Organizational Structure Of Virtusa Commerce Essay

organisational complex body percentage Of Virtusa Commerce EssayThe drive of the wrap up is to identify the practices within organizations in Sri Lanka. The report consisted of deputes that required the submit to visit twain a public and hence Virtusa and Softlogic were chosen.First the master(prenominal) organisational friendly grammatical constructions and elaborations prevailing in an organization ar menti unrivalledd with relation to the organizations chosen, and the influences of the organizational structure and culture on the chore perfor human racece be investigated. thenceforth the forethought adventes practiced in the companies argon investigated and thereafter the personality characteristics of employees which should be downstairsstood by quartette-in-hands argon perplex too. at that placeafter three motivational theories were interpreted into consideration with regard to the two organizations.1.0 Introduction1.1 VirtusaVirtusa was established in September 1985 under the Chairmanship of Desha legion(predicate)a H.K.Dharmadasa with the objective of establishing it as a center of virtue in high technology diagnostic and curative facilities. Healing of the unforgiving being the primary objective, Healing with Feeling became this Hospital of tomorrow. Located at Union Place, Colombo 02 in very close proximity to the business spunk and within favorable r sepa swanly from the General Hospital and early(a) mevery commercialized establishments.1.2 SoftlogicEstablished in 1902, Perera and Sons Bakers, is the biggest bakery in Sri Lanka, producing everyplace 75,000 bakery products including nearly 150 birthday cakes per day and attracting over 15,000-20,000 customers daily. recreate by the fourth generation today, the business consists of 58 outlets and three bakeries.1.3 Organizational structure of VirtusaThe strategic take aim decimaters put up used process of assort activities which ar similar in nature. De diementali zation has used here by spot structure. This organization structure is more efficient. Through this employees get more undergo and head committed to their duties. As for an example under finance handler there are purchasing and accounting managers. They are mastered in separately sector and no film to find out intimately other operations. So the precise duties fill been condition. This is an advantage for them as they washbowl concentrate on their induce department and chamberpot passing play a better efficient service. Each and every manager is obligated for their own duty. at that placefore responsibility has sustained.Each department concentrates on their own train and that brush aside be a disadvantage for the customers who expect a prime(a) service. Competition among the departments lot gratuity into conflicts as all the departments concentrate on winning the war than attending to overall business objectives. Directors should maintain the flexibility amo ng employees who work in diametrical departments to move over the effective use of this structure.Advantages of the structureThere provoke be suck upn a de interchangeized structure. It en subjects decisions to be give away closer to the operational direct of work.Accountability and responsiveness is higher.Always hold higher performances. much keeping with developments and more whippy structures.Effective motivation and encouragement so-and-so be with with(p).Time is managed expeditiously various duties and responsibilities kick in distri yeted.Disagreements are less because decision make is done with other partys involvement.It provides opportunity for readiness and development in charge.Disadvantages of the structure,Functions fecal matter be isolated collect to some failures of communication and technological issues.This is not stable for urgent situations.There crumb be occur competitions among each department than concentrating the overall consummation of th e organization.1.3 Chain of contain in VirtusaChain of command backside be described as the way of authority and responsibility modernize from the pecking order. chest is who restrain power to make decisions and who take over authority to supervise subordinates. In Virtusa in the main strategic direct managers much(prenominal)(prenominal) as world-wide manager and board of directors restrain authority to make decisions and they are passed to the each direct through the hierarchy.Responsibility is the obligation to carry forward an assigned task to a successful conclusion. In this case authorized person hatful delegate his duties to his assistance but to delegate his responsibility is not permitted.1.4 collectablet of control in VirtusaSpan of control is the number of people who report to one manager in a hierarchy. In Virtusa there can see a narrow span of control. There have four layers and five take aims. Few employees can be seen under each manager. It allows th em to eliminate quickly with employees under them and controlling is easier. in any case close supervision can be done and feed back can be acquiring effectively. It lead reduce grievances and conflicts among employees. Also can be reduced get complex of work. Productivity will get increased and resources can be utilized effectively as well.1.5 Organizational Culture of VirtusaCulture is a collective programming of the mind which distinguished the members on human concourse from another. When it comes to an organizational culture it is a pattern of beliefs and expectations shared by the organizations members. These beliefs and expectations piddle norms that powerfully shape the behaviors of individuals and pigeonholings.Virtusa works according to role culture. Top level managers decide the bulk of duties should be done by employees and they are distributed among employees. Employees are assigned for a particular role. They are narrow down in each personal commendation line. So the commitment and dedication can be increased due to this. So to make maximal use of it managers should their skills. The management can make them work better and hard to improve the familys performance effectively.1.6 The