The organization that I will describe today is where I work, at Applause's. Here we have a vertical structure that consists of the owner, general manager, four managers, and all employees directly below them. The owner has complete control and say over everything that goes on in the restaurant. The general manager receives information on how to run and operate from the owner and relay that information down to the four members of management directly below him. Their Jobs are to collect information from the general manager and use that to complete their tasks and engage the employees under them.
Each member of management has their own crew that they run, create schedules for, and help when problems arise. There is the kitchen manager who runs the kitchen crew and oversees the kitchen employees schedules, the food prep, and cleaning. There is also the bar manager who creates bartender schedules and training, as well as liquor costs and control. The staff manager creates schedules for the hosts and servers, controls the flow of the seating and dining experience, and ensures that the customers are happy.
Finally the fourth anger is the assistant manager who can help out all managers with their duties and has basically the same responsibilities as the others but without a direct pool of employees. If business gets poor he will be able to assist every area of the restaurant. This form of organization varies from a horizontal structure because, although there are several managers on one level and all employees on one level, all employees report to a separate manager who resolves any issues, problems, or conflicts.
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There is no confusion as to who to report to and information is kept organized and accurate because there is only one person to report to. A horizontal structure in my company would have several managers for each section of the restaurant. There would be two or more kitchen managers, staff managers, bar managers and assistant managers. Although the assistant manager helps out with everything in the restaurant, there is still only one manager for each area of the restaurant.
Another form of organization would be a functional form of organization where the organizations "are specialized and grouped according to business unction's and the skills they require: production, marketing, human resources, research and development, finance, accounting, and so forth" (Bateman & Snell, 2011). The company I work for is similar to this form because all areas of the restaurant are separated into several areas where one person runs, maintains and regulates what goes on in that area.
The only real downside of this type of organization is if it were in a very large company. Information and workloads may become too great for one person to handle. In this case, information can get lost and radioactivity can slow because of management becoming over worked. As the book states, "this type of structure may be most appropriate in smaller business settings and if the business becomes fragmented it may have difficulty bringing new products to customers and responding quickly to customer needs" (Bateman & Snell, 2011).
I do not feel like the marketing department has anything to do with how the company's organizational structure because it is a chain restaurant. Therefore marketing is done at another location and does not interfere with how this branch is run. The name goes for the finance area, although they are pretty tight on the financial aspect so I feel like a vertical structure was chosen to save money. If they had a horizontal structure they would need to spend additional money on extra employees and or managers.
Human resources' is also an area I feel is not affecting how the structure of our branch is run. However operations do affect how the structure is set up. Our shifts and workload is directly affected by the business that comes in. If there is a lot of business we will all have plenty of shifts and be able to work enough to make accessory money. If business gets poor enough all employees will be cut and management will take over and do our Jobs. I always hear the managers' talk about labor costs to sales and when sales are low people are asked to leave to save money.
I think that by having a vertical structure the restaurant saves the most money because people and managers not only have one division of employees but are crossed trained in order to save money when needed. When looking at geographic, organizational, customer based, product, marketing channels, and personalization organizational design, these help determine which structure best suits the company I work for because we base the work we do (how much and for how long) entirely on sales and revenue that the company brings in.
When you get into the human recourse and marketing area of the company the Jobs are stable and not reliant on sales. The organizational structure that we have is based off of customers. The larger part of the company would have maybe a horizontal structure when we get into marketing and there might be several managers controlling this rear because the demand for new food, advertisements, and ways to save money are a never-ending need which means that many brains are needed and that they will pay more people to work these Jobs which means the need creates the organizational structure of a horizontal structure.
Because the actual restaurant is also customer based it means that based on sales, the structure is determined by the customer. If sales are high we can have more people on shift. If sales are low they have to ask people to leave and cut shifts so a vertical organization is ideal because each anger knows how to perform the employee tasks and can take over if necessary.
Also by having a vertical organization the company is saving money on the restaurant level because they do not have to hire multiple people to do one Job. In the end the company I work for, on the restaurant level has adopted a vertical form of organization which I feel is the best option because it saves money by adapting to a customer needs based environment. One manager monitors and controls many employees.
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