Arranging and structuring work to accomplish the
organization’s goals.
organizational structure
The formal arrangement of jobs within an
organizational design
Developing or changing an organization’s structure.
work specialization
Dividing work activities into separate job tasks.
The basis by which jobs are grouped together.
functional departmentalization
Grouping jobs by functions performed.
product departmentalization
Grouping jobs by product line.
geographical departmentalization Grouping jobs on the basis of geographical region.
process departmentalization
Grouping jobs on the basis of product or customer
customer departmentalization
Grouping jobs on the basis of specific and unique
customers who have common needs.
cross-functional teams
Work teams composed of individuals from various
functional specialties.
chain of command
The line of authority extending from upper
organizational levels to the lowest levels, which
clarifies who reports to whom.
The rights inherent in a managerial position to tell
people what to do and to expect them to do it.
The obligation to perform any assigned duties.
unity of command
The management principle that each person should
report to only one manager.
span of control
The number of employees a manager can efficiently
and effectively manage.
The degree to which decision making is
concentrated at upper levels of the organization.
The degree to which lower-level employees provide
input or actually make decisions.
employee empowerment
Giving employees more authority (power) to make
How standardized an organization’s jobs are and the
extent to which employee behavior is guided by
rules and procedures.
mechanistic organization
An organizational design that’s rigid and tightly
organic organization
An organizational design that’s highly adaptive and
unit production
Producing items in units or small batches.
mass production
Producing items in large batches.
process production
Producing items in continuous processes.
simple structure
An organizational design with low
departmentalization, wide spans of control,
centralized authority, and little formalization.
functional structure
An organizational design that groups similar or
related occupational specialties together.
divisional structure
An organizational structure made up of separate,
semiautonomous units or divisions.
team structure
An organizational structure in which the entire
organization is made up of work groups or teams.
matrix structure
An organizational structure that assigns specialists
from different functional departments to work on
one or more projects.
project structure
An organizational structure in which employees
continuously work on projects.
boundaryless organization
An organization whose design is not defined by, or
limited to, the horizontal, vertical, and horizontal
boundaries imposed by a predefined structure.
virtual organization
An organization that consists of a small core of fulltime employees and that hires outside specialists
temporarily as needed to work on projects.
network organization
An organization that uses its own employees to do
some work activities and networks of outside
suppliers to provide other needed product
components or work processes.
learning organization
An organization that has developed the capacity to
continuously learn, adapt, and change.
organizational chart
A visual drawing of an organization’s structure.