The intent of this survey was to look into the relationship between organisational construction of a company and how it can be applied or good to the company that have chosen. Supporting research and statements are clearly explained throughout this study. Here, Carlsberg Brewery Malaysia has been chosen as the chief topic of this survey.
Carlsberg Group was founded by J.C. Jacobsen in 1847. Since so, it has made its esteemed place to the universe ‘s 4th largest brewery group. The central office of the Carlsberg Group is at Copenhagen, Denmark.
Carlsberg Group extended their concern to others market countries. Presently, there are more than 50 Carlsberg breweries around the universe, and Carlsberg Brewery Malaysia is one of it. Carlsberg Malaysia has incorporated in December 1969. Its expanded trade name portfolio includes Jolly Shandy Lemon, SKOL Super beer, Carlsberg Green Label every bit good as non-alcoholic drinks. Due to the high quality of beer merchandises, Carlsberg Malaysia has led the Malaysia Gross saless Market and left an effectual impact on the economic growing.
Organization construction is of import to cover with in the organisation ‘s development. And yet, a clear and an effectual organisation construction is the major factor and force to take Carlsberg Malaysia in their concern ‘s development and growing.
Planing Organizational Structure
Management is the major issue in runing a concern, it involves four maps: planning, forming, taking and commanding whereas forming is an indispensable measure to take a concern to turn. Organizing is an of import procedure for the directors to plan a formal organisation ‘s construction.
As stated by Schermerhorn, Jr. ( 2011 ) , the manner in which the assorted parts of an organisation are officially arranged is normally referred to as the organisation construction. Organization construction identifies functions, duties and undertakings of each occupation place and the relationships among these places. It must be coordinated and grouped in a logical mode in order to accomplish the organisation ‘s aims.
Organization construction can be shown visually in an organisational chart. Pulling an organisation chart is good to the top bed direction of Carlsberg Malaysia. When pulling it, those directors are forced to analyse the relationships between each occupation place and this may assist them to do betterments.
Figure 1: Organizational Chart
From: hypertext transfer protocol: //carlsbergmalaysia.com.my/web/company/cm_managementteam.aspx
Figure 1 shows the perpendicular organisation chart of Carlsberg Malaysia. This diagram illustrate the relationships and agreement of work places within Carlsberg Malaysia.
When directors design or create their organisation construction, they must engaged in six cardinal elements: work specialisation, departmentalization, span of control, concatenation of bid, centralisation and decentalisation, and formalisation.
The term work specialisation, is to depict the procedure of spliting work activities in an organisation into separate occupation undertakings. It ‘s besides known as division of labour.
Directors of Carlsberg Malaysia have put so much attempts on this measure to plan the effectual organisation construction. In order to increase the work end product, they specialize each employee in making a peculiar undertaking instead than full undertaking. Furthermore, there are some undertakings that require highly-developed accomplishments whereas some undertakings merely require lower accomplishments, the directors use work specialisation to do efficient usage of the difference of accomplishments that the employees or workers ain.
This attack is evidently good in the fabrication section of Carlsberg Malaysia. There are assorted types of trade names manufactured under the organisation. With this attack, every worker merely take part in a individual undertaking or facet of the production. For case, one worker participates in the production of the SKOL Super Beer, another plant for the Carlsberg Green Label, and so forth. Each worker could increase productiveness and execute the maximize efficiency because they concentrate on their occupation undertaking.
After occupation undertakings have been separated through work specialisation, they are grouped together so that common or related work activities can be done in an incorporate manner. The footing of how occupations are grouped back together is called Departmentalization. Some of the criterion and common signifiers of departmentalization used include functional, geographical, merchandise, procedure, client and etcetera. The manner that Carlsberg Malaysia utilized to group activities is by maps and it can be obviously seen in the organisation chart. The chart shows the functional construction of the organisation, with top direction followed by the maps of concern development, selling, human resources, fiscal and so on.
In Carlsberg Malaysia, people with similar accomplishments or executing the similar occupation undertakings are grouped into work units. Each section will hold the experts and the experts will be given the authorization to do determinations within their countries of expertness. Following are the benefits of functional construction towards the organisation:
High degree of efficiency and productiveness performed by the employees because they experienced the same occupation undertakings.
