Mintzberg’s Critical Organizational Structures and the Three Self-Determination Theories

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Contents Executive Summary  3 Introduction  4 Organizational Structures  4 Divisional Structure  4 Professional Bureaucracy  5 Self-Determination Theory  6 Autonomy  6 Competence  7 Relatedness  8 Conclusion  9 Executive Summary
The report is organized into two parts that are presented individually. The first part highlights some of Mintzberg’s critical organizational structures and elaborates on them explicitly. The two organizational structures include divisional, whereby each division has its structure, and the professional bureaucracy, which operates under well-laid-out rules and regulations and is operated by professionals. The report provides real-life examples of organizations that utilize this structure in each division, including Procter & Gamble (P&G) as well as law and accountancy firms. In each of these structures, human resource (HR) management plays a crucial role in ensuring they are successful, and hence, the report also outlines some of the HR practices to augment employee performance. The second part of the report looks into the three self-determination theory constructs, including autonomy, relatedness, and competence geared at improving overall employee performance. This part outlines the HR practices that can be utilized for each of the three constructs, including training activities, team building, and giving the employees the freedom to decide on their own and align with the organizational goals. This part will also outline my experiences with HR practices and how they improved employee performance at the workplace.
Introduction
Organizations are created to achieve their specified goals. Due to the different plans an organization needs to achieve, various structures are prone to be present. Henry Mintzberg divided organizations into five main parts. The fundamental components include strategic apex, operating core, technostructure, middle line, and support staff, providing indirect services and supporting other major components, including administration (Lunenberg, 2012, p.2). Mintzberg also divided the organizational structures into five: simple structure, machine bureaucracy, professional bureaucracy, divisional structure, and adhocracy. While there are different divisions of organizational structures, employee engagement is vital to achieving corporate objectives. Given the economic strain businesses face on their budget, one of the frameworks utilized in creating employee engagement is the self-determination theory (SDT). The SDT framework outlines three constructs: autonomy, competence, and relatedness, and how they impact employee engagement at the workplace (Salikhova et al., 2020, p. 4). This essay will look into two types of organizational structures, providing real-life examples and outlining the HR management practices needed to ensure employee performance improvements within these structures. The report also highlights how the HR manager would facilitate the attainment of the psychological needs of competence, relatedness, as well as autonomy while maintaining workplace produ...