Organizational Structure And Chain Of Command Business Essay Example

method is little loans for little concerns. We expect - people to assist themselves, their households and the community with the consequences of their concerns, by which our organisation will go well-thought-of entity in the fiscal market '' ( Savings, 2011 ) .

Moznosti 's vision is "To break universe and happier people. We believe in people and their ability to alter their life by personal attempt. We are dedicated to contend against poorness, societal marginalisation. We are convinced that every human being deserves regard and support '' ( Savings, 2011 ) .

Coming from the mission and vision, the nest eggs house is known for its support provided to people that have good thoughts for get downing or spread outing the concern. Savingss House Moznosti believes in people with free enterprise, creativeness, and personal duty ( Savings, 2011 ) .

 Purpose

The Savings House serves micro, little and in-between endeavors, which are portion of the sector of trade, services, and fabrication. Moznosti besides serves physical entities by offering them credits for their demands. Moznosti 's range of operation is lending out credits and roll uping sedimentations.

Scheme

The nucleus of Moznosti 's scheme can be defined with " dedication, invention, and excellence '' . The schemes listed below are used to carry through the mission of the company. Moznosti has a really good repute among the fiscal establishments in the state. The good repute is a consequence of the hight efficiency, specialy empisising the dedication and quality of the services, through the first-class relationship with the clients and the function of offering continued advice to the clients. Every client of Savings House Moznosti has a individual whom she/he can reach

at any given clip and have a feedback of all inquiries and demands of the client ( Savings, 2011 ) .

The Savings House maintains its success through changeless execution of new services ; services related to the changeless cognition of the tendencies and competition on the market. Moznosti, LLC Skopje, is a spouse of the planetary microfinancial establishment Opportunity International. Opportunity International has it 's headquarter in USA and is ranked on the 3th topographic point out of the 43 fiscal establishments worldwide ( the evaluation is done harmonizing to the CAMEL evaluation system ) . Bing a spouse of Opportunity International is a really competitory advantage and strength for Savings House Moznosti ( Savings, 2011 ) .

Before twelve old ages ago, Savings House Moznosti was merely a little fiscal establishment that offered little sized loans to the citizens, with a little figure of subdivisions, whereas today, Moznosti Savings House offers large sized loans to legal and physical entities and has subdivision webs across the full state. Moznosti has 13 subdivision webs, from which 3 of them are located in the metropolis of Skopje, and the remainder of them are located in the bigger towns in the state ( Savings, 2011 ) .

Presently, Moznosti employs 118 people, from which most of them are Generation X and Generation Y. Moznosti tends to use more of the Generation Y because of the belief that new coevals is more advanced, ambitious, skilled, and dedicated to the occupation.

Competition

The competition that Savings House Moznosti has is Savings House MAK-BS, Savings House Forum, and some little Bankss that offer the same services as Moznosti does. However, the competition is strongly regulated

by the NBRM. Besides the big competition on the market, Moznosti is really active into presenting new loan and sedimentation services on the market.

Organizational Structure and Chain of Command

Harmonizing to De Canio, Dibble, Amir-Atefi ( 2000 ) , organisational construction is of a major importance for a company because it affects the operation of the company. It affects the behaviour of the company in two ways. The organisational construction can hold a large impact on the public presentation of one company, measured in footings of profitableness or productiveness ; how thoughts and creativeness is accepted. Performances such this have a large impact on the company 's behaviour since the directors take them into history when they make determinations.

Savingss House Moznosti, has a functional organisational construction as shown in image 1. Moznosti has different sections which is a ground why the organisational construction is functional. By utilizing the functional organisational construction, the company finds it really utile to supervise, to easy trade with the undertakings and the general environment. The functional organisational construction is the most suited for Savings House Moznosti because it is really organized and everyone knows to whom they report to. There are no misinterpretations or dual coverage.

There are seven different sections within Savings House Moznosti, each of them describing to the CEO. The sections are as follows:

• Division for Development and Risk Management
• Risk Department
• Bad Loan Management Department
• Selling Department
• Division for Transactions and Logistic of Selling
• Logisticss of Selling Department
• Cash Management Department
• Division Branch Networking
• CRM Department
• Merchandise and Selling Coordination Department
• Department for Branches
• SME Department
• Division Legal and Procurement Activities
• Legal Department
• Procurement Department
• Division Human Resources

All divisions have their ain Director, who is responsible for the work flow in the full division. The sections that are under the divisions have Head Managers, whose Directors report to the division Directors. The division Directors hence, study to the CEO. Between the CEO and the different Divisions, there are two besides really of import Divisions ; The Information Security one and the Anti Money Laundering Division. The Directors of those two Divisions study to the CEO for their undertakings. More-on, the CEO studies to the Board of Directors which is consistent of five members. The Internal Audit Division is placed between the CEO and the Board of Directors. The Internal Audit studies to the CEO, and if necessary, they besides report to the Board of Directors every bit good.

