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Essay on Organizational Structures

An organization’s organizational structure provides the framework for running and planning its activities. The hierarchy, organizational structure, and channels for communication and decision-making make up an organization (“Organizational Structure,” 2012). An organization’s performance and capacity to adapt to environmental changes are impacted by its organizational structure. This essay will contrast the benefits and drawbacks of mechanical and organic organizational structures. The gauge, discover, and reflect framework will also be covered.

Mechanistic Structure

The conventional method of organizational design is the mechanical structure. A hierarchical structure with distinct lines of authority and control characterizes it. It is an extremely organized, centralized process in which tasks are divided into distinct roles and responsibilities. The mechanical structure is ideal for organizations with a highly specialized workforce because it emphasizes efficiency and control.


Efficiency: Mechanistic structures divide work into manageable, efficiently completed components to maximize efficiency and productivity, making it possible to make decisions quickly and help prevent wasting time on useless pursuits. A system in place enables tasks to be completed quickly and efficiently, increasing the organization’s overall effectiveness. It also ensures that resources are used as effectively as possible and that the final product is of the highest caliber.

Control: By giving one person or group complete control and decision-making power, an organization can have much control over its actions, enabling the adoption of strict standards and the upkeep of output consistency. This structure ensures that those in charge can more effectively implement their vision and goals because decisions are made from the top down (“Organizational Structure,” 2012). Mechanistic structures help ensure the organization’s success.

Stability: Mechanistic structures are highly organized and structured, giving the organization a higher level of stability. As a result, they are less susceptible to disturbances and changes from the outside world, which enables the organization to maintain stability and consistency. Due to its structural design, the organization is protected from outside influences and disruption to the greatest extent possible. This stability enables the organization to carry on operating without the need for significant modifications or changes.


Rigidity: Mechanistic structures are rigid and highly structured, and they can be challenging to alter or adapt to changing conditions. As a result, the company might become inert and need help to seize fresh opportunities.

Inefficiency: If the structures are appropriately managed, they may result in efficiency. Tasks not broken down into manageable parts may take longer than necessary and require more departmental coordination.

Lack of Innovation: Organizational structures may need more innovation by making the company too committed to upholding the status quo and closed to novel concepts, potentially leading to a lack of creativity and making it harder for the company to remain competitive.

Organic Structure

An alternative to the mechanical structure is the organic structure. A decentralized structure with adaptable roles and responsibilities best describes it. It is a flexible strategy emphasizing employee innovation and creativity (“Organizational Structure,” 2012). The organic structure prioritizes cooperation and teamwork and is ideal for businesses demanding innovation.


Flexibility: Organic structures are designed to be more flexible, allowing for greater autonomy and creativity and enabling the organization to quickly adapt to changing circumstances and take advantage of new opportunities.

Innovation: Greater innovation can result from organic organizational structures because they are more flexible and unrestricted by strict rules and regulations. Greater creativity may result from this, supporting the company’s ability to compete.

Collaboration: Roles and responsibilities need to be more clearly defined in organic structures, which can increase departmental collaboration. Increased communication and problem-solving may result from this.


Inefficiency: If organic structures are appropriately managed, they can result in efficiency. With clearly defined roles and responsibilities, tasks might be finished on time, and departmental coordination might improve.

Lack of Control: Organic organizational structures can lack control because they are less centralized and less concerned with upholding the status quo. This results in inconsistent output and a lack of organization-wide discipline.

Uncertainty: There may be uncertainty as the organization needs to be more structured and unpredictable with organic structures, resulting in the absence of predictability and making it challenging to make long-term plans.

Gauge, Discover, and Reflect Framework

The gauge, discover and reflect framework creates an effective organizational structure. Three steps make up the procedure: gauge, discover, and reflect. Organizations assess their current environment and gain an understanding of their current situation in the first step (“Organizational Structure,” 2012). Organizations identify the ideal situation and plan to get there in the second step. Organizations review their progress in the third step and make any necessary modifications.


The gauge, discover and reflect framework’s primary benefit is its future-oriented approach. Organizations can use the process to plan and create strategies to reach their objectives. The process also encourages organizations to evaluate their performance and adjust as necessary, encouraging ongoing development and keeping businesses on course.


The main disadvantage of the gauge, discover and reflect framework is its complexity. The process requires significant time and resources and may not be feasible for smaller organizations. The process also requires organizations to clearly understand their current situation and desired state, which can take time.

Organizational Chart

A sample organizational chart for a Pharmaceutical Company with a Functional Departmentalization Structure is shown in Figure 7.6. An overview of the Pharmaceutical organization’s structure, including its hierarchy and lines of authority, is given in this chart. The organization’s three primary levels comprise the board of directors, senior management, mid-management, and line management (“Organizational Structure,” 2012). Each level contributes to the organization’s success and has distinct roles and responsibilities.

A sample organizational chart for a Pharmaceutical Company with a Functional Departmentalization Structure

A hospital organizational chart is shown in Figure 7.7. This diagram gives a broad overview of the hospital’s organizational structure, including its hierarchies and power relationships. The organization’s four primary levels are the Board of Directors, the Medical Director, the Nursing Director, and the Clinical Staff (“Organizational Structure,” 2012). Each level has specific tasks and obligations, and they all work together to make the hospital successful.

A hospital organizational chart


Any organization must have a clear organizational structure. Performance and the organization’s capacity to adapt to environmental changes are impacted. This essay has contrasted the benefits and drawbacks of mechanical and organic organizational structures. The gauge, discover, and reflect framework has also been covered. Finally, two examples of organizational charts have been given, one for a hospital and the other for a school district. To ensure their success, organizations must carefully consider their organizational structure.


Organizational Structure. (2012).


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