Introduction

An organizational structure tends to define a particular hierarchy in a company, and firms of every size and shape employ it immensely. A strong structure will describe the jobs of employees as well as how they fit in the system as a whole. Such a structuring offers an organization with the visual outlook of the way it is shaped as well as how it could best forge ahead to achieve its objectives. Overall, an organizational structure outlines how accomplishments such as supervision, harmonization, and task allocation direct towards the attainment of corporate prospects, goals, and objectives. It also determines the flow of data across all levels within the firm(Steimle, 2016). In a centralized structure, for instance, the flow of information is from the top to down. In a decentralized structure, on the other hand, decisions are reachable through distinct aspects. As such, this paper outlines an internship’s understanding of the organizational structure, procedures, and policies with regard to H&R Block Inc.

Constructive Analysis of H&R Block Organizational Structure

As mentioned above, the organizational structure outlines how accomplishments such as supervision, harmonization, and task allocation direct towards the attainment of corporate prospects. H&R Block Incorporates is a tax preparation firm in the U.S. functioning in America, India, and Australia. The company’s organizational structure takes considerations as the observing glass through which the stakeholders view their organization and its environs (Scholz, 2017). According to Russell Smyth, the Chief Executive, the company uses Formalization in its organizational structure. The system offers tremendous benefits to the firm. It is a system that functions with the aim of objectifying the structure. Through this, delineations of respective affiliations and roles appear more external and objectifying to the participating stakeholders.

H&R Block Inc. champions a lot in an active workflow, good use of organizational charts, adherence to best practice and supervisory guidelines by the application of the irrational formalization system. It influences a form of teamwork in an organization, while at the same time fueling the debate of who performs best than the other. It leads to collaboration and competition thus influences morale among the workforce as a whole (Steimle, 2016). The employee also needs to understand that due to unpromising economic conditions, the company might prefer to modify its organizational structure. An employee is thereby obliged to adhere to any amendments as it arises with time. Through the People Center department, any employee has the permit to report any allegations or seek any inquiry should there any need appear.

Organizational Policies Governing Employee Conducts during Work Hours

By the use of the irrational formalization system in its organizational structure, H&R Block finds it easy outlining its policies governing the conduct of employees during working hours. Smyth praises the ever-present self-monitoring disposition among the employees. According to him, the criteria tend to offer significant variable insights into the subtleties of working hours’ impression (Scholz, 2017). At the company, the working hours are flexible to meet the employee’s schedule. Throughout tax season, for instance, the firm needs 24 hours/week of disposal. But then, a day can considerably be any blend of 4 + hour blocks. The company provides to the workers a set schedule. It is a guarantee of hours that best fits your schedule.

According to one of the client service leaders, he praises the company in terms of its flexibility towards working hours. And at times, the firm could opt to send the employees home earlier than usual, in situations that there are no customers to serve (Scholz, 2017). But then, towards the culmination of January, and first days of February the operations become busy due to many clients. As a result, an employee might see the essence of staying longer to satisfy every customer seeking the company’s assistance.

However, come around March, the firm often experience a significant drop in the clientele base. It forces most of the company’s operations to come to a standstill. Not a good deed for the firm, but then it does not have any option than to cut the working hours of every employee. At times, it forces the company’s offices to be open less (Steimle, 2016). For those employees who own other separate jobs, it is a massive opportunity for them. Should there be a Tax Pro who always have this drive and urge of signing in for like, a couple of hours? Well, the company offers them the preference of operating only during the weekends, and never on weekdays. I think; generally, the working hours are pretty much flexible.

Company Policies and Procedures

The corporate policies and procedures acknowledgment of the company outlines in “the code” – H&R Block Code of Business Ethics & Conduct. The company acknowledges “Corporate Anti-Discrimination and Anti-Harassment Policy” that prohibits any form of discrimination at the workplace. It protects the employees from harassment and discrimination on aspects comprising of national origin, race, sexual orientation, disability, religion, and age. As a policy, the company also prohibits any form of veteran status (Scholz, 2017). In the document, the firm even consents to reach wide-spread employment pronouncements from merit. It swears to undertake this duty in the absence of any aspect under protection by the Federal Laws.

As a policy, H&R Block also does not condone or participate in any form of sexual harassments. It is thus every employee’s mandate to not hesitate from reporting any violations — reports on allegations direct to H&R Block People Center on 877-222-5547. Under the “the H&R Block Corporate Information Security Policy,” it outlines security specifications of company’s and clientele’s data. Every employee is accountable for safeguarding the client’s confidentiality as well as to the associated information (Steimle, 2016). It is a policy that also protects the trademark and copyright pertinent to the company’s affairs. Hence every employee should understand the specifications of the security page thoroughly. Afterward, they should adhere to the policies without any exception whatsoever.

As an employee, one needs to comprehend that “Neither the Company’s Procedures or Policies, nor any other Corporate Human Resources Procedures and Policies, shall be taken as a pact, implied or else, between H&R Block and either of its contingent employees or associates, or an assurance of either a duty or an obligation for any particular period.” Every employee should abide by the above regulation for the end benefit to the firm as a whole (Scholz, 2017).

Conclusion

In short, every organization is responsible for articulating its organizational structure, policies, and procedures. Through the irrational formalization system as discussed above, it offers to the firm a sacred privilege supplementing extraordinary, unique aspects to the company. It also influences the more active participation of the employees. As such, it is a useful tool to use due to its contributions towards instituting a social transition as well as forging prospects of the firm.

References

Scholz, T. (2017). Big data in organizations and the role of human resource management: A complex systems theory-based conceptualization. Frankfurt is Main: P. Lang.

Steimle, J. (2016). Chief Marketing Officers at Work (6th ed.). New York, NY: Apress.

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