It is true that an organizations structure provides clear guidelines on how to proceed because a developed structure provide means of maintaining order and resolving conflicts (Kim, Eisenberger & Baik, 2016). However, it is also important to realize that sometimes an organization can deviate from its structure even if they are benefiting from the structure. For instance, an organization can deviate from its structure when there is an overlapping of duty. The overlapping of responsibilities by employees result from poor job description because the employees do not adequately understand their roles and contribution to the organization. Therefore, this paper discusses what needs to be done when the organization deviates from its structure

It is essential to introduce compulsory and effective training system for all employees in the organization (Kim, Eisenberger & Baik, 2016). For instance, employees may not correctly understand the vital components of the organization’s structure hence constantly deviating from it. However, through effective training to all the employees, there would be an increase of understanding, knowledge, and skills about the useful components of the organization’s structure. Training also contributes to the personal growth and development of employees in all organizations (Kim, Eisenberger & Baik, 2016). Employees who receive proper training are confident on how they discharge their duties to benefit the organization. It is, therefore, essential to introduce compulsory and regular training to all the employees since it is one of the effective methods of making sure that employees are efficiently working towards the vision of the organization.

On the other hand, it is useful to give employees a reason to work by introducing incentives in the organization (Kim, Eisenberger & Baik, 2016). It is better to identify and recognize employees for work well done because it encourages the feeling appreciation to them. It is also critical to hold regular meetings in the organization so that people can share their experiences about the organization’s structure. It is the best way to measure the performance of employees. The aspect of holding regular meetings with the employees helps to give useful feedback on what is progressing well as well as the areas that need improvement.

Reference

Kim, K. Y., Eisenberger, R., & Baik, K. (2016). Perceived organizational support and effective organizational commitment: Moderating influence of perceived organizational competence. Journal of Organizational Behavior, 37(4), 558-583.