Professional Documents
Culture Documents
Organization
A Research Study
Presented to the Faculty
Of STI College Vigan
In Partial Fulfillment
of the requirements in the subject
Practical Research 1
Submitted by:
Dimples Bal-ot
Ruthmae Alexandra M. Libo-on
Niko C. Lu
Marie Claire R. Paa
Patrick C. Ramirez
Liana Kharina Mae T. Viloria
Submitted to:
Jonnel Mae C. Real
Research Adviser
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 2
ACKNOWLEDGEMENT
The researchers wish to express their deepest gratitude and appreciation to those who in one way
who has been all throughout the semester patient and kind enough to give her advises, criticisms,
To our respondents, who gave their thoughts, ideas, understanding, and patience in answering the
questionnaire.
for being the source of strength and intellectual capability to make this work be a master piece.
TABLE OF CONTENTS
Title Page . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .i
Acknowledgement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ii
Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Definition of Terms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
CHAPTER I
Introduction
Organizational structure explains how individuals and groups are systematized or how
their responsibilities are distributed and harmonized. In this altering world, businesses had to
absorb how to express and device their policies and plans through projects and organizational
structures in order to face the threats and opportunities successfully. However, the administration
An organizational structure states how activities such as job allocation, coordination and
supervision are concentrated toward the achievement of organizational objectives. It can also be
considered as perspective through which individuals perceive their organization and its
Interpersonal relationship, on the other hand, refers to a strong union among individuals
working simultaneously in the same organization. People in an organization are working together
ought to share an effective relationship for them to relinquish their level best. It associates some
level of interdependence. Through this, most things that affect one member of the relationship
will have some level of impact on the other member. The relationship of the workers within an
organization tend to influence each other, and be able to share ideas for the success of the
organization.
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 5
network until the planned network is put in place can cause information to be dropped or
miscommunicated at every level of the company. And managers or supervisors may take on
authoritative roles they were not intended to have, which can cause confusion among the staff.
Thus, the study will be conducted to understand and to recognize the impacts of an
organization. Hence, companies or organizations may able to know the importance of having
organizational structure within their businesses. And how will this help them in achieving an
effective and efficient organization, and to reach organizational success that everyone wants to
have.
gives the basis on which standard operating procedures and routines rest. Second, it determines
which individuals get to participate in which decision-making processes, and thus to what range
their visions form the organization’s movements. It permits the conveyed allocation of duties and
responsibilities for diverse functions and processes to different entities such as the individual,
The formation of organizational structures for the management of a project is one of the
significant activities required for completing goals. Management is the function, which
encompasses getting things done through other people. Basically this includes the following,
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 6
which are all facets of setting organization difficulties for performance; getting managers with
leadership aptitudes, getting staff with competent and appropriate skills, placing tasks on people
for effective completion of the project, creating clear delegated establishments, defining suitable
communication lines.
Subsequently these outlined duties relate to the matters concerned with center
organizational running, it may be argued that they are exclusive for the purpose of refining only
learning practices increase project success too. The inclination to have the project success
increased therefore lies in the ability of the manager or the top management to develop certain
relationship in an organization.
large one. It is basically an organizational structure that shows the positions of individuals who
work in an organization or company. It is commonly presented in the manner of ranks, from the
top position to the middle managers up to the employees. Thus, an organization should know the
authority, and jobs within a company. Whenever an employee enters a company, one thing that
they should learn about is its organizational structure. It is usually concerned with an individual
who will perform a certain task, and the location where the task should be performed. It also
informs other employees of what authority a certain position has. The company employees
benefit from the impact of the organizational structure, the higher position is also included. It
makes the internal communication in the company easier. Employees follow the flow of
command and the delegation of authority. With this, the individual who have a higher position
only need to communicate with the middle managers and then the middle managers will be the
ones who will convey the message to the other employees. It is a very efficient way of working
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 8
because if the higher position will be the one who will talk to all of the employees, it will take a
lot of time.
when an employee sees his position in the organizational chart and it is in the bottom part of the
ladder, an individual may refute it, but the negative point of view will arise. It gives him some
sort of motivation. The thought that he is at the bottom of the company will give him a thought
that he needs to improve his work and then he will hope to get promoted to some higher position
to make himself advance in the organizational ladder. This applies to all of the employees, no
Organizational structures have been of great help on companies for so many years. It has
been proven to strengthen the interpersonal relationships of the employees in the company. And
it is still being used up until now. Maybe it is safe to say that the organizational structure is now
Information was gathered by the researchers started last week of November. Those
people who are currently engaged in an organization, or business firms around Vigan City are the
their organization. The scope of this study is limited to the identifications of these factors, rather
than presenting any generalization statements about their interpersonal relationship. Furthermore,
this research should be viewed as an indication of impact as well as effects that could be tested
The researchers were able to come up with their assumptions about the possible outcome
of the study. Assumptions, as to the impacts and effects of organizational structure in the
organization.
