Features of informal organization structure
1. Fluid and dynamic: Informal organization structures are flexible and can change quickly in response to the needs and preferences of the employees.
2. Based on relationships: In an informal organization structure, the relationships between employees play a significant role in determining how work is accomplished. This often leads to close bonds and camaraderie among employees.
3. Decentralized decision-making: Decision-making authority is often distributed among employees in an informal organization structure. This allows for faster decision-making, as employees are empowered to make decisions without going through formal channels.
4. Informal communication networks: In this structure, communication is often informal and occurs through informal channels such as socializing, coffee breaks, or hallway conversations. This can lead to more open and efficient communication within the organization.
5. Flexible roles and responsibilities: Informal organization structures allow for more flexibility in role assignments and responsibilities. Employees may take on tasks outside of their formal job description if they have the skills and interest to do so.
6. Focus on employee needs and motivation: Informal organizations often place a significant emphasis on employee needs and motivation. Managers may rely on informal rewards, such as recognition and praise, to motivate employees and foster a positive work environment.
7. Emergence of informal leaders: In an informal organization structure, leaders may emerge based on their abilities, skills, and influence rather than their formal title or position. These informal leaders can have a significant impact on the dynamics of the organization.
8. Creative problem solving: Informal organizations often encourage creative problem-solving approaches and innovation. The freedom and flexibility within the structure can lead to a more open and collaborative environment for generating ideas.
Informal organization structures are characterized by their fluidity and flexibility, as they are formed through informal relationships and interactions within a formal organization. Here are some features of informal organization structures:
1. Networks: Informal organization structures are based on networks of relationships rather than formal chains of command. These networks typically form around shared interests, hobbies, or social connections.
2. Emergent nature: Informal structures emerge naturally within an organization as employees connect and build relationships. They are not imposed or planned by management.
3. Communication channels: Informal structures often create alternative communication channels apart from the formal hierarchy. Employees can share information, ideas, and opinions more freely through these informal networks.
4. Influence and power: Informal structures can play a significant role in influencing decision-making and power dynamics within the organization. Informal leaders emerge based on their expertise, charisma, or social influence.
5. Information sharing: Informal structures enable the sharing of tacit knowledge and expertise that may not be captured in formal documentation or procedures. This informal knowledge exchange can enhance organizational learning and problem-solving.
6. Flexibility and agility: Informal structures allow for more flexibility and adaptability to change compared to rigid formal structures. Employees in informal networks can quickly respond to emerging challenges or opportunities.
7. Social cohesion: Informal structures foster a sense of community and camaraderie among employees. These relationships can foster employee engagement and satisfaction, leading to higher levels of productivity and collaboration.
It is worth noting that while informal organization structures can have benefits, they can also pose challenges, such as potential conflicts with formal authority and reduced transparency.