Organizational Structure 2
Organizational Structure Assignment
Introduction
The organizational structure of public administration and management has changed over
the years. Throughout its history, public administration has gone through various models of
organization. Businesses and organizations must be able to adapt and be flexible with the ever-
changing scope of society. These models have been used to help businesses and government
organizations reach their goals. Many of these businesses have been successful using these
models of organization. However, implementing these models in the wrong way causes failures
and cripples the business or government organization. Businesses and organizations use these
models to help with public service motivation. Public service motivation is "an individual's
predisposition to respond to motives grounded primarily or uniquely in public institutions and
organizations" (Perry and Wise 1990, 368). Public service motivation is critical for the success
of any business or government organization. The three organizational models that businesses and
government organizations use to foster public service motivation and use for organizational
structure are the Bureaucratic Model, Matrix Model, and Team Model.
Bureaucratic Model
The bureaucratic model of organizational structure is one of the most accepted and used
forms of organizational structure. This model is a traditional pyramid-style structure that
emphasizes hierarchy, has clear rules and procedures, and is highly specialized (Dresang, 2017).
The pyramid-style structure means that there is one boss at the top, supervisors and managers
below the boss, and then the other employees at the bottom below everyone else. The theory of
bureaucratic organization was first established by Max Weber. Weber believed that the
bureaucratic model of organization was the most efficient way to run a business or organization.
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The bureaucratic model has 5 key characteristics. “The distinguishing characteristics of
bureaucracy include division of labor, hierarchy of authority, extensive rules, separation of
administration from ownership, and formal selection procedures based on technical skills” (Dash
& Padhi, 2020). The Bureaucratic model uses these characteristics to ensure that the business and
organizations that use this model run more efficiently. The division of labor allows for
specialization of certain tasks by each level, the hierarchy of authority gives a chain of command
for the business to follow, rules ensure that there is stability and fairness within the organization
or business, and the selection procedures ensure fairness in promotions and hiring.
The bureaucratic model is effective because “large organizations with many hierarchical
layers can become structured and work effectively” (Mulder, 2023). With hierarchical layers, a
business or organization can adjust and be flexible within the changing landscape of society. The
bureaucratic model is also effective at public service motivation. One of the most effective
motivational aspects of the bureaucratic models is the prospect for promotions. In any
organization with a hierarchical structure, employees can be promoted within that organization.
With promotions usually comes added benefits such as pay raises and increased responsibility.
Not every organization that uses a bureaucratic model has promotions within that organization.
When this happens, employees are motivated by other things such as training, being rewarded for
accomplishing the goals of the business, and public recognition. “By promoting great
recognition, organizations can create strong, embedded cultures and tap into the sweeping
benefits of an engaged workforce” (Gallup, 2023).
Bureaucratic organizations are not without fault. There are downsides to the bureaucratic
model of organization which often have negative impacts on public service motivation.
Moyinhan and Pandey suggest that bureaucratic organizations tend to negatively impact public
Organizational Structure 4
service motivation because of the hierarchical culture and the ‘red tape’ that comes with
bureaucratic leadership. The red tape that can come with bureaucratic organizations “discourages
employees from believing they are serving the public good” (Moyinhan & Pandey, 2007,
findings and discussion section). Another factor that causes a negative effect on motivation is the
fact that employees at the bottom see the business or organization as top heavy. Employees on
the bottom of the hierarchal pyramid have little say in the decision making of the company, and
if they are not promoted to a higher position, they will never have a voice in the company.
Matrix Model
The matrix model of organization is a model that is vastly different than the bureaucratic
model. The matrix model is project focused and very efficient at completing those projects. A
matrix model organization as one with specialists that are in a functional structure where the
work is accomplished by organizing along project lines and across the functional structure
(Dresang, 2017). The matrix model gives each employee two managements to answer too, the
functional structure manager and the project structure manager. The functional structure is where
an employee gets paid and is where the administration is. The project structure is “where he or
she lives at the moment” (Dresang, 2017, p. 41). The matrix model is derived from Henry
Mintzberg and is a growing model of organization due to its ability to be adaptable and flexible.
Matrix model organizations are able to outsource their projects and work. This is an advantage
that organizations can have by being able to outsource a job if they do not have the proper team
inside their organization. Governments do this a lot by contracting companies to do different
work such as construction work. The disadvantage of having a matrix organization is the fact that
employees have two bosses to answer to and the complexity of the structure itself. The problem
Organizational Structure 5
with two supervisors is that there can sometimes be a power struggle between people which can
cause confusion and delays in productivity.
The matrix model has positive impacts on public service motivation. The matrix model
allows employees or workers within the organization to have input on decision making. Quain
(2019) says that having employees in a matrix organization gives a “greater sense of autonomy”
since they work on projects as a group where their input is heard and valued by project
managers. When workers feel valued and feel that their input is heard, their sense of value to the
business or organization increases and so does their motivation. However, the matrix model can
also negatively affect public service motivation. According to one study done by Fosić et al.,
matrix organizations have an undesirably high rate of employee turnover due to high stress, lack
of resources, and lack of communication (2019). The study by Fosić also goes on to say that the
lack of clarity that employees have during a project also led to higher dissatisfaction with their
job.
