If the culture is bad enough to start with that the company feels that a change is necessary then the last thing that they want to do is be unethical about it. This would do nothing but make a bad situation worse.
6. Determine the organizational structure that would best facilitate the implementation of these new practices.
The best organizational structure that ANZ could use to implement their new practices would be that of a line and staff structure. The line-and-staff structure helps to identify a set of guidelines for the people directly involved in completing the organization's work. This type of structure combines the flow of information from the line structure with the staff departments that service, advise, and support them. Line departments are involved in making decisions regarding the operation of the organization, while staff areas provide specialized support. The line-and-staff organizational structure is necessary to provide specialized, functional assistance to all managers, to ensure adequate checks and balances, and to maintain accountability for end results (Organizational Structure, 2010).
A staff department, on the other hand, has employees who advise and assist, making sure the product gets advertised or that the customer service representative's computer is working. Based on the company's general organization, line-and-staff structures generally have a centralized chain of command. The line and staff managers have direct authority over their subordinates, but staff managers have no authority over line managers and their subordinates. Because there are more layers and presumably more guidelines to follow in this type of organization, the decision-making process is slower than in a line organization. The line and staff organizational structure is generally more formal in nature and has many departments (Organizational Structure, 2010). This type of structure would allow them to keep the employees as involved in the day-to-day operations as possible and keep them engaged. When changing the culture it is very important to make sure that employees feel connected and valued. This allows for positive attitudes and high moral.
7. Explain the importance of informal groups in achieving the managerial objective of cultural change.
In addition to formal organizational structures, an organization may also have a hidden side that doesn't show up on its organizational chart. This hidden informal organization is defined by the patterns, behaviors, and interactions that stem from personal rather than official relationships. In the informal organization,...
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