Employees are easier to develop because they merely concentrate on specific and narrow countries.
Job undertakings tend to be done systematically because common cognition portion within the experts and specializers.
Chain of bid
The organisation chart that declared before in the study shows the well-structured concatenation of bid, which identifies the relationship between the superior and subsidiary. Robbins & A ; Coulter ( 2012 ) commented that concatenation of bid is the line of authorization widening from upper organisational degrees to lower degrees, which clarifies who reports to whom. When the organisation grow in size, the concatenation of bid tend to go taller and there will be more beds of direction.
Suppose an employee from Gross saless Department had a job. He or she may come up with the inquiry like: Who would assist him or her to decide the issues? This inquiry can be solved by the undermentioned rule. Chain of bid has implicit in rule, which is the integrity of bid. The rule of concatenation of bid provinces that an employee should describe to merely one director. Working in Carlsberg Malaysia, each employee understand whom to describe or responsible to. They are assigned to the several directors. For illustration, sales representative merely will describe to the caput of the Gross saless Department.
Span of control
Span of control can be defined as the figure of subsidiaries that report straight to and efficaciously manage by a director. It is an of import consideration in how efficient Carlsberg Malaysia will be. The appropriate span must be concerned in direction because it affects coordination. Tall organisation construction has narrow span of control, while level organisation construction has broad span of control.
Management of Carlsberg Malaysia classified as narrow span of control. Each director has fewer subsidiaries to oversee. The directors are able to administrate and command the subsidiaries closely, therefore they will hold more clip to develop their subordinate. However, narrow spans have certain drawbacks such as perpendicular communicating will be become more complex and hence the determination devising will be slow down, higher costs due to high degree of direction hierarchy, and others.
Centralization and Decentralization
“ Should most determination be made at the top degrees of an organisation, or should they be dispersed by extended deputation throughout all degrees of direction? ” ( Schermerhorn, Jr. , 2011, p.251 ) Centralization refers to the grade of authorization for determination devising at the upper degrees of an organisation, decentalisation is the distribution of authorization for determination devising to the lower-level employees. Generally, little houses or company that started off in the custodies of a founding household frequently use centralised organisational construction. Each construct offers pros and cons for the organisation.
Carlsberg Malaysia is a decentralised organisation. The top direction offers the employees authorization to do determination as they are closer to the job and they have more elaborate cognition and experiences about it so that they can move more rapidly to give solution to the job. For illustration, Carlsberg Malaysia offers their gross revenues section equal authorization on taking what method to advance the new merchandise instead than implement them to advance in traditional ways.
Decentralized construction takes some load of daily “ non-important ” job work outing off the top direction, so they are left free to set more attempt on their strategic planning, higher-level determination devising and of import fiscal determinations. Furthermore, decentalisation provides low-level employee with important experience in doing determination. With this experience, they would be good prepared to move resolutely after they are promoted into higher-level places.
Nowadays, employees are expected to cover with the same input in precisely the same manner and supply a consistent end product. This is a extremely formalistic organisation ‘s outlook. As indicated by Robbins & A ; Coulter ( 2012 ) , formalisation refers to how standardized an organisation ‘s occupations are and the extent to which employee behaviour is guided by regulations and processs. When formalisation is high, the organisation offers specific occupation descriptions, many organisational regulations, and clear work procedures. Conversely, in a low formalistic organisation, the employee will hold more freedom in how they do their work.
To do a more flexible working environment, Carlsberg Malaysia tends to go low formalistic organisation although formalisation is needed for consistent control. Rules may be excessively restrictive in some state of affairss. Therefore, they give the employees sufficient independency to do determinations that they feel the best under the fortunes and would non impact the organisation ‘s repute. However, it does non intend the employees do non necessitate to obey the organisational regulations and ordinances since there will be some of import staff policies such as non to utilize company computing machine to see societal web like Facebook.
Employee satisfaction will be increase by working in this freedom and positive working environment and employee turnover ‘s rate will be reduced.
A well-organized internal construction is of import for every organisation to run and run their concern. Additionally, the size of the organisation indicate the grade of work specialisation, departmentalization, span of control, concatenation of bid, centralisation and decentalisation and formalisation required. Therefore, the direction of Carlsberg Malaysia need to find which construction will be the most effectual for them.