Organisational Structures- Tesco & Oxfam

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Organisational Structures- Tesco & Oxfam

Organisational Structures- Tesco

Tesco has a tall and traditional organisational structure. Because Tesco is a big company, its hierarchical structure offers many layers of management, giving everyone their individual place in the business. Hierarchical structures also ensure that management runs smoothly and that all of their employees know their roles and responsibilities so they can work more efficiently. Also, Tesco have several people in charge of each department so their span of control is quite thin, which divides up the workload and responsibility for those people in charge, so they can manage fewer members of staff.

However, this type of structure also has its disadvantages. Even though it is clear to the employees where they have to report to, a tall structure can cause some communication problems. For example, if there are problems in one of the lower departments in Tesco, it can take a long time to be fixed because of the many levels of hierarchy that it has to travel through in order to be resolved, which could make some branches feel they are slightly isolated.

Organisational Structures- Oxfam

On the other hand, Oxfam has a flatter structure because they don’t need as many employees as Tesco does. Because they don’t have as many paid staff, their costs would be much lower. It would also mean that there would be a smaller number of managers, so they would have the responsibility of a large number of workers for the charity, which means that the staff wouldn’t be supervised as much because the manager has a much wider span of control. This could make the workers feel that they have much more responsibility too which could make them more productive.

However, because Oxfam has a flat structure, they could possibly have more than one boss of an area. This could cause some confusion to the workers as…...

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