Organizational Structure of VirtusaThe structure of Virtusa is created with some levels establish on functional department wise. This hierarchy has four layers managed by four main head hearer managers. In this structure the importance of role determines the position in hierarchy. It can be seen colossal span of control.One manager controls large number of subordinates compared with Virtusa. Therefore managers intercommunicate with employees quickly but it is not easy to guide and to control them. More effective feed back can be received from workers. Also it is essential to have management skills to control greater number of employees simultaneously. Grievances and conflicts will be either less or more. They depend on the situation. jam supervision is not easy to be done so productivity can be change. The process of this culture is according to their values which are integrity, care, passion, aggroupwork and service.Probably centralized management can be seen here. Communication in the midst of employees may less in this structure as the work is specialized. This can be an advantage to the organization as the man power and eon is being saved. There can see disadvantages as well as advantages. The role of each individual is well determined but the cosmic string of command is one way, expire level to lower level.Advantages of the structure be less and company does not need to employ as many managers.Easy to communicate and coordinate.Decisions are taken by top level managers and they are effective and fast.Conflicts and mistakes are less.Greater of specialization.New technology and in the raw methods can be trained easily without higher costs. theater directors can catch and pass massages easily to employees.Disadvantages of the structure,Difficult to control without proper management techniques.There is no opportunity to low level employees for their ideas.Less access to current ideas.Some successions it can be costly.Difficult to have close supervisions. scantily get opportunity to discuss complexities with managers for low level employees.1.7 Chain of command in SoftlogicChain of command is the way of passing decisions from strategic level to operational level as mentioned before. Similarly the long term strategic decisions are taken by top level managers such(prenominal) as CEO and other social occasionrs like chief managing officer, chief people officer, chief financial officer and chief operational officer. So the officers have authority to take decisions of each sector under them.When it come to responsibilities there have around four mangers under one chief officer. So duties can be delegated easily. But each manager has different schedules and work to be done. So they are not responsible f or others duties. This means they are specialized in each sector. So responsibility can not be delegated.1.8 Span of control in SoftlogicIn Softlogic there can see wide span of control, which means that one authorized manager have large subordinates to control. But this is larger than Virtusa. In the hierarchy layers are lesser compared to number of levels. As for an example one chief officer is responsible to control four managers. So he should have mastered in more than one section. So mistakes can be happened easily.It is easy to pass messages though it is a flat structure. Also it costs less notes to run a wider span of control because the company does not need to employ as many managers. But there are disadvantages as well from this horizontal management structure.1.9 Organizational Culture of SoftlogicCulture is the specific collection of values and norms that are share by people and groups in an organization and that control the way they interact with each other and with sta keholders international the organization. Role culture and task culture are common in Softlogic.Specific duties have accustomed to each and every employee who comes from various backgrounds. totally are driven towards a common finale. Softlogic is more concerned on team work rather than individual performances. They look at that satisfied employees go by in superior customer service. Softlogic also maintain commitment to stakeholders, and the environment. Softlogics corporate culture is to do the right thing for their employees, the community and the customers they serve.2.0 The influence of the organizational structure and culture towards the organizations performance.2.1 The relationship between the organizations structure, culture and the effects on business performance in Virtusa.Role culture is common in more or less organizations today. The decisions are taken by top level managers are implemented by tactical level and operational level employees. So each member has specific goal. It leads to success of the organization. Also this has a flexible environment. It helps the employees to apprehend organizational nonethelessts and makeup substantial relationship among employees. The staff of Virtusa benefits from specialization. Also training programs are conducted to improve the personality skills and the attitudes of employees.The structure and the culture of this organization teach about organizational activities. They involve with specific work rather than disbursement time to find out the expected logical argument to be done by them because they are well educated and with developed skills. This reduces wastage of time and man power as well. This can help to improve company performances. here has departmentalized according to function structure. Human resources, sales and marketing and Finance are some of main departments in Virtusa. The employees in each section can get more experience and it leads to improve the company performances and they provide surmount customer service too.2.2 The relationship between the organizations structure, culture and the effects on business performance in SoftlogicSoftlogic operates according to corporate culture. Decisions are taken by top level managers and other employees are never tough with it. Probably decisions in Softlogic are long term and they are stable. So subordinates never get a chance make decisions when top level