MGMT 615
Internal and External Factors: Impacts on Organizational Structure
University of Maryland Global Campus
MGMT 615
Internal and External Factors: Impacts on Organizational Structure
The modern workforce is faced with constant changes involving technologic
advancements (external factor) and organizational structures are evolving to keep pace with
these innovations. Flexible work arrangements (internal factor) are becoming standard in many
organizations and the employees who telework for even a portion of their workweek reap the
benefits of cost savings and better work life balances than those who do not (Choi, 2020).
Intrinsically motivated individuals are well adapted for a virtual environment as they execute
their daily duties without a need for supervision or added human resources (Collins, 2010).
The resulting structure of an organization that supports telework is, by necessity, flat
(Townsend, et. al., 1998). This annotated bibliography describes the internal and external
factors on organizational structure.
Choi, S. (2020). Flexible work arrangements and Employee Retention: A longitudinal analysis
of the FEDERAL Workforces - Sungjoo Choi, 2020. Retrieved March 06, 2021, from
https://journals.sagepub.com/doi/10.1177/0091026019886340
Sungjoo Choi’s analysis of telework and its impact on workforce retention is a
fascinating investigation discussing cost effectiveness and emergency preparedness in
addition to the obvious telework aspect. The study highlights the effectiveness of
allowing eligible employees more control over their work environment, specifically the
Internal and External Factors: Impacts on Organizational Structure
University of Maryland Global Campus
MGMT 615
Internal and External Factors: Impacts on Organizational Structure
The modern workforce is faced with constant changes involving technologic
advancements (external factor) and organizational structures are evolving to keep pace with
these innovations. Flexible work arrangements (internal factor) are becoming standard in many
organizations and the employees who telework for even a portion of their workweek reap the
benefits of cost savings and better work life balances than those who do not (Choi, 2020).
Intrinsically motivated individuals are well adapted for a virtual environment as they execute
their daily duties without a need for supervision or added human resources (Collins, 2010).
The resulting structure of an organization that supports telework is, by necessity, flat
(Townsend, et. al., 1998). This annotated bibliography describes the internal and external
factors on organizational structure.
Choi, S. (2020). Flexible work arrangements and Employee Retention: A longitudinal analysis
of the FEDERAL Workforces - Sungjoo Choi, 2020. Retrieved March 06, 2021, from
https://journals.sagepub.com/doi/10.1177/0091026019886340
Sungjoo Choi’s analysis of telework and its impact on workforce retention is a
fascinating investigation discussing cost effectiveness and emergency preparedness in
addition to the obvious telework aspect. The study highlights the effectiveness of
allowing eligible employees more control over their work environment, specifically the
