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1.1 Compare the use of different types of formal organisational structures.

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Course: Level 5 Diploma in Management and Leadership Unit: Understanding Organisational Structure, Culture, and Values Learner’s Name: XXXX Assessor’s Name: Submission Date: XXXX

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IQA’s Name:		Iqbal Ahmad
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Introduction:

There is no task for this unit assignment. You must prepare a document to show your understanding of the organisation`s structure, culture, and values.

Your guiding document must cover the following:

Learning Outcome 1: Understanding organisational structure, culture, and values

1.1 Compare the use of different types of formal organisational structures.

 

1.2 Analyse the factors affecting the development of a formal organisational structure.

 

1.3 Assess the extent to which informal organisational structures contribute to achieving organisational effectiveness.

 

Learning Outcome 2: Understand how organisational culture is developed and the value of a high-performance culture

2.1 Examine the factors influencing the development of organisational culture.

 

2.2 Evaluate the influence of different groups of stakeholders on organisational culture.

 

2.3 Analyse the different types of organisational cultures.

 

2.4 Analyse the features of a high-performance organisational culture.

 

2.5 Explain how organisational cultural analysis can be used to align organisational culture to strategy.

 

Learning Outcome 3: Understand the relationship between organisational values and organisational culture and behaviour

3.1 Explain the concept of organisational values.

 

3.2 Analyse the benefits to an organisation of having a set of shared values.

 

3.3 Examine the relationship between organisational values and organisational culture.

 

3.4 Analyse different models of organisational behaviour.

 

3.5 Assess the impact of organisational culture and values on team and individual behaviour in an organisation.

 

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Learning Outcome:	Assessment Criterion:
Understanding organisational structure, culture, and values	1.1 Compare the use of different types of formal organisational structures.
	1.2 Analyse the factors affecting the development of a formal organisational structure.
	1.3 Assess the extent to which informal organisational structures contribute to achieving organisational effectiveness.
Understand how organisational culture is developed and the value of a high-performance culture	2.1 Examine the factors influencing the development of organisational culture.
	2.2 Evaluate the influence of different groups of stakeholders on organisational culture.
	2.3 Analyse the different types of organisational cultures.
	2.4 Analyse the features of a high-performance organisational culture.
	2.5 Explain how organisational cultural analysis can be used to align organisational culture to strategy
Understand the relationship between organisational values and organisational culture and behaviour	3.1 Explain the concept of organisational values.
	3.2 Analyse the benefits to an organisation of having a set of shared values.
	3.3 Examine the relationship between organisational values and organisational culture.
	3.4 Analyse different models of organisational behaviour.
	3.5 Assess the impact of organisational culture and values on team and individual behaviour in an organisation.

Example Answer - Plagiarised Content

1.1 Compare the use of different types of formal organisational structures.

Formal organisational structures define how activities such as task allocation, coordination, and supervision are directed toward achieving organisational goals. The choice of structure significantly influences efficiency, communication, and decision-making. Below is a comparison of some commonly used formal organisational structures:

1. Functional Structure

A functional structure groups employees based on their specific roles or expertise. Departments such as finance, marketing, and operations are established, each led by a specialist. This type of structure allows for clear lines of authority, specialisation, and efficiency in routine tasks. However, it can lead to siloed departments with limited interdepartmental communication and slower decision-making processes.

2. Divisional Structure

In a divisional structure, organisations are divided based on products, services, or geographical locations. Each division operates semi-independently, with its own resources such as HR and finance teams. This structure allows for greater flexibility and focus on specific markets or products. However, it may result in duplication of resources and higher operational costs.

3. Matrix Structure

A matrix structure combines functional and divisional approaches. Employees report to both a functional manager and a project or divisional manager. This dual-reporting system encourages collaboration across departments and ensures resources are allocated effectively. Nevertheless, it can create confusion over reporting lines and lead to potential power struggles between managers.

4. Flat Structure

Flat structures reduce levels of hierarchy, resulting in fewer management layers. This model promotes open communication, faster decision-making, and employee empowerment. It is particularly common in smaller organisations or start-ups. However, the lack of defined authority can lead to challenges in managing teams and resolving conflicts as the organisation grows.

5. Hierarchical Structure

A hierarchical structure follows a traditional chain of command, with clear layers of authority and decision-making. It is highly organised, ensuring accountability and defined roles. This model suits large organisations requiring control and uniformity. However, it can be rigid, slow to adapt to change, and discourage creativity and innovation.

6. Network Structure

This modern structure relies on external partnerships and subcontracting. The core organisation focuses on strategic planning while outsourcing non-core functions to other entities. It is flexible and cost-effective, making it ideal for dynamic industries. However, it relies heavily on strong external relationships and can pose challenges in ensuring quality and consistency.

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