managers are absent. In Softlogic the range of decisions are elementaryally to maintain standards and to offer a best customer serviceThe employees have built strong relationships among them and they can work friendly and helpfully when they work together. By functional friendly they get maked and try to do their best. There should have a good customer service as well as providing quality fare items. So this can be an advantage to customers as well because the customers are always looking for best service. Employees work in Softlogic have work shops to develop personality skills as well as to improve staff relationships.The structure of Softlogic is more effective for their success. Few levels can be seen and it helps to improve its company performances by doing more work under guidance of each manager. Communication is easy and not costly. So the culture and structure of the organization affect the performance of Softlogic and all the employees are apt(predicate) to make it effective.3.0 The different management onslaughtes in Virtusa and Softlogic3.1 How Management theories are utilise in Virtusa.Classical attack to management air air division of LabourDivision of labour is one of the key features, in the start place employ in the Virtusa. They have separated the service procedure into various elements, with each part allotd to a particular employee or set of employees. It is based on the thought that employees can reach a high degree of effectiveness if they are classify to one particular servicecentralisationThere i s one central position in the infirmary that manages the control over all the divisions. Centralization had made easy consultation and communication among subdivisions, just aboutly those at the centre as these days with technology, electronic and computer control, centralization has its desirability. This coming is mainly practiced in the department of IT and administration.Chain of commandThat is, the chain of superiors ranging from the top to the lowest. Unluckily, this has become a lengthy process in large organizations, such as this Virtusa and therefore problems can arise.This chain of command appeal is utilize in almost all the departments of the hospital.RemunerationPayment is a world-shaking motivator though by analyzing a number of possibilities. In this hospital all the employees are gracefully paying(a) in accordance with their contribution. This arise is applied in the human resources department basically.Discipline.Employees must obey their superiors, but this is two-sided employees will only obey orders if management plays their part by providing good management.3.1.1 Behavioral approach to managementHuman relations approachAs in every organization human relations approach is basically applied in the human resources department in the Virtusa. This is an render to make managers more responsive to their employees requirements. There is a better understand of human behavior at work, such as motivation, expectations, and enhanced productivity.Systems approach to managementThe systems approach to administration is a thought which views a company as an interconnected purposive system that consists of numerous business sections. It is a management approach which enables themanagersto serve the company as an incorporated part or a major section of the larger outside commercial environment.Contingency approach to managementSince, the hap approach to management is based on the thought that there is no one finest way to circularise and that to be effective, planning, organizing, leading, and controlling must be customized to the particular conditions faced by an organization, Virtusa is also practicing the same thing. As organizations, people, and conditions differ and change over time. Virtusa has set environmental change and im opportunity, work technology, and the size of a company as environmental factors impacting the energy of it.3.2 How Management theories applied in Softlogic3.2.1 Classical approach to managementDivision of LabourAt Softlogic., Specialization allocates the person to build up experience, and to constantly improve his skills. Thereby he can be more dynamic. The maximum development in the productive powers of job, and the greater part of the skill, handiness, and judgment with which it is anywhere aimed at, or applied, seem to have been the effects of the division of labour.RemunerationThis company believes that payment for work done should be fair to both employees and employers and employees mus t be paid adequately as this is a key motivation of employees and consequently greatly influences output.EquityThey also believe that workers must be treated kindly, and fairness must be enacted to make sure a just workplace. passenger cars should be fair and independent when dealings with employees. Encourages staff to be trustworthy and to be dedicated workers.3.2.2 Behavioral approach to managementHuman relations approachThis company uses Human mental imagery Management theories focus on techniques of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing as employee selection procedure.3.2.3 Systems approach to managementThe systems approach is not practiced in this company.3.2.4 Contingency approach to managementCompany is concerned about the changes in the trends and they are producing new kinds of food items in order to stay firm in the competition. According to the contingency perspective, constant environments su ggest mechanistic structures that highlight centralization, formalization, standardization, and specialization to get efficiency and consistency.4.0 different motivational theories and how they could be exercised to motivate employees/individuals in an organization to achieve organizational goals.Motivating each of the individuals requires re rollnition on your part that each employees motivation needs are different, and motivating the team requires a different approach from motivating the team members.It is unlikely that you will ever manage a team where everyone is adequately trained. It is even more unlikely that any leader has a team that never needs coaching. You need to be able to