Introduction of Management for Geographic - myassignmenthelp.com

Question: Discuss about theIntroduction of Management for GeographicTerritory. Answer: Explain an organizational structure including its advantages and disadvantages: Organizational structure is widely known to have a variety of structure stating different functionality and hence, productivity. Popularly, few structures are line organizational structure, divisional organizational structure, matrix organizational structure and hybrid organizational structure (Islam, Jasimuddin and Hasan 2015). In this study, the main focus is on the Divisional organizational structure. The divisional organizational structure is further divided into various sections like function, product, project, geographic territory and combination (Earnhart and Leonard 2016). Departmentalization into various kinds of functions serves a varied range of purposes. Therefore, the different departmentalization based on distinguished functions provides a different set of advantages and disadvantages to its possessor. Departmentalization is done to address a distinguished set of functions. Advantages: Divisional structure helps to an emphasis on the end result. It enables focusing on a particular product line. HODs are connected to each other by means of functional division. Hence, reporting is in a much-improved form. It further means that product-wise emphasis is bigger which is supported by a differentiation of the product lines and facilitation of improved communication between SEO and the HODs. Production of managers is another advantage. Due to a separate division of distinguished product lines, senior or skilled employees get ample of time to get settled with the managerial skills. Measurement of performance becomes easier due to the emphasis on the end result of the separate product line. Emphasis on profits gets deeper due to the separation of product lines into the different division (Carley and Prietula 2014). Disadvantages: The structure is costly as managers are needed for the separate product line. Hence, it is feasible only for a few organizations. Recruitment of more managers may be required if the organization lacks to have sufficient bench of managers. It may also have a lack of specialization as more resources are required (Dedahanov, Rhee and Yoon 2017). Defining emotions: Emotion can be defined as a short-term or even a long-term belief that employee carries. This may be understood as perceptions which employees possess. Such perceptions are the result of external influences such as the workplace environment, employee behavior and the organizational policies (Vranjes et al. 2018). Emotions can be both positive and negative. Positive emotions may be extremely advantageous for employees and also the employers. On the other hand, negative emotions may be harmful as well. There are lists of positive emotions such as enthusiasm. One of the negative emotions is anxiety (Vranjes et al. 2018). Impact of one positive and one negative emotion at the workplace: Impact of one positive emotion (Enthusiasm): Enthusiasm is one of the keys to employees success. Employees filled up with sheer enthusiasm perform to their potential. Enthusiasm in someone is self-generated and in few, it is created under the influence of some external factors. Those who are born with the enthusiasm they excel at the different stage that they become a part of. It helps them in academics to stand against the odds and deliver the performance. It keeps them calm and composed in trouble situations when they are at their work. External resources can be anything which is motivating to its bearer. In academics, this can be the tutors. At home, parents can motivate. Effective leaders or the managers influence at the workplace (Wall, Russell and Moore 2017). Impact of one negative emotion (Anxiety): This is immensely threatening to the productivity at any level in life. It can be fatalistic during the studies. Employees with anxiety due to various reasons like work-pressure, employer's work policies, workplace environment, and others are in severe threats. Anxiety is one of the causes of mental illness. Mental illness does not only affect the performance but, it also hampers he personal life. Those who have anxiety are not able to concentrate on their personal things also (Hoffmann 2016). Describing one characteristic of an effective team Explain and give a definition of the selected characteristic Team characteristics are of various kinds; however, in this section, the focus will only be on the "open communication". Open communication can be defined as a state where organizations claim to have practicing an effective communication. Effective communication in this regard means that there are no barriers in between the management and the employees. Additionally, team members do also practice effective communication when they exchange an open communication. It means they give no values to such thing that might also damage the team spirit. One of such things is racism that affects the cultural values and also gives space to cultural conflicts in the team (Gordon, Feldman and Leonard 2015). Discuss how this characteristic relates to teamwork Open communication does have an influence on teamwork. When the team members have open communication between them it means they are aggressive to the solution (Cornelissen and Cornelissen 2017). They do it through an elaborated discussion. However, when one or few members lack in open communication, that really affects the teams productivity. It is because they develop a tendency to form few smaller groups within the team and hence, remain confined just to their selected kind of group. On the other hand, when a team promotes the open communication there will be no place for racism. Racism is indeed a reason for team conflicts (Cornelissen and Cornelissen 2017). How the chosen characteristic can help improve the work environment: The chosen characteristic if positively being implemented, team productivity will definitely improve. It is important to know what keeps a team away from the performance. Racism, hatred feelings for others and conflicts are some of the possible reasons that affect the team's productivity. An open communication is indeed the solution. Open communication gives ample time to team members to settle their differences and be like a team. Open communication promotes the team spirit and cooperative nature. Hence, coordination within the team will improve that is essential to the success of a project (Neuliep 2017). References: Carley, K.M. and Prietula, M.J., 2014. The" virtual design team": Simulating how organization structure and information processing tools affect team performance. InComputational organization theory(pp. 19-36). Psychology Press. Cornelissen, J. and Cornelissen, J.P., 2017.Corporate communication: A guide to theory and practice. Sage. Dedahanov, A.T., Rhee, C. and Yoon, J., 2017. Organizational structure and innovation performance: Is employee innovative behavior a missing link?.Career Development International,22(4), pp.334-350. Earnhart, D. and Leonard, J.M., 2016. Environmental audits and signaling: The role of firm organizational structure.Resource and Energy Economics,44, pp.1-22. Gordon, S., Feldman, D. and Leonard, M. eds., 2015.Collaborative Caring: Stories and Reflections on Teamwork in Health Care. Cornell University Press. Hoffmann, E.A., 2016. Emotions and emotional labor at worker-owned businesses: Deep acting, surface acting, and genuine emotions.The Sociological Quarterly,57(1), pp.152-173. Islam, M.Z., Jasimuddin, S.M. and Hasan, I., 2015. Organizational culture, structure, technology infrastructure and knowledge sharing: Empirical evidence from MNCs based in Malaysia.Vine,45(1), pp.67-88. Neuliep, J.W., 2017.Intercultural communication: A contextual approach. Sage Publications. Vranjes, I., Baillien, E., Vandebosch, H., Erreygers, S. and De Witte, H., 2018. Kicking someone in cyberspace when they are down: Testing the role of stressor evoked emotions on exposure to workplace cyberbullying.Work Stress, pp.1-21. Wall, T., Russell, J. and Moore, N., 2017. Positive emotion in workplace impact: the case of a work-based learning project utilising appreciative inquiry.Journal of Work-Applied Management,9(2), pp.129-146.