The paper "Examining Fred Luthan's 12th Edition book on Organizational Behavior" is a perfect example of a management book report. The behaviors that employees exhibit are influenced by the core values set in an organization which in turn dictates the organizational culture that the employees will adapt to or rather, the organizational behavior and the way it affects organizational performance. Teamwork should be a part of an organizational culture that each and every employee embraces to optimize performance. The answer to this efficiency in teamwork and collaboration lies within the organizational structure that the management sets for the employees (Edmondson, 2012).
The article therefore expounds and outlines how organizational structure can be used to facilitate the collaboration, speed, and teamwork needed in an organization; the research will also examine the way traditional bureaucratic organization structures can employ viable strategies to enhance teamwork, collaboration, and speed in organizational operations. The research will use an evidence-based approach by examining Fred Luthan's 12th Edition book on "Organizational Behavior" among other researched literature works on organizational behavior. Organizations are profit-oriented premises or non-profit oriented entities that deal with a considerable number of employees.
Apparently, the organization that a group of people work under single or multilayered management there has to be enhanced teamwork if performance is to be put in effect. The informal organization tends to form the basis of a social structure used to govern how employees work collaboratively with each other thus enhancing strong teamwork. Teamwork refers to the ability of different departments to collaborate with each other, as well as the employees in an organization to work as a unit helping each other where necessary for the achievement of the core objectives of the organization (Scandura, 2016). Using multiple organizational structures can help an organization adapt to changes that could foster teamwork and speed of executing tasks.
The decision of which structure to employ solely lies with the top management; however, the core determinant of the structure would be the size of the organization. The taller the organizational structure, the bigger the organization (Luthans, 2011). It is the role of the top management to liaising with the various management levels in place to ensure that the subordinates work collaboratively.
It is appropriate for small organizations to flat organizational structure so as to mitigate the costs that come with running the business and give room for faster decision making. The utilization of flat organizational structures is the most ideal for speeded completion of tasks and projects as decision making is faster since no bureaucracy is involved (Edmondson, 2012). The contemporary Community Policing and Problem-solving Model (COPPS) tends to have power decentralization. It is an organizational structure that requires a participatory role. However, when it comes to the traditional bureaucratic model, it is designed to enhance control and rigidity in the management of an organization.
A centralized body makes all the decisions, and the subordinates follow without question. The managers set in each hierarchical division are given a set number of employees who cannot be reduced or increased as it is believed that the organizational management system would be interfered with. In both structures, the COPPS would prove to be the most effective in enhancing collaboration and teamwork plus speeded implementation of activities. However, among the two, various aspects can be factored in to ensure that teamwork and collaboration are enhanced.
Therefore, each structure suits the size of the organization in question (O'Connor, 2012).