The CEO of Moznosti meets the Board of Directors one time a month and if necessary more than one time in order to work out jobs, expression at some possible thoughts for spread outing or similar. The Board of Directors elects the CEO for pull offing the full company for a period of four old ages.

Harmonizing to the classical organisation theory Savings House Moznosti 's integrity of bid allows employees to clearly see the lines of authorization and communicating within the organisational construction and ensures clear assignment of responsibilities and duties. Integrity of bid agencies that each subsidiary studies to one and merely one higher-up and the regulation of the integrity of bid is respected to all the degrees in the Company.

So we can reason that Moznosti 's organisational construction is good defined and let smooth operation of the Company in every facet of the working. Flexibility in organisational construction allows undertaking to be accomplished without being tied down by past patterns or out-of-date processs, but for a large company such as Roche there might be a issues of duty and lines of authorization, and a certain sum of construction is needed that is clearly seeable in Moznosti organisational construction, ( Chaneski, W.S. 2010 ) .

Other Organizational Aspects

Organizational Culture

The organisational civilization of Savings House Moznosti is really ethical. Coming from here, Moznosti as a fiscal organisation has a really high tolerance for hazard and the overall focal point is based on the agencies every bit good as on the results. Moznosti 's seeable function theoretical account is the Chief executive officer. She has established a communicating with ethical outlook ; and unethical behaviour is non tolerated. The preparations provided to the employees are besides of an ethical background that is tightly connected with their range of work.

Moznosti has ever shaped its employees to be client responsive at any given clip. That means that Moznosti offers low formalisation when it comes to the freedom to run into client 's services demands. The low formalisation is done through choosing employees with great personality and high client orientation, and preparations and socialisation of the current employees to be more clients oriented.

When it comes to the determination devising procedure, Savings House Moznosti is an illustration of a decentralized fiscal establishment. The chief or most sensitive determinations are done by the Chief Executive Officer, whereas all Directors and Head Managers are

welcome to show their thoughts and ideas for invention or new service execution. New thoughts and inventions are the chief features on which Moznosti is based on.

Motivation Concepts and HRM

• Trainings in Moznosti are provided in line with the annual preparation program as developed by the HR section.
• Trainings arranged in Moznosti are:
• Synergistic that allows participants to use the cognition in practical work during the preparation.
• Concentrating on conveying participants non merely new cognition, but besides use this cognition into accomplishments that can be used in their work.
• Well adjustable in its methodological analysis to adult acquisition ; this particularly means adding room for interaction and exchange of experiences in the group.
• Having the Ethics and Code of Conduct of Moznosti as an implicit in facet and set the phase for how the communicating is done externally with clients and internally with co-workers.

Procedures for readying and executing of on-the-job training/coaching

For the new material in Moznosti there is a developed preparation program for on-the-job preparation during their first three months of their employment. The preparation period is finalized with an appraisal.

In add-on to that, the staff altering to a new section within Moznosti is besides provided with an on-the-job preparation program ; depending on demands of the single staff, this type of on-the-job preparation can last from three to six months.

The caput of the division is responsible for puting up on-the-job preparation programs for new employees or employees coming from other divisions within Moznosti. This is done in a timely mode after the start of the new division employee.

The preparation program is:

• Tailor-made to old experience and current preparation demands of the new employee.
• Discussed
  

through and agreed upon with the new employee.

By the terminal of the on-the-job preparation program, the new employee will be assessed by his/her direction squad together with HR.

Savingss House Moznosti has in-house trainer pool that is built up by the experient staff in its several field. Trainers are segmented in two degrees ; trainer for novice preparations and trainers for advanced preparations

Motivation

Motivation is considered exhaustively in the company because they know that employees need that factor among others in order to assist the company be successful. In a wide facet this company is seeking to be considerate and favourable as an employer, so they offer an first-class work environment, attractive development chances and competitory compensation bundles ( Procedures, 2009 ) .

Moznosti keeps actuating its employees by making a working environment where everyone feels respected and valued, and where they can develop their fullest potency. As the most noticed motive construct used for this company is through acknowledgment Acts of the Apostless ; this type of motive construct is good adept and known to the concern universe and direction lectors. The so called Employee Recognition Program is an attractive motive factor for companies ; this construct is based on the thought that acknowledgment can be a powerful incentive and that it helps better public presentation and productiveness.

