What are the key differences between traditional mechanistic organizations and contemporary organic organizations elaborate?

An organization’s structure is an important factor in how effectively it will operate. Some businesses are more suited to a hierarchical structure that adheres to rigid guidelines and procedures, while others benefit greatly from a structure that allows for free-flowing ideas and linear communication styles. The mechanistic organizational structure uses a top-down approach to management, while organic organizational structure uses a more flexible management style.

Mechanistic Organizational Structure

The mechanistic organizational structure is the most common business structure and is typically used in a manufacturing environment. This type of organizational structure is bureaucratic, which means it employs a highly centralized authority figure. A set of formal procedures, functions and processes are implemented throughout the organization under a mechanistic organizational structure.

In this type of organization, employees tend to work separately on their own tasks, which are handed down through a chain of command. Company-wide decisions are left to employees who reside at the top of the hierarchical chain and communication is passed from the top down. Written communication tends to dominate within this type of structure.

An organizational chart in the mechanistic organizational structure would typically include the Chief Executive Officer, executives, supervisors, managers and support personnel. Individual specialization is prominent among employees at every level within this structure. An organization is typically made of a network of positions based on an employee’s specialization within the company. Usually, each person handles one task within the network of business functions.

Within this structure, employees have little daily interaction with members of the structure’s upper executives. Those upper-level employees normally hold tight control over the employees below them, outlining processes and rules that must be adhered to throughout daily business operations.

Organic Organizational Structure

An organic organizational structure is a flat organization that allows for horizontal communications and interactions and is more suited to creative businesses. This type of organizational structure is decentralized, giving employees at all levels a chance to participate in business-related decision making.

Businesses with an organic structure often encourage group participation and the sharing of work responsibilities. Communication channels are open to employees, managers and business owners and contact between all levels of employees usually occurs on a regular basis. Lower-level employees tend to have more face-time with executives than in a mechanistic organization. The type of communication most often used in organic structures is verbal.

The flat nature of organic businesses allows this type of organizational structure to be more flexible to change if needed. Employees take part in a joint specialization based on the jobs at hand, providing expertise on a wide array of functions within the business. Status is tied to the perceived intelligence and aptitude of the employee rather than their position within the company. In an organic structure, the business is made up of a network of people or teams who work together in varying capacities to achieve the goals of the business.

The organizational design of a company establishes the hierarchy, the workflow and corporate culture of a company. Organic organization is compared to the mechanistic structure with stark differences between the two. Organic structure is a decentralized approach, whereas mechanistic structure is a centralized approach. Both have positives and negatives, as to how the company culture develops and executes the mission and vision of the organization.

Organic Organization Structure

The organic organization structure is said to be flat, meaning that there isn't a typical pyramid of leadership flowing from the lower level workers up to senior management. Often, there are often a lot of employees that work in horizontal clusters, rather than invertical clusters. From an organizational chart perspective, the goal is to create a more homogeneous culture of employees via decentralized management roles.

Within the organic organization structure, employees are encouraged to work together and to have teams working on tasks together or coordinating the flow of information and duties. Teams develop with communication working across teams in a horizontal fashion, rather than directing information up and down a traditional hierarchy. Many organizations adopting an organic structure implement open floor plan workspace, where verbal communication is valued more than constant written communication. A team member's role can adjust, as the needs of the organization and as immediate tasks change over time.

Mechanistic Organization Structure

The mechanistic structure is much more traditional and is often the immediate way a new business establishes its organizational chart. The structure is more clearly defined as a hierarchy with leadership delegating specific roles and tasks to those below. Teams are led by managers rather than building a team within cohesive groups. The mechanistic structure tends to be more stable, and also rigid, when it comes to delegated leadership roles.

With a centralized leadership approach, the mechanistic structure strives to have specific job descriptions for everyone. People work on individual tasks, with managers and leaders orchestrating the moving pieces. Written communication is used to track and advise on all aspects of work; this is a heavy-reporting organizational model. The mechanistic structure requires leaders to build loyalty among workers who report directly to them. Workers must have explicit trust that the directions they are given will move the company closer to its goals.

Building an Efficient Team

There are pros and cons to both organic and mechanistic structures. The rigid model of the mechanistic approach can stifle creativity and innovation. This is why most technology companies such as Google, take an organic approach. Even the organic model has problems, in which too many ideas as to how to complete a task can create pandemonium and inefficiency. Without clear leadership, momentum toward company goals can shift and become diluted, fragmenting into differing approaches among various teams in the company.

Business leaders need to consider which elements of the organic and mechanistic models work and which do not. Integrating a hybrid model enables an organization to keep a flat model where team innovations are valued with clearly defined leadership goals and specified tasks. A company that develops an organic structure merely because the leadership isn't strong enough to be an effective leader won't succeed. But if leaders come in with a defined vision getting the buy-in of teams and then facilitates teamwork toward that vision, the company is poised for success.

Building an efficient team starts with understanding the tasks required to achieve any company goal. From there, management should set key positions in a more flat structure that define who is responsible for what. While this moves more toward the mechanistic approach, it gives teams clear leadership with specific goals not subject to team ideas. Ultimately, business leaders want both the creative elements and teamwork in an organic structure with the clarity of mechanistic in terms of authority and vision.

What are the key differences between mechanistic and organic structures?

What is a major difference between a mechanistic model and an organic model quizlet?

What are the 4 types of organizational structures?

What are the 3 aspects of structure of organization?