{"id":36940,"date":"2025-09-30T16:05:41","date_gmt":"2025-09-30T16:05:41","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/strategic-hr-management-expert-track-2\/lessons\/lesson-3-characteristics-of-organisational-structure-2\/"},"modified":"2025-09-30T16:05:41","modified_gmt":"2025-09-30T16:05:41","slug":"lesson-3-characteristics-of-organisational-structure-2","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/strategic-hr-management-expert-track\/lessons\/lesson-3-characteristics-of-organisational-structure-2\/","title":{"rendered":"Lesson 3: Characteristics of Organisational Structure"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" width=\"96\" height=\"114\" src=\"https:\/\/certifeka-edu.com\/wp-content\/uploads\/2025\/04\/logos-png-01-296x57-1.png\" alt=\"\" srcset=\"https:\/\/certifeka-edu.com\/wp-content\/uploads\/2025\/04\/logos-png-01-296x57-1.png 96w, https:\/\/certifeka-edu.com\/wp-content\/uploads\/2025\/04\/logos-png-01-296x57-1-10x12.png 10w, https:\/\/certifeka-edu.com\/wp-content\/uploads\/2025\/04\/logos-png-01-296x57-1-42x50.png 42w\" sizes=\"auto, (max-width: 96px) 100vw, 96px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n<h2>Lesson 3 :Organisational Structure<\/h2>\n<h3>Characteristics of Organisational Structure<\/h3>\n<details id=\"e-n-accordion-item-4680\" open>\n<summary data-accordion-index=\"1\" tabindex=\"0\" aria-expanded=\"true\" aria-controls=\"e-n-accordion-item-4680\" >\n\t\t\t\t\t 1. Division of labour:<br \/>\n\t\t\t<svg aria-hidden=\"true\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><br \/>\n\t\t\t<svg aria-hidden=\"true\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><br \/>\n\t\t\t\t\t\t<\/summary>\n<h5>which is concerned with dividing up the many tasks of the organisation into specialised jobs.<\/h5>\n<h5>This structure will help in improve efficiency by delegating responsibility to other employees.<\/h5>\n<h5>It defines how tasks are assigned and grouped together with formal reporting relationships.<\/h5>\n<h5>Creating a structure that effectively coordinates a firm&#8217;s activities increases the firm&#8217;s likelihood of success.<\/h5>\n<\/details>\n<details id=\"e-n-accordion-item-4681\" >\n<summary data-accordion-index=\"2\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-4681\" >\n\t\t\t\t\t 2. Hierarchy of authority:<br \/>\n\t\t\t<svg aria-hidden=\"true\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><br \/>\n\t\t\t<svg aria-hidden=\"true\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><br \/>\n\t\t\t\t\t\t<\/summary>\n<h5>Which is concerned with who manages whom.<\/h5>\n<h5>It refers to a company&#8217;s chain of command, typically from senior management and executives to general employees.<\/h5>\n<h5>For example, if the company has 10 employees, they will be divided into groups and each group reports to their manager.<\/h5>\n<h5>They manager then reports to the chief executive office.<\/h5>\n<h5>Therefore, the company has multiple levels, with the highest level holding the highest power.<\/h5>\n<h5>Hierarchical structures are represented in a pyramid shape.<\/h5>\n<h5>Here, HR Managers can decide whether to follow a tall versus flat hierarchies depending on the nature of the business.<\/h5>\n<h5>Tall or flat organisation decides on the autonomy and control, and communication styles.<\/h5>\n<h5>Tall hierarchies have rigid autonomy with no flexibility and high control over decisions.<\/h5>\n<h5>Therefore, communication is difficult because employees cannot skip lines of authority to communicate with the top management or the CEO.<\/h5>\n<h5>While flat hierarchies have higher flexibility with delegation and low control.<\/h5>\n<h5>Thus, communication is easy because levels are minimised, and flow of information is fast.<\/h5>\n<\/details>\n<details id=\"e-n-accordion-item-4682\" >\n<summary data-accordion-index=\"3\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-4682\" >\n\t\t\t\t\t 3. Span of control:<br \/>\n\t\t\t<svg aria-hidden=\"true\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><br \/>\n\t\t\t<svg aria-hidden=\"true\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><br \/>\n\t\t\t\t\t\t<\/summary>\n<h5>Which is also concerned with who manages whom. It refers to the number of subordinates that can be managed effectively and efficiently by supervisors or managers in an organisation.