product development, and technical support. In addition, we have a group of supervisors within each department. These supervisors’ functions include planning, control, and administration. At each of the Department Heads, we also have a staff that works in each department, with an Office Supervisor. The basic idea of Phoenix Logistics’ functional departmentalization is to group activities around the core functions our company must carry out. Hence, our core functions are to create, integrate and deliver business-critical transaction management systems and services that enable the energy industry to enhance reliability and profitability in the competitive market place. Advantages & Disadvantages Advantages Organizing departments around functions has several advantages: 1. It is simple, straightforward, and logical; it makes sense to build departments around the basic functions in which the enterprise must engage. 2. Functional organizations usually have single departments for areas like sales, production, and finance that serve all the company’s products, rather than duplicate facilities for each product. Because the volume in these departments is relatively high, the firm typically gets increased returns to scale–in other words, employees become more proficient from doing the same job over and over again, and the company can afford larger plants and more efficient equipment. Functional organizations are therefore often associated with efficiency. 3. The managers’ duties in each of the functional departments tend to be more specialized (a manager may specialize in finance or production, for instance); the enterprise therefore needs fewer general managers–those with the breadth of experience to administer several functions at once. This can simplify both recruiting and training. 4. Functional department managers also tend to receive information on only part of the big picture of the company–on that which concerns their own specialized functions. This can make it easier for top management to exercise control over the department managers’ activities. Disadvantages Functional organizations also have disadvantages: 1. Responsibility for the enterprise’s overall performance rests on the shoulders of one person, usually the president. He or she may be the only one in a position to coordinate the work of the functional departments, each of which is only one element in producing and supplying the company’s  product or service. This may not be a serious problem when the firm is small or does not work with a lot of products. But as size and diversity of products increase, the job of coordinating, say, production, sales, and finance for many different products may prove too great for one person; the enterprise could lose its responsiveness. 2. Also, the tendency for functional departments to result in specialized managers (finance experts, production experts, and so forth) makes it more difficult to develop managers with the breadth of experience required for general management jobs like president. Implications Qualities of Leadership – Leading your company in a tough economy are a difficult, but not impossible task. Your can help your company weather changing times and come out a winner. As far as a tough economy is concerned the United States has experienced one as recently as September 11, 2001, and although conditions has improved since then, you can bet that tough times will periodically occur in the future. Yet, during all such periods of stagnant growth and lackluster corporate performances, many companies have not only survived, but also prospered. How have they  done it? Change, of course has always been present, but certain economic trends used to be predictable within reasonable limits. Employments would grow at such a pace, interest rates would do this or that, and Gross Domestic Products would reach such and such a level. But today all bets are off. We can scarcely predict with confidence what will happen next week, let alone next year. As H.G Wells said it in a different context, â€Å"the pattern pf things to come fade away.† Becoming an Optimist, optimist managers are better at problem solving during difficult times than pessimistic managers. Optimistic managers are more likely to handle reversals by drawing on past experience, finding good  things about the turn of events and fighting for what they want. Pessimists often accept their fate or bad luck or seek sympathy in understanding. Optimistic managers are therefore more that likely to overcome difficulties and turn problems into opportunities for advancement. To improve the company’s performance, employees need commitment, competence, and communications, the three C’s of success. Commitment is determined spirit of an Olympic swimmer who practices alone for hundreds of pre-dawn hours. Competence is the inner confidence of a well trained pilot who uses all his knowledge, training, equipment, and intuition to make quick decisions. Communications is the critical personal contact and consensus between the CEO and employee that make performance at work flow smoothly. Resources Allocation We generate revenue from three sources: software licenses, software maintenance and implementation revenues. The proportion of what each makes up of our total revenue varies based on the market and our customer base. When a customer decides to purchase our solution they are charged a licensing fee. This fee could vary depending on how many users they estimate using our system, if they need more users we would then charge the customer for more licenses. In order to receive upgrades and enable the customer to use our support desk when there is an issue, we charge a support fee. This fee could be a yearly, quarterly or monthly allocation depending on how the customer would like to be charged. Any software whether it is out of the box or custom produced, there is an implementation process that would need to be done in order to ensure that the software is working properly. This could consist of on-site training, training materials and the use of our support desk. The revenues for our company are generated by these services. These services need to be the best in class in order for our company to make a profit. When  we say best in class that means that they are better than any of our competitors and will give our customers a competitive advantage. Conclusion Phoenix Logistics’ has the expertise and the means for producing the best software in the energy industry. We work with our customers in order to plan, build and implement our software into their business with the least amount of interruption to their employees and their productivity. The return on their investment is in the ease of processing their transactions, turnaround time of those transactions and a time savings in the administrative processing. Our customers will be able to focus their attention on the selling, trading and the delivery of energy to their customers, this is their business and where their profits are generated. Phoenix Logistics is in the business of helping our customers make a profit and to make their customers happy. Works Cited Dessler, Gary. Management, Leading People and Organizations in the 21st Century (2nd ed.), 2001. New Jersey: Prentice Hall, Inc.

