There are different organizational structures, which can be useful in different organizations offering diverse services. Departmentalization is the process of making or forming diverse departments or sections for carrying out a variety of roles in the organization. In the case of Matrix organizations, it comprises individuals with parallel skills or professions for work tasks. For instance, several accountants may be in one accounting section and accountable to an accounts manager, but these accountants may also handle different projects and be accountable to a project manager while they work on those projects. This means that this structure contains two bosses. The project team contains a single boss who deals with the projects while collegial model is the affiliation with an administrative orientation of collaboration. The workers in turn acquire self-discipline and responsible behavior.
Departmentalization by program permit employees to get ample knowledge regarding other society services and available resources as well as to concentrate in preferred intercessions. One benefit of departmentalization by consumer is that it groups related types of consumers with similar categories of problems and requirements. Moreover, this structure lends itself to rational group and society types of involvements. One limitation of departmentalization by process is that consumers change employees and lose permanence in their connections with employees. Another disadvantage of departmentalization in general is that cross-department harmonization might be hard and may result to slower decision making. Moreover, it generates resolutions that please the firm but might hurt it and managers who do not have considerable experiences (Kettner, 2002).
Matrix organizations base its structural novelty on the argument that workers frequently require proficiency that emanates from more than one individual or discipline to execute at the best possible level of productivity. One advantage of Matrix designs is that they initiate flexibility in an organization. However, optimal utilization of matrix structures needs a sense of teamwork among the different managers or supervisors. A weakness of this structure is that the organization might use a large amount of precious energy in resolving inner disagreements if one or more managers are determined to execute their authority and power to their fullest. In addition, there are efforts to make certain that everyone involved has the entire information on each concern. Consequently, this result in extensive time lines before the different players arrive at decisions (Kettner, 2002).
The project team
The major purpose of the project team is to guarantee utmost sovereignty in group or team roles in an organization while guaranteeing harmonization and answerability. Normally, project teams perform part of a task for a bigger whole or the wider program. An assessment and problem-solving team aids new workers to handle the pressure of job and home responsibilities and to acclimatize to their new work environment (Kettner, 2002).
The aim of the collegial model is to attain maximum suppleness and liberty for team members or individual colleagues. An advantage of the collegial model is that it allows decision-making and sovereign functioning while supporting teamwork when required. The main disadvantage of the model is that there is lack of personal accountability to ensure the accomplishment of the overall purpose of the organization (Kettner, 2002).