Pay Structures

Harmonizing to the Procedures for Forming a Salary of Moznosti ( 2009 ) , Each employee within Savings

House Moznosti has a right on monthly wage. The wage is conducted based on the experience, grade of instruction, occupation place, accomplishments and cognition. The salary consists of:

• Salary for performed work as a basic constituent ( fixed portion of the wage )
• Compensation wage as a separate constituent ( variable portion of wage ) . Salaries and other employee benefits shall be determined and paid in the mode, conditions, standards and process laid down by jurisprudence, and corporate understanding. The employee is entitled to a wage in proportion to the work performed ( minimal pay and accoutrements ) every bit good as pay proportional to his part to the creative activity of the income.

Employee 's wage can non be lower than the minimal pay established for single workplace degree harmonizing to the act of organisation and systematisation of Savings House Moznosti ( Procedures, 2009 ) .

Employee 's wage is calculated and paid at least one time a month in the sum antecedently determinated in the understanding. In conformity to the jurisprudence, parts and personal income revenue enhancement on behalf of the employee is paid by the Savings House. The employer, or individual authorized by the employer, has an duty to maintain records of the rewards and other compensations paid revenue enhancements. The authorised individual is besides obliged to publish a certification of paid wage and compensation in the gross and net sum. The wage is expressed in points for each occupation, determined by the articles of the organisation and systematisation of the occupations or by the determination of the employer ( in that instance the CEO ) .

The provided fees are expressed in points,

as a per centum of the wage, expressed equivalent in euros. The value of the points is determined by the employer for each month individually, depending on the fiscal consequence of the Savings House. Wages of Division Directors and Executive Director are kept as strongly confidential information.

Conflict

Savingss House Moznosti, sees conflict as something natural that can non be avoided. Conflicts arise in all squads and state of affairss and sometimes it is necessary in order the squad to execute efficaciously. However, the struggle that can originate within the squads of the divisions of Moznosti is to minimum degree and most of the clip this minimum struggle has brought the squad to come up with much originative thoughts and better public presentation.

The struggles that most arise are in the most complex divisions such as subdivision networking, finance, and concern development and hazard direction. Reasons for originating struggle are due to the high sum of work they need to make, miscommunication, and some personal. However, there have non been struggles that have non been resolved. The codification of behavior itself says that struggles are healthy and when they appear, they should be solved out, instead than ignored. All employees tend to compromise if struggles happen.

Communication

Internal Communication

Savingss House Moznosti has downward communicating type. The Chief executive officer of the company is stating the employees what is of import and what are the policies and the values of the company. This type of communicating is used in order to hike the morale, increase the effectivity, announce determinations, supply motive, and to increase efficiency.

Among the different divisions, Moznosti has horizontal or actual communicating. The horizontal or actual communicating is used

because the communicating involves organizing information, and is done among people that work in the same division, which most likely they know each other 's occupation really good. The actual communicating has brought the squads ' higher effectivity, less emphasis, easy solved jobs, constructing good will, and carry throughing undertakings.

The internal communicating within the full company is done besides trough electronic mails, telephone, face-to-face, and similar. Electronic mails and telephone are used in instance there is proclamation or when some employee demands something from the other one. Electronic mails are more frequently used, since it holds grounds that the transmitter informed, asked, or told the other employer, or some 3rd party, the information that needed to be sent.

The most effectual manner of communication is conveying the information twice. Often senior directors will direct an electronic mail or will do a phone call to direct the message, but subsequently on, the senior director will state same message face-to-face to who of all time needed to be told. Face-to-face is the most effectual manner of communicating within the company because it eliminates misinterpretations. Fortunately, obtaining face-to-face communicating has ne'er been a job for Moznosti.

External Communication

The external communicating is done through phone, electronic mail, Skype, and missive. Whenever the company needs any sort of certification from either legal or physical entity, the same is obtained though missive or electronic mail ; it all depends on the topic of the message. Skype is most frequently used by the CEO, when international conferences are taking into topographic point. Face-to-face communicating is besides present in this state of affairs every bit good. Most recommended communicating is face-to-face communicating ; if of

class the parties are able to make so.

Grapevines

Customers that are non happy from the service they have received or the manner they have been treated, have the right to make full in `` conformity '' signifier. All 13 subdivisions of Moznosti can give out conformity signifiers to its clients. The conformity signifiers are filled by the clients and the same are kept confidentially. The conformity signifiers are farther on submitted to the CRM section. The CRM reviews the pipeline and responds back to the client the soonest they can. All pipelines have been taken earnestly and no pipeline has of all time been ignored.

