hndaemanagingpeopleandorganisations人力和组织管理报告第一篇

hndaemanagingpeopleandorganisations人力和组织管理报告第一篇内容摘要：

of that, Neil bears more responsibilities to seek new projects, ensuring the pany is stable, marketability, growing and being brighter. With regard to technology, John’s firm has not preferred to located in town centre any more result from new technology, puter works and design munication with clients, therefore, it causes dispersion of department’s geographical location. Ultimately different locations will generate additional plicated structure for coordination. And furthermore it is imperative that David and Neil should absorb John’s worthful method of producing, which is also applicable to John’s team, in the end, they are expected to be in the harmony each other, the consequence of that is the plete approach tends to be slightly different. The size is considerably bigger than before when they create a merge. John has a large office coped with the additional staff from Barbour Brown and his equipment. Growing large contributes to redundancies, that is, more talented staff will not be fired and changes the pany structure from anic to mechanistic and plex. John has the same status with David and Neil in the new structure. Obviously, the number of each levels within hierarchical structure should be increased. There are four categories of relationships involved in the mixed anization. First, Line relationship means the boss delivers the authority or mand directly to their staff. For example, James gives out new projects to staff, which has a line relationship between James and the staff. If necessary, Neil passes the authority of decision making to Jack posing a line relationship, besides, the team leaders of site development will be manded directly by John, meanwhile, the team leaders assign the work to subordinates. Next, the relationship between the assistants of senior staff and other staff is called Staff relationship. For instance, when David is absent from office, James will acts as a representati。