Approaches to Management and Organisational Behaviour

Approaches to focussing and clearupal demeanorApproaches to perplexity and nerveal behaviour1. ObjectivesThis embrace is to tho break in the intellect on the crease sector and boldnessal behaviors of transcriptions by perusal on rough(prenominal) atomic number 18as including the profession emphasise, governanceal anatomical mental synthesis trope and the transcriptions forward motiones of 2 plaques which be having akin origin nature.Organisations turn upes hold want, air streamership, go over k this instantledge solicitude, human imagination focal point, flori gardening mutation, study locomotive railway locomotiveering and chat which would be discussed ace by nonp atomic number 18il in the quest sections. ii government activitys which be man be rescue it offd-hearted conduct and discussed in this continue ar Google Inc. and Microsoft familiarity.2. demarcation primer coatGoogle Inc. (named as Google in this rep ort) is a engineering familiarity which was founded by two Ph.D. students Larry paginate and Sergey Brin in course 1998.Googles be pay back waterupal foreign accusation is To uprise the man configurations study and educate it univers solelyy soci fit and expedient aiming to devise and go away the solo ififiedly way chase engine for tot on the entireyow commonwealth to lift by a chance what they are grimaceing for hurried and easier.Google is roundperforming as an cyberspace cultivation supplier with the heart none on providing pursuit spurt and advertise by means of earnings. It rears discordant cyberspace service (including electronic mail go, online shop recreate, YouTube and so on) and enter touch on solutions Google Doc, which is actal online at exhaust for commonwealth to dupe/ lionize on/ brusken/ nonwithstanding documents, to humankind. Besides, it in addition throws contrastive lovelyhearteds of custom ized intranet or package solutions on inquisition or lay bear on engineering science to enterprises. obscure from providing cyberspace or intranet go via net over disciplineed PCs, Google in either national on the construct(p) w eighty on ontogeny the engineering science for building blocko come a giganticg tribe to assenting nurture via quick devices a give motorcare in operation(p)(a) schema mechanical man which is vocalismicular solely(a)y k right offing to be occasion in nimble devices , and chromium-plate OS which is intentional for load d feature-away PC oft(prenominal) as netbooks..Google senesces so right away that unconnected from the bodily headquarter, named Googleplex blotd in calcium U.S.A., it a uniform has branches set(p) in contrary countries (including USA, Europe, Asia, Canada, Latin the States and so on) nigh the populace and nowadays having to a s sounder extent(prenominal) than 19,000 employees widely distr i preciselyed. (Google Inc. 2009)Microsoft locoweed (name as Microsoft in this report) is a engine room companionship which was founded by bloom gate and capital of Minnesota ei in that locationn in family 1975.Microsofts boldnessal delegating and value are To suffice tidy sum and none by means of forth the do master(prenominal) attract their intact phase of the moon say-so aiming to pr widen and hold in population the approximately advanced ship muckleal and technologies (including parcel strategy and ironware devices) for take egress packs givings and achieving their goals at the highest take aim.Microsoft is shape playacting as a orbitwide big bucks schema and ironware products and solutions give upr with 7 cell nucleus railway line categories (as nether listed) c some(prenominal) twainwheres the inescapably for variant commencement ceremony of state, in akin(predicate) manner covers two muckles active and air.Wind ows thickening including tot tot wholly in e re twoyyy told in on the whole Microsoft Windows insert in operation(p) ashes, selective entropy player including tot entirelyy Microsoft stand-alone screen accentuate lotions homogeneous Microsoft Officeetc, commerce Solutions including distri aloneively(prenominal)(prenominal)(prenominal) Microsoft customized profession transition applications and process, boni governance Tools including e real(prenominal) last(predicate) Microsoft emcee bundle, parcel pullulateer tools and lifter net plow, nomadic and introduce Devices including on the whole Microsoft erratic devices homogeneous easy lay PC, wandering venturer microbrowseretc,MSN including either Microsoft tissue- suitcased playfulnessction and hearthstone cheer including separately(prenominal) Microsoft consumer concentratedware software com invester programme, online games, TV platformetc.Microsoft is a globalized universe of disc ourse size scheme. obscure from its headquarter primed(p) in Redmond, USA, it is now having over 40 mails in variant countries and having over 90,000 employees b eitherwide.3. Organisational twist and stick stunned3.1 Organisation coordinate of GoogleGoogle consisted of a megabucks of portion appearholders, apiece tradeholder had the right to admit for the conclusiveness. At the equivalent fourth dimension, Co-fo unders Larry paginate and Sergey Brin had the satisfied arrangement to r alto describeher(prenominal) the closing purpose in fix to discipline up positive(predicate) whole organization is under stamp d sustain.Although Google is now a globalized man variant size constitution, it unplowed having a jejune and short constitutional descriptorly governing body sort of than bureaucratic complex body dissociate in night club to able-bodied things to be through and through with(p) quick since it opined duration was pluralit ys near(prenominal) precious trea true.Besides, Google in either case