The paper 'Inevitable Part of Organisation Design or Simply a Management Convenience' is a great example of a Management Assignment. The current market scenario makes it imperative to reconsider the traditional organizational system whereby hierarchical control was considered to be an inevitable part of the organizational design but whether it is really so de rigueur for the proper functioning of an organization or is just a tool to ease the managerial responsibilities, is a striking issue when analyzed from the contemporary business practices perspective. The following discussion aims to focus on the impact of hierarchical control on the overall performance and efficiency of the firm and the relative consequences in absence of such measures that can change the direction of the business either for favorable or unfavorable circumstances. HISTORY OF HIERARCHYHierarchies were first initiated to run military and religious organizations which in the 20th Century transformed into multiple layer organizations.
F. W. Taylor realized that the most vital aspect in running a business that is knowledge and technical know-how were polished under the guidance of heads of workers of the time, thereby he conceptualized the methodology to convert tacit knowledge into explicit knowledge and empowering managers to head on the production process (Dafermos N G). He further supported that the time and motion study and exhibited that each task could be split up into many steps in order to achieve dissemination of knowledge, hence the batten was passed on from workers to managers and comprehended an organizational structure that regarded the organization as a machine and the workers as cogs (Dafermos N G). WHY HIERARCHY? The need of hierarchy can be defined by analyzing the fact that all bodies that govern companies employ people to perform the routing business functions and they all organize people into managerial hierarchies because this is the only way to structure inform working system with a large number of employees. The system helps to add real value to the work, to identify and nail down accountability at each and every crucial stage of the process, placement of competent people in the respective organizational layers, and above all build a general consensus in the accomplishment of organizational ends.
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