<\/h5>\n<h5>It could be wide or narrow, as a wide span of control consists of many employees reporting.<\/h5>\n<h5>While a narrow span of control consists of a small number of employees reporting.<\/h5>\n<h5>Generally, the appropriate span of control depends on the experience, knowledge, and skills of the employees and the nature of the task.<\/h5>\n<\/details>\n<details id=\"e-n-accordion-item-4683\" >\n<summary data-accordion-index=\"4\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-4683\" >\n\t\t\t\t\t 4. Decentralisation Vs. Centralisation:<br \/>\n\t\t\t<svg aria-hidden=\"true\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><br \/>\n\t\t\t<svg aria-hidden=\"true\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><br \/>\n\t\t\t\t\t\t<\/summary>\n<h5>Decentralisation is the extent to which decision- making is concentrated in a few people or dispersed throughout the organisation.<\/h5>\n<h5>It benefits associated with greater participation and moving the decision closest towards implementation.<\/h5>\n<\/details>\n<h5>which is concerned with dividing up the many tasks of the organisation into specialised jobs.<\/h5>\n<h5>This structure will help in improve efficiency by delegating responsibility to other employees.<\/h5>\n<h5>It defines how tasks are assigned and grouped together with formal reporting relationships.<\/h5>\n<h5>Creating a structure that effectively coordinates a firm&#8217;s activities increases the firm&#8217;s likelihood of success.<\/h5>\n<h5>Which is concerned with who manages whom.<\/h5>\n<h5>It refers to a company&#8217;s chain of command, typically from senior management and executives to general employees.<\/h5>\n<h5>For example, if the company has 10 employees, they will be divided into groups and each group reports to their manager.<\/h5>\n<h5>They manager then reports to the chief executive office.<\/h5>\n<h5>Therefore, the company has multiple levels, with the highest level holding the highest power.<\/h5>\n<h5>Hierarchical structures are represented in a pyramid shape.<\/h5>\n<h5>Here, HR Managers can decide whether to follow a tall versus flat hierarchies depending on the nature of the business.<\/h5>\n<h5>Tall or flat organisation decides on the autonomy and control, and communication styles.<\/h5>\n<h5>Tall hierarchies have rigid autonomy with no flexibility and high control over decisions.<\/h5>\n<h5>Therefore, communication is difficult because employees cannot skip lines of authority to communicate with the top management or the CEO.<\/h5>\n<h5>While flat hierarchies have higher flexibility with delegation and low control.<\/h5>\n<h5>Thus, communication is easy because levels are minimised, and flow of information is fast.<\/h5>\n<h5>Which is also concerned with who manages whom. It refers to the number of subordinates that can be managed effectively and efficiently by supervisors or managers in an organisation.<\/h5>\n<h5>It could be wide or narrow, as a wide span of control consists of many employees reporting.<\/h5>\n<h5>While a narrow span of control consists of a small number of employees reporting.<\/h5>\n<h5>Generally, the appropriate span of control depends on the experience, knowledge, and skills of the employees and the nature of the task.<\/h5>\n<h5>Decentralisation is the extent to which decision- making is concentrated in a few people or dispersed throughout the organisation.<\/h5>\n<h5>It benefits associated with greater participation and moving the decision closest towards implementation.<\/h5>","protected":false},"comment_status":"open","ping_status":"closed","template":"","class_list":["post-36940","lesson","type-lesson","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Lesson 3: Characteristics of Organisational Structure - Certifeka-edu<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/certifeka-edu.com\/ar\/programs\/strategic-hr-management-expert-track\/lessons\/lesson-3-characteristics-of-organisational-structure-2\/\" \/>\n<meta property=\"og:locale\" content=\"ar_AR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Lesson 3: Characteristics of Organisational Structure - Certifeka-edu\" \/>\n<meta property=\"og:description\" content=\"Lesson 3 :Organisational Structure Characteristics of Organisational Structure 1. 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