Organizational Charts Reflection

Concentration of the budget increased awareness of perhaps creating cross-functional goals and teams as I tried to organize. The chain of command is important in the aspect that there should not be too many chiefs and not enough Indians. The responsibility of those in charge should be to create solutions and communicate that across their area. Everyone in the organization reports to someone with a higher position and greater responsibilities. An article by McDonough and Emisar states, “Structure creates order and makes the various duties assigned to a multitude of employees manageable and clear to all involved,” (2011).
Placing employees was not as easy as I thought at first. I rearranged them in several drafts. The intention was to get the employees trained and then to move them into their respected areas of strength. The problem arose as I was trying to figure out who was going to train them. I had to ask the question of whether I wanted to combine areas or strengthen them individually. In a marketing management book, Kotler assesses that greater commitment to a broad range of marketing initiatives in high performing companies outranked low-performing firms that chose to concentrate on cutting marketing staff levels (Kotler, 2011). In consideration, concentration was placed on keeping the areas as already designed, but strengthen the training between them.
In the Human Resources (HR) department, I left two original employees to run the area of Workforce Planning and Employment, Compensation and Benefits. The other two existing employees are to run the Training & Development, Employee Relations, Risk Management area. Since these two employees are running the training department, they will be training the two new employees on the HR responsibilities for the training period length. Later they