Organizational Designs essay 27th 03 22.edited

Success in realizing the set organizational goals depends on how best the managing body formulates and enforces managerial strategies that best address the workforce and the organization's demands. The human resource department proves an essential force in determining an organization's direction based on its inputs on workforce motivation towards the set organizational goals. While paying close attention to organizational design, it is clear that the approach defines how an organization is structured to execute its strategic plans and achieve the set goals in the most convenient manner possible (Hernaus, Aleksić, and Klindzic, 2013). However, there are no right or wrong organizational designs. On the contrary, the organization determines what designs work best for them. To this effect, the effectiveness of any organizational design remains associated with the design's ability to align the organization's structure with its goals aimed at enhancing efficiency and effectiveness. Organizational designs are divided into two major groups; traditional and contemporary designs. Simple, functional, and divisional designs fall under the traditional organizational design. At the same time, team structure, matrix structure, project structure, autonomous internal unit, boundary less organization, and learning organization are the main contemporary organizational designs. Modern organizational designs prove the most practical strategy that can best support human resource and diversity management since they do not follow a strict chain of command that makes many leaders dictatorial over their junior.