Difference of Athens and Han China Essay

To the question how great were the differences of classical Athens and Han china? My interpretation is that there was a huge difference in these two empires. Like there form of government, art, geography, and population. In classical Greece (9th–6th centuries BCE) the form of government is a democracy which is ‘administration is in the hands of, not of a few, but of the whole people’ (Pericles). Where as in Han china (206 BCE – 220 CE) the form of government is a bureaucracy which is a body of non-elective government officials. ‘The emperor appointed governors to each district for his domain’. Also in classical Greece the art was different than Han china. In Han china the art was more focused on nature, and how nature is more important, and how we should be in harmony with nature. ‘Each separate being in the universe returns to the common source. Returning to the source is serenity.’(Lao-tzu ) where as in classical Greece the art was more focused on the ideal man. ‘The world is full of wonders but nothing is more wonderful than man.’(Sophocles). The geography was also completely different. In classical Greece the area was surrounded by water and the empire was smaller than the Han Empire . And the population was different where classical Greece had a total population 315,000 people. Han china had a total population 65,000,000 people. These are the reason that are why there was a huge difference in classical Greece and Han china.

Cross-Cultural Communication Essay

To participate effectively in today’s world, we must recognize that communication is profoundly related to culture. To achieve effectiveness in social and professional life, we need to be sensitive to culture difference and adapt our interaction to people of varied culture background. The following scenario highlights the importance of adapting interaction to people with different culture. Five years ago, when I just came to Singapore, I came across an incident which made me realize that different cultures may influence people behaves differently under the same circumstance. After we finished a school group project, all the team members Wu Gang (Chinese), Samuel (Singaporean) and I (Chinese) decided to have a dinner together at a Chinese restaurant for celebration. When the dinner came to the end, Wu Gang took out his wallet and would like to pay the bill. At that moment, Samuel asked Wu Gang how much he should pay for his share. â€Å"No need, no need! It’s my treat.† replied by Wu Gang. Seeing this, I tried to took the bill from Wu Gang and insist that I pay the bill this time. Wu Gang stopped me, saying to me â€Å"Leave it to next time†. Meanwhile, he stood up and approached to casher for payment. Samuel still insisted on paying his own share and left the money to him after Wu Gang came back. At the end, Wu Gang accepted Samuel’s money unhappily. Samuel was confused and uncomfortable with Wu Gang’s reaction. At that time, I didn’t understand Samuel’s insistence either because it is so common in China for one to pay for everybody in dinner. People pay the bill for you to treat you as a close friend as if you were a family member. Rejection means that you reject to be a close friend. That’s why Wu Gang was unhappy to Samuel in the above scenario. The appropriate respond in China culture is to treat your friend back next time. Now, after living in Singapore for several years, I understand that Singaporeans are more comfortable to split the bill even they are close friends. In Singapore culture, it reflects respect and fairness to your friend that each one pays his/her own share. In this incident all of us chose our own â€Å"correct way† to deal with the situation but ignore others’ different cultural background. Many people evaluate others based on the standards of their own culture. Some people think their standards reflect universal truths. They aren’t aware that they are imposing the yardstick of their particular culture and ignoring the yardsticks of other cultures. Devaluing whatever differs from our own ways limits human interaction and leads misunderstanding. . In China, one preson usually pays for __6__ . In Western countries, one preson pays if he or she is entertaining clients , but __7__ friends eat together , they usually share the cost. This is called ‘going Dutch’.

