ORGANIZATION: Building and Changing Organizational Culture:

STRUCTURE AND CULTURE 1. Leadership Role:

- Leaders play a crucial role in
Organizational culture - is the shared values, beliefs, and practices that shape setting and reinforcing culture.
the behavior of individuals within a company. 2. Communication:
- It encompasses the unwritten norms, rituals, and assumptions that guide how employees - Regular and transparent communication
interact and work together helps shape and maintain culture
3. Hiring and Onboarding
Elements of Organizational Culture are - Attracting individuals who align with the existing or desired culture
1. Values 4. Training and Development:
- Core principles that guide decisionmaking. - Continuous efforts to reinforce cultural values
- Individual beliefs that motivate people to act one way or another.
2. Norms: Cultural Challenges:
- Informal rules governing behavior. Cultural Misalignment:
- Rule or standard of behavior shared by members of a social group - Misalignment between stated values and actual behaviors
3. Symbols: Resistance to Change:
- Representations of the company's identity. - Existing culture can resist efforts to introduce change
- Object, word, or action that represents a concept
4. Rituals: Organization structure
- Regular activities that reinforce cultural values. - refers to the framework that defines how an organization arranges its
- A sequence of activities involving gestures, words, actions, or revered lines of authority, communication, and allocation of tasks.
Objects - It is a critical aspect of organizational design, influencing how work is coordinated, decisions
Types of Organizational Culture are made, and resources are distributed.
1. Clan Culture:
- Emphasis on collaboration and teamwork. Common Types of Organization Structures
- Family-like atmosphere, with a focus on employee development. 1. Functional Structure
2. Adhocracy Culture: - Hierarchical arrangement based on functions or departments (e.g., marketing, finance).
- Embraces innovation and risktaking. - Specialization in skills and efficiency but limited flexibility.
- Flexibility and adaptability are valued. 2. Divisional Structure
3. Market Culture: - Organized by products, services, or geographic regions.
- Driven by competition and achievement. - Enhances focus on specific markets but may lead to duplication
- Focus on results, performance, and achieving goals. of efforts.
4. Hierarchy Culture:
- Emphasis on structure, stability, and efficiency. 3. Matrix Structure
- Clearly defined roles and processes - Combines functional and divisional structures.
- Dual reporting lines - employees report both to functional
Impact of Organizational Culture: managers and project managers.
1. Employee Behavior: - Balances specialization and project focus.
- Shapes how employees approach their work and interact with 4.Flat Structure
colleagues. - Few or no levels of middle management between staff and executives.
2. Decision-Making: - Promotes quick decision-making but can lead to overworked executives.
- Influences the criteria used in decision-making processes 5. Hierarchical Structure
3. Adaptability: - Traditional pyramid structure with clear levels of authority.
- A strong culture can enhance or impede the organization's - Well-defined roles but can impede communication.
ability to adapt to change. 6. Network Structure
- Relies on external networks and alliances to complete tasks.
- Highly flexible but challenging to manage.
Factors Influencing Structure Choice
1. Size of the Organization: Project Offices
- Larger organizations may benefit from more complex structures - A Project Office, also known as a Project Management Office (PMO),
2. Nature of the Industry: is a centralized entity within an organization that oversees and
- Dynamic industries might favor more flexible structures supports project management activities.
3. Organizational Culture: - it serves as a strategic driver for project success and
- Values and norms can influence the choice of structure organizational efficiency
4. Technology and Innovation:
- Advanced technology might demand more adaptable structures. Roles and Functions of Project Offices
1. Project Governance:
ORGANIZATION CHART - Establish and enforce project management standards and methodologies.
- An organization chart, or org chart, is a visual representation of the hierarchical structure of an Ensure alignment with organizational goals and objectives.
organization. 2. Resource Management:
- It illustrates the relationships and relative ranks of positions and departments within the - Centralize resource allocation, ensuring optimal use of skills and availability.
organization. Track and manage resource conflicts across projects.
3. Project Portfolio Management
Components of an Organization Chart: - Oversee the organization's portfolio of projects. Prioritize projects based on strategic
1. Shapes and Symbols: objectives and resource constraints.
- Rectangles represent positions or job titles. 4. Risk Management:
- Lines connecting shapes indicate reporting relationships - Identify, assess, and mitigate risks across projects. Establish risk management
2. Hierarchy Levels: protocols and best practices.
- Vertical levels represent different levels of authority or management 5. Reporting and Communication:
3. Departments and Units: - Provide regular reports to stakeholders and leadership. Facilitate communication
- Different branches or divisions are often depicted with distinct colors or borders among project teams and between projects

Types of Organization Charts Types of Project Offices:

1. Hierarchical (Traditional) Chart: 1. Supportive PMO:
- Shows a clear chain of command from top to bottom. - Offers templates, best practices, and consultative support. Limited
- Well-suited for small to mediumsized organizations control over projects.
2. Flat (Horizontal) Chart: 2. Controlling PMO:
- Fewer levels of hierarchy, promoting a more decentralized structure. - Provides support and requires compliance with established processes.
- Suitable for smaller organizations with an emphasis on collaboration Maintains a higher degree of control over projects.
3. Matrix Chart: 3. Directive PMO:
- Combines elements of both vertical and horizontal structures. - Takes full control of project management. Implements standardized
- Indicates dual reporting relationships in a matrix organization `processes and mandates compliance.
4. Circular Chart:
- Represents interconnectedness and collaboration.
- Common in smaller, innovative organizations.
-
Importance of Organization Charts
1. Clarity of Reporting Relationships:
- Clearly shows who reports to whom within the organization
2. Communication Tool:
- A visual aid for employees to understand the organizational structure

3. Decision-Making:
- Helps in decision-making by clarifying roles and responsibilities.