Organizational Archetypes: Strategies of Operation

Organizational Structures:
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Organizational Archetypes
Mintzberg developed parameters that help define an organization. They focus on the people and their strategies of operation. The size of an organization also determine which structure will be used for it. Their influence on the activities of an organization is significant as will be evaluated. In this article, five different types of organizational archetypes are analyzed and how they will influence innovation.
The five different patterns that an organization structures may take include entrepreneurial, machine structure, professional, divisional and innovative. They have different ways of controlling how corporations work and needs templates for explaining the structures that businesses have (Tidd & Bessant, 2013). The entrepreneurial structure has few people in the management and does more business compared to other structures. It is known as the flat structure. Without standardizing systems, the companies that use this structure becomes flexible. An example is a starting business that delegates different departments at various people and requires them to make decisions on that line (Tidd & Bessant, 2013). In such a context, the heads of the different departments would make almost all the decisions on behalf of the others. The problem is when bad decisions are made as the business would want to expand.
The professional organization demands an environment that most people are experts in their field. The system becomes bureaucratic because of the needs of every sector being manned by a professional in the same body. The system is best applied when a government has several areas of demand that would call for skills from different workers (Boyd & Cronin, 1995). It has several rules and procedures that combine their productions to benefit the organization and the people working in. When compared to the entrepreneurial and machine structures, it is the most complex.
Machine structure has a centralized management and decision making. The leadership has few people with different departments within the organization. Most of the other departments have the central control which they seek directions, supervisions, and go-ahead (Boyd & Cronin, 1995). They may remain dormant if the primary decision makers decide not to delegate duties to them. Their contribution to the organization is on their professional grounds. Examples are manufacturing and government offices that work on routine jobs.
Divisional structure is used for diversified firms. An example of a media company that runs a television station, radio broadcasting, and print media. The different departments will require different managers and styles to complete the general organization. Above these mana...