What effects does the glass ceiling have on women's career development Research Paper

What effects does the glass ceiling have on women's career development in law firms - Research Paper Example n inherent bias is indicated to exist due to the fact that even though women make up less than 10% of this industry, they are overly represented within the lower positions and a number of studies have indicated they are unlikely to be promoted throughout the course of their career; as compared to their male counterparts (Hoobler & Lemmon, 2009). Furthermore, the researcher denotes the existence of a glass cliff. Within this particular understanding and definition, a glass with merely denotes fact that women are unlikely to exist within levels of upper management and leadership as compared to their male counterparts (Wrigley, 2002). As such, whereas 10% of the total legal profession can be counted as female, a much lower percentage is able to break through the glass ceiling experiences hardship of coming into any type of position of leadership and/or power. Regardless of the factors discussed, it cannot be stated that the glass ceiling has not grown and evolved throughout the course o f the past several decades. Rather than being a static concept, this glass ceiling is redefined and re-engineered in almost every firm that it is extant within the current environment (Ragins et al., 2009). Furthermore, since it is not a static concept, many researchers argue that it is possible for the term to morph and change throughout time and within the organizations that are affected (Bruckmuller & Branscombe, 2011). Furthermore, although many changes have taken place, the glass ceiling and its traditional interpretation and implementation have remained largely unchanged. Rather than accepting its existence outright, the authors attempt to understand some of the causal mechanisms for why the glass ceiling exists and what individual employers and HR managers might do in order to...Naturally, the mere existence of such a â€Å"glass ceiling† portends a degree of sexism and bias with regards to the unwillingness of stakeholders within the employment field being willing and able to promote their female counterparts (Hogue, 2009). As a function of seeking to understand this dynamic, the following analysis will focus specifically on the field of the glass ceiling as it exists within law firms and the legal sphere. It should not be misunderstood by the reader that the glass ceiling is specific to the legal realm. Instead, a more nuanced and broad understanding of the glass ceiling within the legal field does not detract from the glass ceiling as it exists for other industries and professions; rather, it merely helps to underscore the fact that glass ceiling exists within many different professions and specialties. The gender representation within law offices around the country is recognizably skewed. Males outnumber females at a rate of nearly 10:1 in some states. This is an interesting topic as it is indicative of a more nationwide trend and less culturally dependent and/or bound than the ways that the glass ceiling might be exhibited within other secto rs of the economy (Bowling et al., 2006). Rather than accepting its existence outright, the authors attempt to understand some of the causal mechanisms for why the glass ceiling exists and what individual employers and HR managers might do in order to ameliorate its effects.

Recently History Essay Example | Topics and Well Written Essays - 500 words

Recently History - Essay Example the southern African Americans faced a great deal of problems in the 1915-16, They were denied the right to vote, lived under severe poverty, faced crop infestation which affected them greatly as most of them were occupational farmers and most importantly they lived under heavy debt. Lack of facilitation and opportunities in the south prompted them to migrate to the north where the urban areas had flourish in the wake of the war. Since Europe was in the midst of a sever war that had haltered its economic progress, the United States became the facilitators in this case for the war torn countries. As a result not only did it strengthen economically, it also hosted a number of quality and well-paying job, a feature absent in the south (Exhibitions.nypl.org). They war had opened many avenues for them in the economic world of production and services and hence, the southern blacks moved to the north in search of greener pastures. This migration is known as the great migration in history an d played a great role in revolutionizing the black community in the United States. The female black population of the United States was positively affected as well. They contributed to the war efforts and as a result were able to get equitable jobs in the country as well. They became politically active as well and provided significant support to the black soldiers as a result. Many war service organizations specifically for women were also established like the Red Cross, Womens Auxiliary of the New York 15th National Guard etc. and thus, they were accepted as a strong opinionated part of the American population. Many instances also depict the increased employee sense that these minorities developed and retaliated against their white employees for due employee rights they were denied. Where the black Americans saw progress and growth at the war time, another minority faced dire consequences. Majority of the American population consisted of foreigners. Even though the german-americans

