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Question

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Over the years, large business organizations have steadilyreduced the number of layers in the organization structure. Whatpurposes has this profound change in structure served? Whatresistance to change might the CEO encounter, and why? What can aCEO do to gain support for change in his or her organization?

Next,

Identify and describe the most common forms ofdepartmentalization (Provide examples). Explain the dimensions thatinfluence organizational culture. Which of these dimensions thatyou think influence the organizational culture of the company youselected for the project, and why?

Solution

xxxxx are xxxy purposes xxx xxxxxx xy steadily xxxxxxx thenumber xx xxyxxx xx the xxxxxxzxxxxx structure. xxxxx xxx xxxxxxxxx:x. Hierarchy xx authority : xxx xx the xxxxxxxxxxxxxxxxxx of xxxxxxxxxxy xx xxx lower xxxxx employee xxxxxxxxxxxx xxx xxxxxxxxxx by xxxxxx level xxxxxxxx.xxxx xx xxx topauthorities xxx at xxxxxxxxx xxx xxxxxxxxx with xxxx level.

2.Unity xx xxxxxxx : It xxxxxx that xxxxxxxxxxxxxxxx xxxxxxxx xxxxxxxx duties xxxx one xxxxxxxx xxx xxxxxxxxxxxxxxx is xxxxxxxxxxx for xxxx xxxy.x. xxxx specialization: xx an xxxxxxzxxxxx,xxxxx xx xxxxxxxx with xxxxxxx duties xxxx xxxxxxx xx theirknowledge xxx experience. xxxxx xxx xxxy departments xx anorganization xxxx xx xxxxxxxx support, xx , xxxxxxx. xxxxxxx xxxxxxx these xxxxxxxxxxx is xxxxxxxxzxx xx xxxxx work.

4. xxxxxxxxxxxxxxxx and xxx xxxxxxxxxxx : In xxxxxxxxzxxxxx, each xxxxxyxx xxxxxxx x precise xxx description xxxxxxxx xxxx xx job xxxxxxxxxxx from xxxx. xxxxxxxxxxxxxy xxxxxxxxxxxy of xxxx manager xx xxxxxxy xxxxxxx for xxxxx they xxxxxxxx xxxxxxxxxxy.x. xxxx and xxxxx functions : xxxx xxxxxxxxx ofan xxxxxxzxxxxx involves xxx xxxxxxy xxxxxxxxx and xxxxx functionssupport xxx xxxx xxxxxxxxx. For xxxxxxx a xxxx xxxx xxxx functionis xx lend xxxxy xxx xxxxxxxx banking xxxxxxxx while xxx xxxxxxxxxxxxx xxxxxxxx human xxxxxxxxx and xxxxxxxxxx.xxxxx xxx xxxy resistance xx changes xxxx xxxxx xxx CEOencounter, xxxxx are xxxxxxxxx:* xxx xxxx common xxxx of xxxxxx xx xxxx chances xx unfavorableoutcomes xxxx xx xxxx income xx personal xxxxxxxxxxxxx.* xxxxxxx xxx unwelcome xxxxxxx person xxx'x xxxx xx changehabits xxxx to xxxxxxx xxxxxxx xx done xxx not xxxxxx xxxxxxxxxxxxxxxxx.* xxxxxxx resist xxxxxxx as xxxy xxxx xxxy have xxxx of xxxxxxxx xxxxxxx xx change xxxxxxxxxxx.* Workers xxx xxxxxx xxxxxx as xxx weakness xx xxxxxxxx xxxxxxxxx overlooked xy the xxxxxxxxxx.xxx xx xxx following xx gain xxxxxxx xxx xxxxxxxxx;xxxxx for xxxxxxxxxx and xxxxxxxxxxx : xxxxxxxxxx change xxx be xxxxxxxxx xy xxxxxxxxxx and xxxxxxxxxxx aspectsof xxxxxxx xxxx xxxxxxxxx teams xxx managers. xxxx xxxx xxxxxyxxxxxx familiar xxx known xxxxxx xx xxxxxxxxxx.xxxxx for xxxxxxxxxxxxx : xxxxxyxxx xx xxxxxxxxxxxxxx members xxxx for xxy xxxxx xxxxxxxxxxxx or xxxxxxx toimplement xxxxxxxx xxxxxx. xxxx will xxxxxx confidence xxxxx xxxxxxxxxx xxx accept xxxxx changes xxx xxxx xx that.

Points xxx compelling xxxxxxx xxx xxxxxx, includingthe xxxxxxxxx benefits : xxxxxx xxxx the xxxxxxzxxxxx forthe xxxxxxxx xxxxxxx, xxy management xxxx decision xxx xxxxxx, xxxxxxxxxxxy among xxx employees. xxxxxxx xxxx xxx much xxxxxxyxxxxxxxxxxy benefit xxxx xxxx.xxxxxxxxx x change xx Urgency : xxxxxxxxxxxxxxx xx proposed xxxxxx will xxxxx xxxxxx xxxxx of xxxxxxy.xxy change xx xxxxxxxxy xx coming xxxx, this xxxx xxxxxx xxxxxxxxxxxxxx by xxxxxxxy of xxxxxyxxx.

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