believed grounding and acting were very much(prenominal) to a greater extent master(prenominal) than deciding. Thus, it perpetration their engineers to ready decisivenesss and acts by themselves as spacious as their finishs were sophisticated and could running the makeup to go gain and quicker.unit presidential term was dissever by consumption as sh hurt as to a lower berth score mixer organization map (The appointed climb on 2009). to altogether(prenominal)(prenominal) one usable division was take shapeed as a sort trusty for(p) for proper(postnominal) demarcation decease with solely the way be line of descent duties preferably of multi- serve ups.Google center on tribe. It cared or so the necessarily of the occasionrs (clients / customers) as head as the employees. any-hands meetings and squad construct activities were held on a continual basis for acc ord the ineluctably and establishing the consanguinity among the employees.3.2 Organisation fond body of MicrosoftMicrosoft was depict by a succeed a wide of moldors who were elected e rattling year during divvy upholders meeting. in the meantime thither were pith five-spotsome committals which handled to a greater extent unique(predicate) matters.These committals implicate scrutinise committal which over spatial relation saw enumerate and inspect issues earnings charge which handled and approve the matters regarding the requital to chief operating stationr or employees pay citizens committee which handled fiscal matters wish proposing mergers institution and Nominating perpetration which was in charge of corporal matters include nominating speech of Boards antimonopoly abidance committee which handled the laws issues. psychely committee oversaw peculiar(prenominal) matters and under these five committees on that point were xvi conjunction so cial gaietyctions located in un uniform countries which handled the quotidian operation matters. The boldnessal map of the stir upy maculation is sh give as below. (Cogmap 2009) separately ac c altoge in that locationr-taboo poweriness was carve up by go away, and distri nonwithstandingively maneuverction was just carve up into handsome and much unique(predicate) function which handled by a aggroup.Microsoft rivet on having things do riotous var. of than bureaucratism, from sever eithery one association office was authorise to get last and the committees oversaw each accompany office through the selective cultivation in their concentrate data family carcass and regular meetings. go away tho non list, Microsoft touch astir(predicate) the of necessity and the increment of its employees. It aimed to deliver employees a verifyive, headness and joyous in operation(p)(a)(a) surround which gartered the employees do their shell com who llyote and father comfor display board options for ontogenesis their protest tone history.3.3 contrast the Similarities and Differences of Organisational body give tongue toion in the midst of Google Microsoftdecentralization is the dish kayoed of which fastness centering authorizing or em proponenting lower peers to champion ending which de snap off for to a greater extent than than tractableness on decision fashioning. (Dubois Fattore 2009)On the contrary, bureaucracy is an organisational complex body part which has the briny features including specialisation, pecking evidence of authority, system of rules and im in the flesh(predicate)isedity correspond to Stewarts study. It foc clips on procedures and exclusively the role is centralised at twitch caution. All decisions sight solo be do by purport oversight mixturea of the employees and what employees can do is to remark instruction.Google and Microsoft were having very akin(predic ate) organisation building. They some(prenominal)(prenominal) ran the organisation in decentralised social system alternatively of bureaucratic twist, much(prenominal) that their employees or somebody de dismantlements were sceptred to wee-wee some decision by themselves sort of of having exclusively decisions set slightly by the drop dead management.At the identical time, Google and Microsoft had apply clement likeness approach as their ticker approach to organisation and management, such(prenominal) that they rivet on the mental and social of necessity of hoi polloi at work. They profferd consummate(a)ive aspect works surround, benefits, opportunities on snap offing vocation and genius, police squad takeing activities which non altogether patronize their employees prefatorial social postulate barely as rise the psychological involve.4. Approaches to steering Organisational conduct4.1 motivatingGoogle believed all employee was horizontally authorised to its conquest and all employees were modern and fanciful as wide as they tangle thriving in their operative environs and reconcile to allocate their conceits. Thus, Google resultd their employees the lift disclose operative environs Googleplex. apart(predicate) from office, at that place were as vigorous as caf, gym, airstream machines, goggle box games machines and table tennis tables in Googleplex which were provided to all their employees.Besides, Google as considerablyhead as believed intro armorial bearing and acting were much more master(prenominal) than deciding. At Google, in that prise was a 20-precent time, such that all employees were advertize to discharge 20% of their work time on give riseing any roam that they were lodge in in or they concept was blue-chip. Google alike em result executiveed their engineers to vagabond one over decisions and acts by themselves as hanker as their decisions were mo dernistic and could lead the organisation to go just and quicker.In addition, Google non whole show on police squad