identify the training needs of your team members and be able to get that training for them.Motivation theories are mainly of two types subject (need) surmiseProcess surmisal4.1 Content (need) TheoryThis theory mainly focuses on the internal factors that direct and enhance human behaviour.The follo wing are some of the major content theoriesMaslows hierarchy of needsAldermens ERG theoryHertzbergs motivator-hygiene theory (two factor theory)4.1.1 Maslows Hierarchy of human needsOf the different types of content theories, the most famous content theory is Abraham Maslows hierarchy of human needs. Maslow introduced five levels of basic needs through his theory.The Hierarchy of postulate is as follows1. physiologic Needs basic issues of survival such as compensation and stable employment2. Security Needs stable physical and emotional environment issues such as benefits, pension, safe work environment, and fair work practices3. Belongingness Needs social acceptance issues such as friendship or cooperation on the job4. Esteem Needs positive self-image and respect and recognition issues such as job titles, nice work spaces, and prestigious job assignments.5. Self-Actualization Needs feat issues such as workplace autonomy, challenging work, and subject matter adroit status on the jobJust like Maslows hierarchy of needs, through dual factors theory, Hertzberg describes certain factors in the workplace which result in job cheer.4.1.2 Hertzbergs two factor theoryAccording to Hertzberg, he basically identified two separate groups of factors that had a strong impact on motivation. His first groups of factors were the hygiene factors which consisted of factors such as working conditions, quality of supervision, payment, status, company policies and administration.Having verbalise that, the second group of factors identified were known as the motivating factors which consisted of factors such recognition, achievement, responsibility, interesting job and advancement to higher level tasks as and ontogeny and so forth4.1.3 Process TheoryProcess theory of motivation is a cognitive rational process and concentrates on psychological and behavioral processes. This basically motivates individuals and focuses on how workers needs influence their own behavior.Main proce ss theories acknowledgeVroom Expectancy theoryAdams Equity theoryNeeds refinement Setting theoryVroom Expectancy theory efforts linked not just to the desire for a particular outcome, but moderated by an military rating of the likelihood of success. Here motivation strength is determined by the suppositious value of the result of performing a behavior and the supposed probability that the behavior performed will lead the result to materialize.The conclusions that can be strain from this theory are,Individuals will only act when they have a apt expectation that their behavior will lead to the desired outcome.Effort completely is not sufficient. It has to be accompanied by ability and skill. phone line satisfaction results from effective job performance rather than the other way round.Job design is therefore of crucial importance.4.2 The effective implementation of the above theories and to motivate employees in order to achieve the organizational goal in both Virtusa and Softlo gicIn order to achieve this objective and to keep the employees actuate the first two levels of Maslows hierarchy can be used as followsPhysiological needsThe basic pay of the employees can be increased or in addition to the basic pay an over time rate can be paid. The facilities such as a balanced repast can be provided during the time they are on over time as to encourage them. This shows the organization is concerned about the employees and will lead to motivation.Safety needs while they are at work, they can be provided with necessary instruments and equipment to keep them safe such as face masks, gloves and etc. en the number of accidents during working hours will be reduced. Rather than providing galosh only to workers, their families can also be looked after by providing medical schemes, life insurance as well as health and guard insurance.Along with Maslows hierarchy of needs, Herzbergs two factor theory can also be applied to motivate the employees.Hygiene factorsIncreme nt in salary would be a factor which motivates the employees. As discussed above, over time payments, salary increments and pension schemes can be provided to the employees of this company.Motivating factorsThe employees can be paid much more attention and can be given more recognition. In order to give them more recognition and to make them determine as part of the organization, the company can can allocate a certain part of the profit to its employees. Once they have achieved a given target they can be appreciated.The workers should be given targets which they are fit of achieving and leaders can be appointed among the employee groups to make them responsible for cerebrate jobsAs mentioned above process theory can be applied in order to motivate the employees in this company. Mainly goal orbit theory and expectancy theory can be used to scourge these crises.The employees in the organization should be able to achieve the given goal within the given time period. Therefore it is essential for task to of easy achievability and also to the team members should be with positive attitudes and focused on the organizational goals rather than individual interests.As for an example the workers should be given goals which they can achieve. According to the scenario demand for grains has been increasing and fertilizes and grains are complements. Therefore the issue of fertilizes also need to be increased. In order to increase the lend of fertilizes, the workers should be motivated and their productivity should be increased.It is discussed in the expectancy theory that employees should have the ability and skills to do the specific tasks. Therefore effort solely is not enough. They should be satisfied in order to gain maximum contribution from them. This is one of a crucial event which can be seen in any organization.5.0 The relationship between leading and motivation, and