Team Model
The team model of organization is somewhat similar to a matrix model. The team model
is “built upon the premise that small, integrated groups of people drawn from diverse disciplines
but with a focus on common process can most effectively deliver administrative services”
(Dresang, 2017, p. 43). The team model is similar to the matrix model in that it has teams that
specialize in certain areas but are also capable of working elsewhere in the organization. A team
model organization relies heavily on effective communication. Although the teams that are
organized consist of employees from different departments, the team members only report back
to their supervisor. Dresang (2017) states that although each team may have a team leader, each
person only reports to their direct supervisor, which cuts down on complicated communication.
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The advantage of a team model organization is improved communication, increased efficiency,
and flexibility (Quain, 2019).
Along with the advantages of team model organization, there are also disadvantages.
According to Dresang, team model organizations require more investments in training and can
take time to organize the right people to place in the teams. Other concerns of team model
organizations are that some employees do not work well in team settings, which can cause issues
in work load and communication. Team model organizations also face the risk of instability
within the organization since teams complete tasks fairly quickly. “This instability may result in
confusion and chaos if team leadership does not step in to communicate effectively with team
members, sponsors and stakeholders” (Duggan, 2017).
Like the matrix model, the team model does a good job of motivating employees by
allowing team members to have input in the process of completing tasks for the organization.
The draw back to the team model is that there can be times where a team member feels they are
not being valued or are having to pick up the slack for other team members that are not doing
their job. Also, if there is a team member who does not work well with the others, it can cause
issues to where others will not be motivated to do their job. “Dysfunctional behavior can reduce
the overall level of employees’ performance as it can prevent them to work at full capacity.
Employees may lack the overall motivation to work resulting in increased levels of absenteeism
and turnover rates” (Ramzy et al., 2018).
Biblical Application
Throughout history there has always been a form of organizational structure. As
businesses and organizations grow and adapt to the needs of society and their employees, the
organizational models used often vary. While each business or organization will have different
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models, one thing remains the same. Businesses and organizations should model their structure
in a way that is honoring to the Lord. Throughout the Bible, God tells us to watch over the flock,
to tend to their needs. Proverbs 27:23 says, “Know well the condition of your flocks, and pay
attention to your herds” (New American Standard Bible, 1971/1995). 1 Peter 5:2 also says,
“Shepherd the flock of God among you, exercising oversight not under compulsion, but
voluntarily, according to the will of God; and not for sordid gain, but with eagerness” (New
American Standard Bible, 1971/1995). While building an organizational structure, leaders need
to have their followers needs in mind and utilize the proper organizational model to best suit
their employees.
Conclusion
Using the proper organizational model for a business or organization can have a
tremendous positive effect on the people inside the organization. While there is not one perfect
organizational model for every business, leaders can choose to implement one that will get the
most productivity and motivation from their employees or followers. Models such as the
bureaucratic model have more stability, fairness, and promotion potential for those inside the
organization. Models such as the team model or matrix model are better suited for adaptability,
flexibility, and inclusiveness for employees. Each model has its own advantages and
disadvantages, and it is up to the organization or business leaders to utilize the best model for
them.
Organizational Structure 8
References
Dash, S. S., & Padhi, M. (2020). Relevance of Max Weber’s rational bureaucratic organizations
in Modern Society. Management Revue, 31(1), 81–91. https://doi.org/10.5771/0935-9915-
2020-1-81
Dresang, D. L. (2017). The Public Administration workbook (8th ed.). Routledge, Taylor &
Francis Group.
Duggan, T. (2017, November 21). The disadvantages of team-based organizational structure.
Small Business - Chron.com. https://smallbusiness.chron.com/disadvantages-teambased-
organizational-structure-22216.html
Fosić, Ivana & Živković, Ana & Abičić, Luka. (2019). THE IMPACT OF MATRIX
ORGANISATION ON EMPLOYEE TURNOVER.
Gallup. (2023, September 29). Workhuman. Gallup.com.
https://www.gallup.com/analytics/472658/workplace-recognition-research.aspx
Moynihan, D. P., & Pandey, S. K. (2007). The role of organizations in Fostering Public Service
Motivation. Public Administration Review, 67(1), 40–53. https://doi.org/10.1111/j.1540-
6210.2006.00695.x
Mulder, P. (2023, December 27). Bureaucratic theory by Max Weber. Toolshero.
https://www.toolshero.com/management/bureaucratic-theory-weber/
New American Standard Bible. (1995). Thomas Nelson. (Original work published 1971)
Perry, James L., and Lois R. Wise. 1990. The Motivational Bases of Public Service. Public
Administration Review 50(3): 367-73
Quain, S. (2019, January 28). Advantages & disadvantages of team-based organizations. Small
Business - Chron.com. https://smallbusiness.chron.com/advantages-disadvantages-
teambased-organizations-25370.html
Ramzy, O., Bedawy, R. E., & Maher, A. (2018). Dysfunctional behavior at the workplace and its
impact on employees’ job performance. International Journal of Business Administration,
9(4), 224. https://doi.org/10.5430/ijba.v9n4p224
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