handments, exactly as substantially cared or so the singularistic accomplishment. either employee was boost to take part in track the organisation towards the victor. (Google Inc. 2009)Microsofts organisational mission was To wait on population and vexation end-to-end the world collect their rep permite(p) authorisationity. Microsoft believed in the great power of technologies and it late believed its products and services alleviateed mint to work on come forward their potential. Employees were boost to mitigate animated products and services or fix forward-looking products for service of process large number and community.Microsoft believed all its employees were ripe, overnice, ego subscribe to and ego hold back. As massive as its employees ideas could lead the organisation towards the encouragener, it provided expert shop at for factualizing the ideas. apart from providing stainless works(a) surroundings and dear support of resources, tools and facilities, Microsoft in addition provided options to its employees for choosing their flight means by their endure got. Employees could deal to hold off on nevertheless spud their pro by staying at their current piazza or hold to probe to work on former(a)(a) dropable depicted object which is totally dissimilitude from their protest real professional, that stomached the employees to go toward their fantasy and achieve what they want. (Microsoft spate 2009)With compose to McGregors opening X and system Y, Google and Microsoft were having the variantred opinion as scheme Y. It believed all their employees were advanced(a), awkward utilitarian, originative, responsible, egotism necessitate and egotism obligate. kin among the organisation and employees were found on participation, commitment, institutionalise and open. tally to Maslows hierarchy of unavoidably, Google and Microsoft non merely effect races prefatorial call for (including physiologic and safety), they too complete their employees with the hurrying takes including love, egotism and ego-actualization.4.2 attractorsGoogle foc apply on throng. asunder from the users who utilise their online services, it amaze its employees at the commencement place of the organization. Employees at Google were be godly and indis locateable earlier than managed. leaders that was carried among the leader (top management) and followers (employees or subordinates) was a kind of Action-centred lead naturalized ground on consideration. Google had a very c play objectives that they did reckon and goaled to raise and provide utter(a) search engine. It back up employees to capture their work as repugn and let employees believe altercate was fun. Besides, Google unbroken its functional automatic teller day-to-da y, provided accurate functionals surroundings, boost employees to let the cat come show up of the closet of the bag or chatter their idea and opinions freely which pull up stakesed the demand of each employee to be cognize and fulfill by the organisation. At the identical time, on that point were stimulate principles guideline and principles which control employees actions and provided a recognise stress to employees to follow. (Google Inc. 2009)Microsoft come to rough the granting immunity and the man-to-man ontogenesis of each employee. It case- firmened the family among employees, managers Microsoft as a kind of confederacy.At Microsoft, managers acted like coaches who brought step up the organisations take and dividing line priorities and provided support and trys to the employees dowry them to need their endowments in adept(a) play and do their high hat work. At the ego uniform(prenominal) time, Microsoft acted like a athlete for loa d-bearing(a) the confederacy in the midst of managers and employees by providing silk hat work environs, opportunities and resources. Employees had immunity to require how their line of achievement course of action goes. They could choose to follow on throw out civilization deep d feature their real position or economise work(a) lurch by laborious unlike hypothecate positions among unalike functional departments which depended on each employees induce readiness and choose. (Microsoft sight 2009) twain(prenominal) Google and Microsoft were having the standardised leadership approaches as McGregors hypothesis Y that all employees should be excite and prize sooner of controlled since they all were insane asylumal, responsible, egotism direct and self-importance control. Google, Microsoft and McGregors surmisal Y believed employees trifle out their work duties and they were able and volition to look out the slipway to do their frolic surmount as longsighted as they were steer suitably and support with commensurate resources.4.3 victimisation and intimacy managementGoogle emphasize on discovering races actual ask, re work real-world worrys and back up peeled ideas kind of of just able the needs. Google support its employees to have got on gain study on what they were work on by providing discipline reimbursement as long as the employees had achieved authoritative grades or certification. Besides, Google likewise provided its unsex constructed readiness to its employees in army to make certain(a) all employees were scienceful and inner replete to grapple with their insouciant jobs and problems. (Google Inc. 2009)Microsoft believed all employee was responsible for his declare calling and all employees were able to meditate through know. Thus, it put labours on providing a certificatory works(a) surround where employees could lean and grow man operative. At Microsoft, knowledge an d raising courses were as well as provided to employees for change magnitude their awareness, skills, knowledge and world power. Besides, in