4. Among all the positive assumption, the negative that we perceived, in an organization, is
the resentfulness of some workers, being resentful as to how high or low their position as
Definition of Terms
Organization. An organized body of people with a particular purpose, especially, like a business
firms.
Job Allocation. It is the way of working process organization when responsibilities and
workloads related to one task are distributed among different individuals and organizational units
organization.
Responsibilities. A duty or obligation to satisfactorily perform or complete a task that one must
CHAPTER II
Theoretical Framework
Over the past several decades, interactions inside an organization has changed
dramatically, either for its upward mobility or for its deterioration. An organizational structure
immense catastrophe. Having an organizational structure is very important, for this is used to
familiarize each and every person working in an organization. It is for an individual to know who
to follow, and where will be the commands come from. It is an easy way to work on jobs
because the flow of interaction within organizational will be effective and efficient.
performance depends on leader’s interpersonal skill in change implementation over the life of an
organizational affectivity. This paper identify that key point of interpersonal communication is
assertion, thus the most critical tactics in effective interpersonal communication are assertion
strategies.
The people are strong in interpersonal communication can stand up for their rights,
disagree and present different points of view without intimation or putting the other employees
important requirement for conducting successful job performance in the organizations. It looks
communication skills are very important to employees for making a successful organization. It
gives emphasis on how organizational structures distress communication between the employees
that brands up the organization and how those organization structures are in turn affected by
interpersonal communications.
organizations with effective and efficient interpersonal communication among their employees
have an edge over the other organizations because such a communication paves way for
developing strong relationships within and outside the organization. Communication is as much
a matter of human relationships as it is about transmitting messages. This fact is most appropriate
to business environment because an organization earns its reputation not because of its buildings
workload working with groups, teams, stakeholders and changing workplace environment.
Individuals with excellent interpersonal skills rise to the top in their personal effectiveness and
organizational growth. Bonding among the various levels of employees needs to be strong and it
is possible if the interpersonal communication in the organization is effective. Managers are far
more than transmitters of information and instruction. They communicate with their subordinates
today’s employers look for quality skills in interpersonal communication, critical thinking, and
problem-solving, not just the ability to complete job duties. Just as intrapersonal communication
the employees of an organization. This paper attempts to discuss the need and the strategies for
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 13
developing interpersonal communication so that a strong and sustainable bond is created within
individuals and organizations. Past research has examined contextual and demographic
dispositional roots. The authors use structural equation modeling to analyze data from 438
frontline service employees from a casual dining, national restaurant chain in the United States.
Results from this study support the hypotheses that extraversion, agreeableness and emotional
stability are each positively related to forming valued interpersonal relationships at work. In
positive interpersonal relationships at work. Testing a full model of all the hypotheses enabled us
organizational and individual variables. Research has demonstrated that friendships at work can
improve individual employee attitudes such as job satisfaction, job commitment, engagement
and perceived organizational support (Cherniss, 1991; Ellingwood, 2001; Jehn & Shah, 1997;
Morrison, 2009; Riordan & Griffeth, 1995; Robinson, Roth, & Brown, 1993; Song & Olshfski,
2008; Zagenczyk, Scott, Gibney, Murrell, & Thatcher, 2010). In addition, employee’s negative
work attitudes can be mitigated when peers act as confidantes to discuss bad and unpleasant
work experiences (Anderson & Martin, 1995; Fine, 1986; Morrison, 2009; Odden & Sias, 1997;
Sias & Jablin, 1995; Song & Olshfski, 2008). Finally, valued work relationships can influence
innovative climates, increasing organizational productivity and indirectly reducing the intent to
turnover (Berman, West, Richter, & Maurice, 2002; Crabtree, 2004; Ellingwood, 2004; Riordan
Given that friendships at work provide valuable individual and organizational outcomes,
one might ask, how can organizations generate positive interpersonal relationships? Previous
better understand what influences the likelihood that employees develop positive relationships at
work. In this paper, we argue that forming interpersonal connections at work has strong
dispositional roots and therefore, employees’ personality will influence their development of
meaningful interpersonal ties. We also explore interpersonal citizenship behavior (OCBI) as yet
behavior occurs when coworkers assist one another beyond their job requirements (Bowler &
Brass, 2006, Settoon & Mossholder, 2002; Van Dyne, Graham, & Dienesch, 1994; Williams &
Anderson, 1991). Coworkers who are friends are more likely to help one another than coworkers
differences. Kalish and Robins (2006) suggest that psychological predispositions are critical
factors at the most basic level of a social relationship between two individuals. The five-factor
model of personality (Barrick, Mount, & Judge, 2001; Hogan, 1991; Hough & Furnham, 2003),
provides a meaningful theoretical framework for postulating the likelihood that certain traits lead
to the development of interpersonal relationships at work. The last three traits, extraversion,
agreeableness, and emotional stability, are of interest here. These three dispositional tendencies
