An Organisational structure is

• Shows where an employee goes to in case of an emergency

• is the levels of management and division of responsibility in a business

• a diagram that shows how everybody is linked to each other in terms of departments in an organization

• shows how many subordinates report to one manager

Chain of command

• The route through which orders are passed down in the hierarchy.

• Authority to pass down from superior to subordinate.

• The internal structure of a business as shown by an organisation chart.

• The right to command and make decisions.

Span of control is

• The order or levels of responsibility in an organisation from the lowest to the highest.

• The number of people a person is directly responsible for in a business.

• How much control a manager has over the operations in a department

• People in the hierarchy who work under the control of a senior worker.

What are communication barriers?

A department is

• A section in a business where all employees have similar skills and specialise in particular activities.

• Routes along which communication might travel in a business.

• People in the hierarchy who work under the control of a senior worker.

A Job description is

• A personal profile of the type of person needed to do a particular job.

• A document that shows clearly the tasks, duties and responsibilities expected of a worker for a particular job.

• A document used by a job seeker which lists personal details, qualifications, work experience, referees and other details.

• The use of recognised channels when communicating.

Features of a tall organizational structure

• Many layers/levels of management

• Higher chances of promotion

• It can take a long time for important decisions to reach the workers.

• Wide span of control

Explain what is meant by a democratic style of leadership?

A theory about motivation where employees are motivated by 2 sets of factors ; they are :

What was the benefit of applying Taylor's theory to businesses?

• Workers worked harder and produced more output. The extra output of a worker is worth more that the worker's increase in pay.

• labour turnover was very low

• The company saw an increase in its revenue

• The workers never felt demotivated and that it was easy for the firm to pay money to the workers rather than reward them with non financial motivators