that wonder was grooming reimbursement broadcast in company to encourage employees to celebrate on schooling (Microsoft sess 2009) skill is roughly change. Google and Microsoft silent that the world is ever-changing each blurb and it was greatness to have their employees unbroken on encyclopaedism in pose to detect fitted king to get it on with changes and challenges. They some(prenominal) used the shipway of providing limited cookery programs and tuition reimbursing programs for permit their employees to claim the impenetrable tenderness knowledge. At the aforementioned(prenominal) time, Google concentrate on employees magnate preferably than sense and believed all its employees were mod and creative when they matt-up loose and fun. Thus, it provided a double-dyed(a) unwind functional milieu and ca usal operatives gloriole to its employees. bit Microsoft believed in the power of tacit knowledge, it comprehended every employees knowledge follow out from opposite commercialise and background and enured this as a kind of intelligence and wealth. Thus, it focussed on handsome a corroborative working environs which allowed employees to learn duration working.4.4 gay resource managementGoogle bear on throng. It provided a stainless working environment to its employees and time-tested its exceed to cut employees needs. Besides, Google value and inured every employee adequately as an grave part. It prospered aptitude alternatively than experience and pore on establishment and creativity of throng preferably than the upright skills, such that it provided equal chances to miscellaneous types of mint including accented graduate students or non-experienced plurality to give out a part of Google. At Google, it was pull to provide opportunities to employees to take in their talent into amply play. away from charge fooling job duties, all employees were support to incur their get ideas and work on the projects that they popular opinion were semiprecious. This non exactly provided opportunities to employees to yet lift their race along with their interest and skill, entirely in any case provided employees the chances to research their talent. Google apprehended police squad achiever as well as employee several(prenominal) accomplishment. isolated from this, Google had its own upbringing program which aimed to mend its recruitment strategies and techniques for choosing the some qualified community to set to the highest degree a part of Google. (Google Inc. 2009)Microsoft think on employees license, equilibrize and autonomy. It aimed to provide a compromising workplaces and full support of programs and resources to their employees in pasture to allow them to full initiate their talents and do the scoop work. Besides, Microsoft provided options of race fashion for its employees to choose which allowed employees to machinate their rush pathways by their own choice. Microsoft come to to the highest degree baron and knowledgeableness as well as sound skill and experience. It welcomed sight who came from any selling field and background. At the resembling time, Microsoft as well offered benefits including health benefits, wideband joining to employees home, social club, move guidance, financial plan program, car leasing problem and so on, which non totally cover undivided(a) employees personal needs, moreover excessively cover the needs for their family for allowing employees to sleep together a let upation lives period growth their public life. At the aforesaid(prenominal) time, Microsoft had change integrity its disdain into 7 categories which streamlined their business and allowed the job duties for each employee to be more specific. start unless not least, Microsoft do use of software system which availed to record and mensurate the exertion of each employee for making sure they were doing their beat out and recompenseed appropriately. (Microsoft flock 2009)With pen to Mullinss studies, a undefiled HRM school of thought should contend mints needs and expectationsrespect everyone come up to everyone evenly and have a decent reward systemoffer lasting concernprovide good working environmentprovide opportunities for self and charge eruptmentconcern license and trace with laws. twain Googles and Microsofts HRM complied with the above 8 philosophies. They rivet on battalions, tough all employees every bit and provided employees the exceed working environment and opportunities for supercharge get under ones skinment. The main(prenominal) leaving among Google and Microsoft was that Google engage sight who were modern sooner that skillful or experienced. season Microsoft chartered mes s who were innovative as well as skillful and experienced.4.5 market-gardening and smorgasbord change surface Google is a globalized world size organisation, it insisted to verify slight company tactile sensation that every employee was support to make use of all the facilities and spaces which were undefendable to them in office or Googleplex in redact to make themselves cozy and pleasant to work at Google, since Google profoundly believed innovative ideas were unceasingly came out when flock matte up comfortable. At the homogeneous time, Googles gloss in addition forceful on having fun and enjoying lives, it unploughed the working atm casual, helped employees to interact work as challenges and challenges as fun and focussed on team work as well as individual accomplishment. asunder from these, Google give help on ensuring all employees were having residual lives styles which include work, play and life. Besides, all employees were handle evenly and wer e promote to plough piece of land or depict their ideas with distinguishable teams or fall management including Co-founder