how the management practices are influenced by these two factors5.1 Different leading dahs in management many a(prenominal) people consider that leadership is just being the first, largest or most powerful. Leadership in organizations has a special and more meaningful explanation. very(prenominal) basically put, a leader is interpreted as somebody who sets perpetration in an attempt and influences people to pursue that direction the people can be oneself, another individual, a group, an organization or a society. How they set that direction and influence people depends on a variety of factors that well consider later on below.There are also bounteous theories about leadership, or about carrying out the responsibility of leader of an organization. such leadership flairs used by this company and their advantages are as listed below.5.2 Leadership styles practiced in the organizationsAutocratic LeadershipThe ascendantleadership styleis considered as an aged fashioned method with the following particularityManager tries having the most power and control in decision mak ing.Manager tries making as many decisions as possible.Managers are less worried with outgo their own leadership improvement, and desire to basically work on the deputation at hand.Manager tries retaining accountability rather than utilize complete allocation.The compulsive leadership is still used by many leaders crossways the world in many companies. The cause autocratic leadership carries on, even if it is old-fashioned, is for the reason that it is spontaneous, carries instant advantages, and comes natural to many leaders. Many leaders who take off pursuing leadership improvement are often trying to develop upon their organizations autocratic leadership style.The benefits of the Autocratic Leadership bearing and their impact on employee and company performanceIn spite of having many opponents, the autocratic leadership styles recommend many advantages to managers who use them. These compriseDecreased pressure due to increased control.Where the manager finally has important legal and personal accountability for a project, it will relieve them and reduce their pressure levels to know that they have control over their providence.A more productive dynamic group whilst the leader is watching.The delay that an autocratic manager maintains over a team improves their working velocity and makes them less likely to relax. This is perfect for inadequately motivated workers who have little concern or attention in the excellency or speed of work performed.Improved logistics of operations.Having one leader with flagitious participation in many areas makes it more likely that tribulations are spot in advance and deadlines met. This makes autocratic leadership perfect for one-off projects with fixed deadlines, or complex work environments where well-organized cooperation is the key to accomplishment.When is the Autocratic Leadership Style useful?Following on from the qualities listed above, the autocratic leadership style is useful in the following work circumst ancesWork environments where spans of control are big and complex so therefore the manager has little time to manage to each employee.Business where workers need to perform low-skilled, droning and recurring tasks and ordinarily have low levels of motivation.Projects where the work executes wishes to be accomplished to exact specifications and with a tight deadline. antiauthoritarian LeadershipDemocratic Leadership is the leadership style that encourages the distribution of accountability, the exercise of allocation and frequent discussion. The style has the following distinctivenessManager makes discussion on all major issues and conclusions.Manager efficiently hands over tasks to employees and give them full control and accountability for those tasks.Manager welcomes comment on the outcome of initiatives and the work environment.Manager supports others to become leaders and be occupied in leadership improvement.The benefits of the Democratic Leadership Style and their impact on employee and company performance.Positive work environment.An ethnicity where subordinate workers are given fair amount of accountability and are permitted to challenge themselves is one where workers are more encouraged to work and enjoy what they do.Creative thinking.The barren flow of ideas and optimistic work atmosphere is the ideal catalyst for germinal thinking. The advantages of this arent just appropriate for creative industries, because creative thinking is necessary to lap tribulations in every single organization, whatever its nature.Reduction of friction and office politics. By allowing subordinates to use their ideas and even more outstandingly increase credit for them, you are carefully reducing the amount of nervousness workers generate with their manager. When autocratic leaders reject to listen to their employees, or deliberately pay no attention to their ideas, they are efficiently asking for people to talk fucking their back and effort to undermine or succeed them.Reduced employee turnover. When workers looking at authorized through leadership improvement, a company will point out lower rates of employee turnover which has many benefits. A company that spends in leadership improvement for its workers is investing in their future, and this is valued by a large majority of the workforce.When is the Autocratic Leadership Style effectual?Democratic leadership is practical to a level in the industrialized industry, to allocate workers to give their ideas on how processescanbecome leaner and more inventive. While Fordism is still functional in some factories across the country, truth is that merchandise managers are now actually starting to tie together the motivational bonuses associated with not treating workers like robots anymore.Democratic leadership is successful in sea captain organizations where the importance is obviously on training, professional leadership improvement and quality of work performed. Democratic events are basical ly just one cog in the successful leadership mechanisms firms.Nonprofit organizations also terrifically