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ORGANIZACIÓN Y ESTRUCTURAS
ORGANIZACIONALES
Unidad 3. Diseño de la estructura organizacional Parte 1
Por Roberto Azuara

Abril de 2013.

DESAFÍOS DE DISEÑO

ORGANIZACIONAL
Los desafíos a los que se enfrentan los gerentes al crear una organización que les permitan controlar sus actividades para lograr las metas, es diseñar una estructura que maximice la efectividad de su organización a través de: diferenciación, vincular y coordinar las actividades organizacionales, determinar quién tomará las decisiones, y el tercero decidir qué tipos de mecanismos son los más apropiados para controlar tareas y papeles específicos de los empleados. Las decisiones que toman los gerentes al intentar resolver los cuatro desafío determinan cuan eficientemente funciona su organización.

DESAFÍO DEL DISEÑO ORGANIZACIONAL

Diferenciación

Equilibrio

Integración

Centralización

Equilibrio

Descentralización

LA DIFERENCIACIÓN Y LA INTEGRACIÓN:

ELEMENTOS CLAVE DE LA ESTRUCTURA
La verdadera razón por la que existen las organizaciones es porque pueden llevar a cabo tareas de forma más eficaz y eficiente que los individuos trabajando solos. Todas las organizaciones deben dividir su trabajo en unidades llamadas tareas. A esta división se le llama diferenciación. En la mayoría de las organizaciones actuales es físicamente imposible y económicamente inviable que un individuo realice todas las tareas. Para que una organización lleve a cabo esta misión de manera más eficiente, dividirá su trabajo en muchas tareas y posteriormente serán asignadas entre los trabajadores. De esta manera los trabajadores se podrán especializar en la tarea designada de forma más específica. Por ejemplo, una organización grande como General Motors ha diferenciado las tareas para que los miembros de la cadena de ensamblaje hagan el montaje de los coches; los administrativos archiven documentos y escriban a máquina; los directivos gestionen; los abogados elaboren contratos y representen a la empresa con procedimientos legales; y por último, para que la alta dirección establezca la dirección estratégica de la empresa. En cada uno de estas agrupaciones, las tareas se diferencian aún más. En la cadena de montaje, algunos trabajadores se responsabilizan de las partes más pequeñas del proceso de montaje, por ejemplo, montaje de ruedas, cableado de motores o pintado de coches. De hecho, uno de los temas clave a los que hacen frente muchas organizaciones, incluso los fabricantes de coches, es la cantidad de tareas que deberían diferenciarse.

De la misma manera que las organizaciones El grado de diferenciación dividen su trabajo, también deben coordinarlo. y los métodos de Esta coordinación se llama integración. Básicamente, la integración trae consigo los integración nos llevan a diferentes medios que utilizan las organizaciones interiorizar más la para agrupar tareas muy diferenciadas y formar una producción unida. La diferenciación y la estructura de una integración son elementos clave de la estructura organización. organizativa. Una manera fácil de ilustrar por qué ocurre la diferenciación y por qué plantea un desafío de diseño es examinar una organización y hacer un esbozo de los problemas que enfrenta cuando intenta cumplir sus metas. En una organización simple, la diferenciación es baja porque la división de trabajo es baja. Por lo general, una persona o unas pocas desempeñan las tareas organizacionales; además hay pocos problemas con la coordinación de quién hace qué para quién y cuándo lo hace. Sin embargo, con el crecimiento llega la complejidad. En una organización compleja, tanto la división del trabajo como la diferenciación son altas. Un desafío importante que enfrentan los gerentes es cómo facilitar la comunicación y coordinación entre las subunidades. Un problema en este frente es el desarrollo de las orientaciones de las subunidades que hacen que la comunicación sea difícil y compleja. Otra razón de la falta de coordinación y comunicación es que los gerentes a menudo fracasan en el uso de mecanismos y técnicas apropiados para integrar las subunidades organizacionales. La integración es el proceso de coordinar varias tareas, funciones y divisiones para que trabajen juntas, y no con propósitos distintos. El mecanismo más simple es la jerarquía de La integración es el autoridad; el más complejo es el departamento creado proceso de coordinar específicamente para coordinar varias tareas, funciones y las actividades de diversas divisiones para que funciones o divisiones.

trabajen juntas, y no con propósitos distintos.

LA CENTRALIZACIÓN: EL LUGAR DE LA TOMA DE

DECISIONES
Las organizaciones pueden integrar actividades a través del proceso de la toma de decisiones y aquí tiene mucha importancia el lugar en donde se toman las decisiones dentro de la jerarquía organizativa. El proceso de decisiones puede estar o bien centralizado, con la autoridad de tomar las decisiones conferida a la alta dirección, o bien descentralizado, en donde los empleados de bajo nivel tienen conferida esta autoridad. En una organización altamente centralizada el presidente puede tener la creencia de que se tiene que ver involucrado en casi cualquier decisión y que junto con la alta dirección son los únicos que tienen la visión y las habilidades necesarias para tomar decisiones. Es posible diseñar una organización en la que los gerentes en lo más alto de la jerarquía tienen el poder para tomar decisiones importantes. Los subordinados reciben órdenes de la parte más alta, son los responsables de obedecerlas y no tienen autoridad para iniciar nuevas acciones o utilizar recursos para propósitos que crean importantes.

Cuando los gerentes en lo más alto de la jerarquía mantienen la autoridad para tomar decisiones importantes, se dice que la autoridad está altamente centralizada. En contraste, cuando se delega autoridad a los gerentes de todos los niveles de la jerarquía para tomar decisiones acerca de los recursos organizacionales para iniciar proyectos, la autoridad está altamente descentralizada.

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