Week 6 DB Different Organizational Structures


Week6 DB: DifferentOrganizational Structures

Indifferent organizations, there are different organizationalstructures, among them simple,functional, divisional, matrix.Different organizational structures have different advantages anddisadvantages. According to Jones(2007),simple organizational structures are easy to understand and have acentralized authority. In addition, the simple structure has nobureaucracies especially in the decision making process (Daft&amp Armstrong, 2009).However, simple organizational structure is not suitable for largeorganizations due to the lack of structures for large departments.

Functionalorganizational structure promotes specialization by differentiatingdepartments into their functionalities. This also makes it promoteproductivity, effectiveness and division of work (Daft&amp Armstrong, 2009).However, this structure does not promote team work as it alienatesdifferent functionalities. It is also not suitable for smallorganizations that do not have large departments.

Divisionalorganizational structures support the growth of product lines throughthe division of the departments as per the projects and productionlines. They also promote a combination of efforts based onspecialization of markets and geographical orientations (Jones,G2007).However, this type of structure limits the extent of specializationand division of labor. On the other hand, the matrix organizationalstructure has the advantage of decentralization of decision making,fast response to change and promotes flexibility in the use ofresources (Daft&amp Armstrong, 2009).However, it also lacks focus on internal relations, it is expensiveto formulate and may cause conflicts easily.

Thesimple organizational structure is the structure that I haveexperienced well in the company that I worked recently as an internstaff. The company is a small startup with twenty employees and threedepartments. Most of the decision making processes are done by theowner and the chief executive officer and his deputy. The samestructure is applicable in my local church, a feature that issimilar in homes as many decisions are made by the parents.

Week7 DB: EmotionalIntelligence

EmotionalIntelligence is the ability to evaluate one’s own emotions andmonitor the emotions of others, to differentiate between theseemotions and to appropriately react to them through carefully thoughtactions. There are four main elements of emotional intelligence thatdifferentiate it from all other types of intelligence, especiallyintelligence quotient. Oneof the elements is self-awareness. According to Goleman (2009),self-awareness is the person knows, assesses and evaluates his or heremotions. Through the awareness of self, a person is able to judgehis or her emotions.

Thesecond element of EI is self-management, which is the capacity of aperson to control his or her emotions and be transparent as well asadaptable to situations that shape his or her behavior. Socialawareness is the other element, which focuses on the level of serviceof empathy that a person has towards people. This element helpspeople to understand about the social aspects of other people and thesociety’s dynamics (Goleman, 2009). The other element isrelationship management, develops people to form good relationshipsthat are influential to others. As a result, a person inspires othersto live a better life.

WhileEI focuses on emotions, the IQ focuses on the knowledge and abilityof a person to use know how to interact with the environment. Whileboth are important, EI is more important for leadership, especiallystrategic leadership. This is because EI helps people to influenceother people, which is the main essence of strategic leadership.According to Goleman (2009), being emotionally intelligent involvesmanaging oneself to respond to situations rather than reacting tothem. For example, Steve Jobs was an example of a leader with a highEI. This was portrayed by his servant leadership, and ability tooffer his ideas indiscriminately. For instance, he accepted to besacked by the colleague, manager and accepted to return to thecompany, and continued to lead the company to more innovation andhigher profitability (Elliot&amp Simon, 2011).Therefore, emotional intelligence is more important for effectiveleadership.


Daft,R., &amp Armstrong, A. (2009). OrganizationTheory and Design.Toronto: Nelson Publishing

Elliot,J., &amp Simon, W.L. (2011). TheSteve Jobs Way: ILeadership for a New Generation.NewYork: VanguardPress

Goleman,D. (2009). EmotionalIntelligence: Why It Can Matter More Than IQ.London: A&ampC Black

Jones,G. R. (2007). Organizational Theory, Design, and Change (5th ed.).New Jersey: Pearson