Organizational Chart: GSK (Egypt) Research Assignment (Essay Sample)

Organizational Chart: GSK (Egypt)
Name:
Institution:
Date:
Organizational Chart for GSK (Egypt)
An organizational structure demonstrates how employees are subdivided into units and divisions as a way of focusing effort on the required objectives of the company (Spector 2013). The working style of employees is largely influenced by the type of organization in which they work. The type of organization further dictates their responsibilities and the working culture. Functional organizational structure use functional structures to shape the development of technical skills and expert knowledge on the part of employees. It groups people according to the function they perform which is guided by their specialization. Departmental heads lead particular sections which helps the entity control quality and performance. This article is going to closely examine the organizational structure of GlaxoSmithKline (Egypt) which adopts a functional organizational structure. It is going to explore the benefits and challenges of the structure and the behavior changes required in adoption of the structure. It is also going to explain why the structure is the most appropriate for GlaxoSmithKline.
159067519050General Manager00General Manager
23907744635500-12319025590500110490024765000481012526670000609600025590500-11430024574500
3086100267335Procurement Manager00Procurement Manager1895475238760Finance Director0Finance Director647700248285Human Resource Director0Human Resource Director-552450238760Marketing Director00Marketing Director4229100273685Communication Director00Communication Director5648325257810Production Director0Production Director
281876520891500
2371725838200010572752362200048006006477000-123825869950061150509969500
1914525215900Finance Manager0Finance Manager609600234950Human Resource Manager0Human Resource Manager4333875104775Sales Manager0Sales Manager-609600209550Product Manager0Product Manager563880019050Quality Control Manager0Quality Control Manager
478155027495500607695036068000
234315029210001057275197485005638800222885Production Manager0Production Manager
187642591440Accountants00Accountants600075310515Selection Team0Selection Team4229100100965Sales Representative00Sales Representative6096000363220005448300720090Production Line Personnel00Production Line Personnel
The functional style is considered to be the best organizational structure for manufacturing industries. It avoids a case of employees reporting to multiple supervisors because of the clear hierarchy. A reduction in the number of communication channels reduces the bureaucracy in the organization hence more efficiency. The employees have a fixed job description which helps avoid duplication of work and increase accountability and productivity. Also, employees tend to have more job security which translates to increased performance and loyalty to the organization. In addition, there is a high level of specialization because the employees and their managers are experts in their field. Employees join in an entry level position with few skills and specialize more as they go up the ladder. Specialization leads to improved performance and standardization.
The biggest challenge to functional organizations is poor communication among the departments which poses a challenge to interdepartmental coordination. Each department may start operating in a silo with its own resources and culture. In some cases, functional departments tend to focus more on their departmental goals with a less regard to the organizational goals. If a specific project demands that different departments work together, functions may tend to be territorial and not willing to cooperate with each other. The lack of team work can have an impact on the overall success of the organization. In large organizations, it is difficult for the top management to manage and control the functional departments because of size. The difficulty in management control delays decision making which can translate to lost opportunities. Failure to handle the performance appraisal system well in functional departments can lead to conflicts with a potential loss of talented employees. Employees can also lose enthusiasm easily because of doing a repetitive job.
Functional organizational structure tends to be mechanistic with the unique feature of top down power hierarchy. The power to make key decisions is moved to senior management who also get credit for solutions (Davorin 2017). They are also the ones involved in complex problem solving and hence set rules in place to ensure that operations run in a predetermined order. This results in low morale in employees because of lack of a sense of ownership in the organization. The method also inhibits creativity and initiative because junior staffs are not actively involved in key decision making. Unfair treatment during performance appraisal which is a potential threat with adoption of the model can lead to low self-esteem in employees which is a situation that needs close monitoring by management (Wiley 2009). To overcome the passive behaviors associated with functional organizational structures, departmental heads need to offer effective leadership where they work closely wit...