Administrator Leadership Simulation Practice Experience Essay Sample

The organizational structure of a company indicates the method that authority, management, and responsibilities get outlined. The structures define how the managers supervise their staff and how they report to their superiors as well as the general staff interaction and relationship (Huffmire & Holmes, 2006). A flat organizational structure involves few or no levels of layers in an organizational chart. The staff, in this case, share a common ground of responsibility and self-governing and report directly to the president and vice versa. The hierarchical structure involves a number of layers with defined positions existing between the top management and the lower rank staff. The managerial process involves a hierarchy to reach the top management or the general staff.
Decision-making and implementation process depend on the structure of the organization (Simon, 2013). Management in a flat organizational structure facilitates fast approval in decision-making owing to the lack of bureaucracy that slows the process. That means the organization will respond faster to the emergence of challenges or opportunities. In the hierarchical structure, for instance, a decision made in the organization will require approval from almost all levels available in a bureaucratic procedure to reach the implementation stage. As a result of the skillful positions present, the parties involved will separately interpret a decision variedly and the need for consultation arises. For flat organizations, implementation could be by the same party making the decision and relies on the skill, knowledge, and rationale of the same manager.
Implementing technology change in an organization can be challenging in ways besides the technical aspect. In the world today, technology is useful in carrying out simple and complex tasks fast and efficiently and in some cases complements or supplements the human input. Employees might feel insecure with an advent of technology not just for the possibility of lack of skills to use, but also for the fear of supplementation. In order to suppress the fear of job insecurity, the best approach to harmonize the staff and technological advent is by use of a phase implementation strategy (Cyert & Mowery, 1988). That means the technology use will get implemented in small phases, and that may include its adoption by a small group of employees. In that way, the rest of the employees will observe and understand the significance and confirm the practicability or impracticability of their fears. In the implementation phases, training will be standard to make the technology adoption simpler and more appealing to the rest of the staff. The stages will also give time to analyze any risks or challenges and address them effectively as the staff adjusts to the idea of technology use.

References

Cyert, R.M., & Mowery, D. C. (Eds.). (1988). The Impact of Technological Change on Employment and Economic Growth. Mishawaka, IN: Ballinger Publishers.
Huffmire, D. W., & Holmes, J. D. (2006). Handbook of Effective Management: How to Manage or Supervise Strategically. Westport, CT: Praeger Publishers.
Simon, H. A. (2013). Administrative Behavior (4th ed.). New York: Simon & Schuster.