tolerance for ambiguity
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indicates the extent to which a person has a high need for structure or
control in his or her life
low tolerance for ambiguity: desire for a lot of structure
high tolerance for ambiguity: do not have a high need for structure and can
thrive in uncertain situations
8 types of organizational structures
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, 1. simple: an organization has authority centralized in a single person, as
well as a flat hierarchy, few rules, and low work specialization
2. functional: people with similar occupational specialties are put together
in formal groups
3. divisional: people with diverse occupational specialties are put together
in formal groups according to products and/or services, customers and/or
clients, or geographic regions
4. matrix: combines functional and divisional chains of command in a grid
so that there are two command structures—vertical and horizontal
5. horizontal: Also called a team-based design, teams or workgroups,
either temporary or permanent, are used to improve collaboration and
work on shared tasks by breaking down internal boundaries
6. hollow: Often called network structure, structure in which the
organization has a central core of key functions and outsources other
functions to vendors who can do them cheaper or faster
7. modular: a firm assembles product chunks, or modules, provided by
outside contractors
8. virtual: An organization whose members are geographically apart,
usually working with e-mail, collaborative computing, and other computer
connections
External Stakeholders
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1. task environment: Eleven groups that present you with
daily tasks to handle: customers, competitors, suppliers,
distributors, strategic allies, employee organizations, local
communities, financial institutions, government regulators,
special-interest groups, and mass media
2. general environment: Also called macroenvironment; in
contrast to the task environment, it includes six forces:
economic, technological, sociocultural, demographic,
political-legal, and international
Give this one a try later!
indicates the extent to which a person has a high need for structure or
control in his or her life
low tolerance for ambiguity: desire for a lot of structure
high tolerance for ambiguity: do not have a high need for structure and can
thrive in uncertain situations
8 types of organizational structures
Give this one a try later!
, 1. simple: an organization has authority centralized in a single person, as
well as a flat hierarchy, few rules, and low work specialization
2. functional: people with similar occupational specialties are put together
in formal groups
3. divisional: people with diverse occupational specialties are put together
in formal groups according to products and/or services, customers and/or
clients, or geographic regions
4. matrix: combines functional and divisional chains of command in a grid
so that there are two command structures—vertical and horizontal
5. horizontal: Also called a team-based design, teams or workgroups,
either temporary or permanent, are used to improve collaboration and
work on shared tasks by breaking down internal boundaries
6. hollow: Often called network structure, structure in which the
organization has a central core of key functions and outsources other
functions to vendors who can do them cheaper or faster
7. modular: a firm assembles product chunks, or modules, provided by
outside contractors
8. virtual: An organization whose members are geographically apart,
usually working with e-mail, collaborative computing, and other computer
connections
External Stakeholders
Give this one a try later!
1. task environment: Eleven groups that present you with
daily tasks to handle: customers, competitors, suppliers,
distributors, strategic allies, employee organizations, local
communities, financial institutions, government regulators,
special-interest groups, and mass media
2. general environment: Also called macroenvironment; in
contrast to the task environment, it includes six forces:
economic, technological, sociocultural, demographic,
political-legal, and international
