Managing the organization structure In order for a business to realize its objectives, it requires to abide by the Moss assessment questions in order to see it through the firm goals. Members of staff answer the assessment tool questions in order to assess the development of the organization. The questions bring out a clear picture of an organization progress in achieving its objectives. The inquiry revolves around the issues within the premise and its members of staff. For instance, the inquiry addresses the organization projects, professionals, departments, performance review, customer’s concerns, and superior management among other inquiries. With the questions answered by members of staff, an organization progress is evaluated (Moss, 2001). In this regard, by evaluating our organization progress, it is evident that the organization needs to work hard in order to attain the firm’s objectives successfully. For instance, departments do not necessarily compete, but simply perform their duties as assigned to them. In this context, the number of qualified personnel in the organization is calling for reform for the organization to achieve its target. With the assessment questions, they leave the firm with more to be done in order to accomplish the objectives set by our superiors. The assessment questions from Moss can clearly outline the challenges that are the main reason of many organizations not meeting their set objectives (Moss, 2001). According to McNamara’s categories of an organization structure, there are four aspects of an organization. The characteristics are ladder of power, coordination of endeavor, the general goal, and sharing out of labor. In his view, an organization ladder of power is to regulate the access of outsiders by coming up with rules to enforce the action. On the other hand, he clearly gives a clear picture of sharing out of labor that he emphasis on the significance of providing machinery to smoothen the progress of labor division (Coffey, 2010). In the same context, McNamara argues that the member of staff should be involved in decision-making for a firm to accomplish its goals. According to McNamara view of organization culture, our organization needs to work hard to be in a position to successfully attain the goals. For instance, a member of staff is not involved in the decision-making hence departments tend to accomplish the duties assigned to them. In the same context, the division of labor in our organization requires purchasing new machinery to facilitate the business to attain its objectives successfully (Coffey, 2010). In order for a firm to attain its goals effectively, the management requires to be in the same level with the actual involvement practice to the achievement of the goals. However, there are challenges such as the convolution matter as to whether a firm can set goals. The goals, which are the prefecture of member of staff compromising the organization, need to be addressed. However, the management should come up with goals that are consistent and capable to merge efforts of members of staff in the organization. The management also needs to be careful with the foundation or nature of the objectives they set. In this regard, members of staffs should be involved in decision-making to enable them to be part of the organization, and to boost their morale. In so doing, many firms will be in a position to achieve the firm objectives (Flamholtz, 1996). References Coffey, S. (2010). Understanding Organisational Culture in the Construction Industry. New York: Routledge. Flamholtz, E.G., (1996): Effective Management Control: Theory and Practice. Boston: Kluwer Aca-demic Publishers. Moss, N. (2001). Quiz: What Is Your Corporate Culture? Retrieved 12 august 2014, from < >

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