 Teams

As invention becomes of all time more indispensable to growing in the face of competition, houses rely progressively on squads to recognize their invention ends, giving these squads a new strategic significance ( e.g. , Ancona, Bresman, & A ; Kaeufer, 2002 ) . Importantly, this puts the load on squads to larn - intensively, efficaciously, and quickly. A turning literature has expanded the apprehension of squad acquisition activities - the activities through which a squad obtains and procedures knowledge that allow it to better its public presentation ( Bunderson & A ; Sutcliffe, 2003 ; Edmondson, 1999 ; Gibson & A ; Vermeulen, 2003 ) .

Moznosti 's squads are surpassing, flexible, and antiphonal to the alterations in the environment. All squads within Moznosti have one common end ; the end to assist the company expand more on the market and be every bit much competitory as possible. Teams tend to make that through corporate public presentation, positive attitude, common answerability, and complementary accomplishments. Moznosti 's squads tend to be job work

outing squads, grouped from 2 to five people, from the same division or section, what meet several hours a twenty-four hours to discourse manner of bettering quality of CRM and lending out credits, efficiency and working environment. There are besides transverse functional squads within the organisation, as there are 13 subdivisions in different towns. They still work as a squad with one common end ; better effectivity, quality, and diminish the grade of recognition hazard exposure.

As Moznosti is spread outing in using new people, they tend to hold workers from diversified background. There was a treatment one time that holding members in a squad that are coming from different topographic points, have different faith, and instruction, can make more effectual squads. The new comers into the organisation, who have ne'er worked in a squad, are sent on preparations of how to work efficaciously with a squad. So far, there has non been a state of affairs where an employee can non suit good into the squad.

When the division Director assigns a section to carry through certain undertaking, the squad of the section is normally given adequate clip to execute the undertaking on clip and to utilize the proper accomplishments. Whenever the squad encounters a job, the Director of the division is ever at a aid.

Decision Making

The CEO of the company has the concluding word when doing up a determination. The determination is based on what the division Directors think about the state of affairs. The division Directors comes up with their solution by speaking to the Head Managers of the Departments. By making so, everyone gets involved into doing the determination ; decentalisation. Nevertheless, the

CEO decides whether to or whether non to O.K. a certain action. The determination is ever announced by the CEO, as a caput senior director of the company.

Teams can besides do determinations relevant to the power they have. Teams are authorized by the division Directors what determinations they can do. Any determinations that are of a high importance for the company are in the custodies of the CEO.

In state of affairss when the CEO is on a concern trip, there must be assigned CEO Deputy, in which most of the instances is the Director of Finance, Accounting and Treasury Division. Even in that instance, the CFO is non to the full authorized to do determinations. Least but non last, the highest power of determination devising procedure is held by the Board of Directors.

With my about a twelvemonth experience at Moznosti, I can state that if the CEO have non been a good function theoretical account of the company, she was non traveling to be the leader for more than ten old ages. The CEO has ever had a positive influence on the people working at the company, which makes her a good leader.

It is in the mere nature that everything evolves and alterations and nil is lasting. Businesss like other are affected by alterations and some people perceive alterations as chances, whereas some view them as stressful. One or the other direction has to cover with them. Moznosti, as a fiscal establishment, the concern environment is go arounding around quality of the services and by supplying the clients loans suited for their demands. Moznosti needs to acknowledge new tendencies at really early phase and be

unfastened to unusual thoughts. Savingss House Moznosti sees alteration as an chance and complacence as menace, therefore they promote its employees to be unfastened to the universe and new thoughts.

Used Literature

1. Savingss House Moznosti, 2011. hypertext transfer protocol: //moznosti.com.mk/home.nspx. Accessed on March 10, 2013.
2. De Canio, S. J. , Diblle, K. Amer-Atefi, K. ( 2000 ) . The importance of organisational construction for the acceptances of inventions. Management Science 2010, Vol 46, No.10
3. Ancona, D. G. , Bresman, H. , & A ; Kaeufer, K. ( 2002 ) . The comparative advantage of X-teams. Sloan Management Review, 43, 33-39.
4. Bunderson, J. S. , & A ; Sutcliffe, K. M. ( 2003 ) . Management squad larning orientation and concern unit public presentation. Journal of Applied Psychology, 88: 552-560.
5. PoA?kienA- , A. ( 2006 ) , Organizational Culture and Innovations. Kauno technologijos universitetas Gedimino g. 43, LT-44240, Kaunas 2006
6. Chaneski, W.S ( 2010 ) . Modern Machine Shop, Apr2010, Vol. 82 Issue 11, p34-36, 2p.