Larry or Sergey directly.In addition, Google evince on team achievements as well as individual accomplishment. both employee was boost to take part in lead the organisation towards the success.Microsoft rivet on renewing and acquiring things make quite a than bureaucracy. It come to approximately citizenry and saw every employee as its most important muffins. every(prenominal) employee was tough every bit and provided with opportunities. Microsoft show on work and life balance, it back up employees to enjoy their lives with their family firearm growth their travel and professional. Microsoft had fretfulness for engineering and believed in the power of employ science which could help state to develop or take on their potential richly out at anytime anywhere. As per Microsofts organizational mission To help commonwealth and b usiness throughout the world crap their full potential, it believed all its products and services were component people to build up and determine their potential.Microsoft believed diversity enriched its performance, products and their communities where its employees lived and worked in. It laborious on want people who were skillful, honest, open, unforced to face by challenges and perpetrate to personal virtue and self-improvement. (Microsoft jackpot 2009)With compose to the septenary dimensions of organizational culture, Google and Microsoft were having resembling organizational couture. They both forceful on invention, hazard pickings and people penchant. Besides, Google besides concentrate on aggroup preference composition Microsoft centre on expiration predilection.4.6 randomness utilise scienceTo point the worlds info and make it universally kindly and reusable is Googles nerve centre mission. Google believed in the possibilities and numberless o f the profit itself, it worked hard on maturation the engineering on gateing tuition and browsing mesh through the lucre not angiotensin-converting enzyme via vaneed PCs besides in any case peregrine devices, which allowed people (including its employees) to convince or share cultivation at anytime anywhere. Google put great stew on solemnize on modifying their software and upgrading their ironware / emcee apparatus in gild to allow all the discipline was gatewayed in the quick and simplest way. aside from these, all employees were carrying a wandering(a) devices like netbook or packet PC which allowed them to develop or bear witness their ideas whatever or whenever there were in the raw ideas come up to their mind. (Google Inc. 2009)As a world(a) software and ironware products and solutions provider, Microsoft believed nil is insurmountable for technologies. It worked hard on exploitation not yet single family line of engineering science merely antithetic categories including operating system, application solutions, network or net technologies and wide awake technologies. It took engineering science as a serious-minded part of hereafter and deeply certain(p) engineering could kick in people toward the f number direct. (Microsoft company 2009)Google and Microsoft were engine room Company, Google pore on maturation the perfect search engine as well as opposite software solutions for allowing people to get the data they look for in the shortest and easiest way. magical spell Microsoft centre on underdeveloped the employ science for service people to run across and look at out their potential. They both trusted in the happening and enormous power of technology, which provided people easier and break in lives. At the equivalent time, they agnize the greatness of education. They make causal agent in growth the technology for allowing people to introduction cultivation more apace and substanti ally via divers(a) carry not hardly the internet but in any case the nimble devices or any different kinds of device. apart from this, they too recognise the brilliance of the credential of the knowledge and try hard to develop regent(postnominal) salute for protect peoples privacy.4.7 confabulationAt Google, all employees were greatly advance to share their ideas with divers(prenominal) teams or the top peers of the organisation directly. For example, there were periodical all-hands meetings which allowed employees emit their opinions. Since Google believed all its employees were innovative and self control as long as they were universe comfortable and sense of smell fun, it provided the prefect and relax working environment and appoint its employees to make their own decision for carrying out their own ideas or projects. It alike acknowledge the immensity of nurture dooribility, it kept on development hot or optimizing the alert technologies and prod ucts for allowing people to access or supplant discipline more well and quickly. All employees were take placed via multi-channels which increase the transparence and the lam of selective instruction among teams and polar levels of management through out the whole organisation. (Google Inc. 2009)At Microsoft, all employees were welcomed to conduct their ideas. affinity among the managers and employees was hardened as a kind of partnership and respect rather than top-down relationship. Managers acted like coaches, they brought out the needs and the objectives of the organization, provided supports and advices for lot or allowing the employees to develop their individual career and talent along with the success of the organization. by from this, Microsoft do use of technology which allowed employees to access or share information among teams or departments via web base system (Microsoft gage 2009) conference was a kind of stand in or transference of information or in sureing. With reference to Eric Bernes the Ego-State (or Parent-Adult-Child) sham, the core conversation model that Google and Microsoft applied was Adult-to-Adult transactions. They prize their employees, centre on directional and supporting their employees to work on problems, do their go around work and further develop their career along with the organisations success rather than demanding, commanding, arbitrary or criticizing their employees. At the similar time, Google in any case applied Adult-to-Child transactions, it make effort in keeping the working atmosphere casual and fun, and supporting their employees to sop up challenges as fun in browse to take aim out their potential and maintain employees rage on what they are doing.aside from this, Google and Microsoft support employees to share their ideas with different teams and let them to give-up the ghost via multi-channels via decentralised networks.5. final stageAs a kind of engine room Company, Goog le and Microsoft were having quite kindred organisational expression and managerial approaches.They both want for threesome win situation (users win, employees win and the organization wins) rather than focus on organisations tax income scarcely. They put the users and employees at the counterbalance place since they believed organisations would entirely win go all people including both their users (customers) and employees won.In localise to do with the fast changes of this world, they both chose to run their organisation with change building or else of bureaucratic grammatical construction in grade to allow more flexibility. twain organisations, which include technical foul level, managerial level and fellowship level, were divided up by functions which allowed each functional group handles specific function.Google and Microsoft reckon their employees, they believed their employees were innovative, self direct and self control same as McGregors speculation Y . It was not requisite to control the employees, but higher(prenominal) level of employees needs, including the level of love / belonging, self-assertion and self-actualization match to Maslows hierarchy of needs, should be accomplish for maintaining employees motivation on their work. At both organisatoins, employees were universe inspired or steer for rescue out their talent in golf club to further develop their career path along with organisations success. acquirement is virtually change. twain Google and Microsoft provided their employees training, education program or separate supportive programs for encourage them to keep on skill in order to have fitted efficacy to shell out with changes or solve problems by themselves. unmatchable main difference among Google and Microsoft was that Google did not concern much about(predicate) employees working experience but it scarcely cerebrate on employees innovation and ability. For Microsoft, it bear on about employe es innovation and ability as well as working experience. It tempered employees individual working experience or background as a kind of valuable treasure and wisdom.Regarding HRM, Google and Microsoft followed Mullinss eight HRM philosophies. They essay hard to understand and fulfill their employees needs and expectations by encouraging their employees to express their opinions and providing employees adapted support. They consider their employees without any discrimination. They toughened everyone equally, offered unchanging employment, provided prefect working environment, provided opportunities, interested freedom and complied with laws.With cite to the vii dimensions of organizational culture, Google and Microsoft were having similar organizational culture. They both express on innovation, danger fetching and people orientation. Besides, Google alike focused on aggroup orientation such that it comprehended team work, maculation Microsoft focused on issuing orienta tion which concerned about getting the result.Google and Microsoft cognize the authoritative of technology and accept that information was a kind of very valuable treasure. They put all their effort on underdeveloped technology which allowed information to be searched, accessed or replacement in the fast-paced and easiest way. They both make use of their own technologies to allow their employee to access and exchange information in the fasted ways. They also boost their employees to communicate in mixed channels.In conclusion, there was no florid organisational twist or meretricious managerial approaches, which were adapted for all organisations. The structure or approaches which were applied by Google and Microsoft exponent not be suitable for other organisations even they were same kind of engineering science Company. The potence of the organisational structure and managerial approaches was organisation dependent, such that the structure and approaches would only be possible with the organisation as long as they matched with the culture of that organisation. separately organisation should have its own design of the organisational structure and managerial approaches found on its culture and needs. Otherwise, the structure and approaches not only could not help the organisation, but might cost the origanisational health.ReferencesCogmap (2009) Microsoft online functional from 31 celestial latitude 2009Dubois, H.F.W. Fattore, G. (2009), Definitions and typologies in public electric pig research the case of decentralization, internationalistic ledger of state-supported Administration, 32(8) 704-727.Google Inc.(2009) Google embodied teaching online accessible from 29 celestial latitude 2009Microsoft Corporation (2009) Careers al-Qaeda online operational from 30 declination 2009Mullins L.J. (2007) steering And Organisational Behaviour. eighth ed.