Describe the structure and lines of communication in an organisation 2 1

Contract workers and part-time staff should also support the efficiency drive by getting involved in the TPM programme. A brief summary of each of the pillars will now be given. The topics selected must of course be ones that will help to achieve the objectives and policies of the company, factory, department and area.

Describe the structure and lines of communication in an organisation 2 1

Organizational Structure Impacts Communication Style by Steve Adubato, PhD There is an ongoing debate as to what type of organizational structure promotes open and healthy communication. Some say a clear hierarchy with a direct chain of command limits confusion by knowing exactly who is in charge.

Others say a flat organizational structure with few lines of authority with a CEO having direct communication with virtually all employees promotes a free flow of ideas and information.

Fact is, there is no one organizational structure that works best in every situation.

Chapter TPM - An Overview. - Total Productive Maintenance

Lots of variables matter. However, if communicating the right information to the right people at the right time is your goal, here are some points to consider: The strict hierarchy with a tight chain of command probably works best in a military-like situation, particularly in wartime.

Describe the structure and lines of communication in an organisation 2 1

In such an intense environment, it is essential that you know exactly who has the final authority to make a decision. Communicating and debating options when under enemy fire or in a police situation has limited value.

It can also create organizational paralysis. With a strict hierarchy, even if you disagree with the decision of the person you are reporting to, you have no other option unless you quit.

This same structure can be problematic in terms of open communication and information sharing in an organization that thrives on creativity, imagination and risk-taking. Consider advertising, where a campaign must be developed to communicate a compelling message to a target audience in a crowded environment.

In this instance, the flatter organization model with very few lines of authority makes more sense. Everyone in the organization is offering his or her ideas without fear of reprisal. Flat organizations promote more open communication, but can also create chaos.

If not, the risk of information overload is great. Further, the CEO has little ability to strategically determine what is most important to focus his or her limited time or attention on. This will result in lost productivity and missed opportunities.

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Regardless of the organizational structure, who the gatekeeper is matters a great deal. In the extreme, these gatekeepers can demoralize team members who feel they have little or no opportunity to communicate with the person at the top.

Organizational charts can be valuable, but they can also be restricting and demoralizing. At best, these charts should represent a loose, but always dynamic, visualization of who reports to whom. But when people start to feel confined by the box they are put in and the layers of boxes and lines above them, organizational charts are a negative force.Cultural Differences in Nonverbal Communication - When communicating, only a small percent of the exchange is verbal.

The larger part of the message is made up of body language or movements, known as nonverbal communication.

Over the past 15 years, I’ve been studying how companies create strategy—the most important responsibility of senior executives. Many corporations, I find, have replaced the annual top-down. Many people sense that the way organizations are run today has been stretched to its limits. In survey after survey, businesspeople make it clear that in their view, companies are places of dread and drudgery, not passion or purpose. Formal communication, no matter the format, uses the hierarchical structure of an organization to spread information or directives from the top of the organization down. In other words, subordinates are informed of policy changes, announcements or other information pertaining to the .

When we refer to hazards in relation to occupational safety and health the most commonly used definition is ‘A Hazard is a potential source of harm or adverse health effect on a person or persons’.

AC See if suitable for staff, if not then recycle Ask all staff to order personal goods home instead of work Request other businesses and organisations you trade with not to sell on details of the business Return to sender If you get junk mail with a return address on the envelope, you should: Write “unsolicited mail, return to sender” on the envelope.

This article focuses on communication in the organizational structure. In the lines of authority and communication Communicating Within The Organization. The larger the organization, the bigger the network of communication is needed to maintain the lines of communication clear throughout the organization.

Having a smooth and understandable structure helps in maintaining and easily pointing out the problems when it occurs throughout the network. Over the past 15 years, I’ve been studying how companies create strategy—the most important responsibility of senior executives. Many corporations, I find, have replaced the annual top-down.

Organizational Structure Impacts Communication Style