Freedom and Equaity Essay Example | Topics and Well Written Essays - 1750 words - 1

Freedom and Equaity - Essay Example As this manifesto had influenced many of the communist countries such as Korea, Cuba, China, Vietnam and of course many countries in Europe, both Marx and Engel can be considered as two important people that shaped world history. Marx and Engels ideals and principles declared publicly evolved the Marxism principle which is now an interesting subject and topic under political science. The principles embodied in the manifesto had developed the so called communist form of government. Marx had considered communism in relation to socialism very closely. As an advanced form of socialism, communism is very near to anarchism, viewed freedom and equality as vain, illusionary and incomplete. Generally, the right to freedom is considered as equality. Engels and Marx had issued freedom as bounded with fullness of material considerations. Freedom in morality also considered the absence of alienation and that man is the only bearer of this so called freedom. The manifesto pointed out that freedom is achievable only in the community when a man submits his total will and desires to serve the community and its demands. â€Å"Society as a whole is more and more splitting into two great hostile camps, into two great classes directly facing each other: Burgeoisie and Protletariat† (Marx and Engels). There are two classes of men stated in the manifesto: the bourgeoisie- the so-called owners of the production living off with man’s profit; and the proletariat- the one who labored and lived on their salary. These men live in a community where there is difference in their life style and status. There are men who labored hard to survive in this world while there are men belonging to chosen few who derives their means of living in behalf of the other working class. This capitalist world has been criticized by Marx and Engels. There are human struggles produced in the lower striving class which are demonstrated in strikes, riots, and other revolutionary actions in search for enlightenment. The manifesto criticizes this kind of society. Accordingly, there is the absence of equality and freedom among the two classes of men. Individuals make up the society. Engels and Marx are calling in behalf of the lower class in search for freedom, that is, the Marxist way, to liberate society from the capitalist way of living. As quotes from the Communist Manifesto: â€Å"The executive of the modern state is but a committee for the managing of the common affairs of the whole bourgeoisie†¦..They are unfit to rule because it is incompetent to assure an existence to its slave within his slavery, because it cannot help letting him sink into such a state, that is has to feed him, instead of being fed by him. Society can no longer live under this bourgeoisie, in other words, its existence is no longer compatible with society.† In the same manner, Engels pointed out in his book â€Å"The Condition of the Working Class in England† about his concerns of the citizens laboring themselves physically during the Industrial age. He considered the working class as being exploited and being subjected to societal crimes. In his point of view, there is no freedom and equality in the time of the industrialization period as these working men are being subjected to labor for the food the upper class of men. He even described the

Reflective journal about Building high self-esteem Essay

Reflective journal about Building high self-esteem - Essay Example It is a term used to describe human being’s emotional evaluation of their worth (Mind, 2013). It can be explained as an attitude or a judgment towards self. There are various emotions encompassing self-esteem such as pride, despair, triumph and shame. Self-evaluations can be negative or positive. It can be influenced by the external environment or can be completely self-generated (Reece, 2013). Self-esteem can also be associated with self-consciousness. Resent research in self-esteem has suggested that it has a power influence on academic achievement, different exercise behaviour, workplace development and increasing employee morale (Bragar, 2009). The fact that presence or absence of self-esteem can be an important factor influencing the success or failure of an individual makes it an interesting topic. This study is basically intended to critically reflect upon the learning I received from the teachers and trainers. In the course module, we have mainly read about the theorie s and importance of self-esteem and critical evaluation of what I have learned during the programme and how can I apply this in my future career. In order to do this analysis, self reflection methodology will be adopted. In this study, I will demonstrate real life experience of my learning which was during my work in the bank and how I could relate the concepts and theories with practical learning. I will reflect upon how I can use those learning for my professional career.