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 15
represent core elements of interpersonal behavior and represent interpersonal traits that have
been demonstrated to be positively related to social cohesion (Barrick, Stewart, Neubert, &
Mount, 1998; van Vianen & De Dreu, 2001). More specifically, each trait supports the
According to Miles et al. (1978, p. 547), an organization is both its purpose and the
mechanism constructed to achieve the purpose. It means that the concept of organization is
embracing both goals and all the elements that represent unique combination. Miles et al. (1978,
p. 553) draws the conclusion that structure and the processes taking place inside the organization
are closely aligned; it is hard to speak about one without mentioning the other. It is important to
understand the conclusion drawn by Miles et al. (1978). It illustrates how the structure is
interconnected with such concepts as leadership and communication, and how this mutual
power are allocated inside the organization and work procedures are carried out by
structure as “the network of relationships and roles existing throughout the organization”
(Goldhaber et al., 2004). Warren and Dennis (2005), defined organizational structure as the
prescribed pattern of work-related behavior that are deliberately established for the
structure as how job tasks are formally divided and coordinated. It is the hierarchical relations
procedure through which an enterprise is managed. It could also be defined as the framework
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 16
co-operation of effort, delegation of authority, and effective communication along the scalar
chain (ISMN Study Pack, 2012). Daft (2008), conceptualize organization as a social institution
that is based on the target is consciously planned and coordinated with the active system that is
associated with the external environment. Organizations is consisting Individuals with together
relationship and organizational structure assist organizations in the field of optimum use of its
resources to achieve organization goals and strategies (Araghi, 2008). Peter Drucker believes that
organizational structure is method for achieve long-term and short-term goals in organization
Centralization.
organization and overall levels of both interaction and job satisfaction. Ledbetter (2003),
in Texas Grand Prairie Fire Department. The results have shown that environment, technology,
size, strategy, goals, culture, and philosophy impact on organizational structure and a definite
levels of support for innovation, and lower levels of interpersonal relationship conflict were
associated with higher levels of organizational consortium. A study was conducted to examine
system or flow. The traditional organizational structures create vertical and horizontal
boundaries threatening communication. The findings determined the critical aspects to improve
communication through the reduction of boundaries was direct leadership support for a
centralized management information system team with clear responsibility, accountability and
authority to facilitate organizational communication (Lewis, 2011). Powley and Nissen (2012)
examined the effects of trust levels and organization designs on performance. The result has
shown that trust and organizational designs have strong interaction and that hierarchical
centralization and professionalism dimensions had affected the organizational interactions and
in contrary, complexity, specialization, employee ratio and management ratio didn’t affect the
organizational structure and effectiveness. The result shows that organizations with
organizational structure take the approach of emphasizing skills that will allow the worker to
better serve the company by solving problems and interacting with customers and other workers.
The more flexible an organization, it moves towards the more effective organization (Lafiti &
Shooshtarian, 2014).
In a study among 80 British corporations, Dalton et al. (1980) found that, formalization
and performance is contingent. Small organizations are more effective with little formalization
and larger organizations are more effective with formalized structures. The results of Kessler’s
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 18
research (1999) in 229 academic departments throughout the United State and Canada have
shown that organizational structures don’t directly affect faculty members’ productivity, and
organizational structure moderated the relationship between abuse and job performance such that
highly productive faculty members working in more organically structured departments commit
occupational specialties and the length of training required by each (Hage, 2005) or the degree to
which highly specialized requirements are spelled out in formal job descriptions for various
functions (Reimann, 2004). Formalization refers to the rules, procedures and written
documentation such as policy manuals and job descriptions that prescribe the rights and duties of
employees (Walsh & Dewar, 2007): centralization refers to the levels of hierarchy with authority
effective and achieve superior results. Business strategy is developed to achieve this. Execution
occurs when structure, roles, capability, leadership, systems, and culture are all pulling together
and aligned with the strategy. One without the other will create misalignment and success will
not be realized.
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 19
Conceptual Framework
Personal Profile:
Age
Gender The Relationship of
Educational Background Organizational Structure and Impacts of
Years of Service Interpersonal Organizational
Position in the Communication/Relationship.
Structure
Organization
Type of Organization
CHAPTER III
Methodology
In this chapter the research methodology used in the study is described. The geographical
area where the study was conducted, the study design and the population and sample are
described. The instrument used to collect the data, including methods implemented to maintain
A qualitative approach was followed as the method of this research study. In this study
of the characteristics, such as the behavior, opinions, abilities, beliefs, and knowledge of a
The study was conducted at three area, first, at the Municipal Capitol of Vigan, mainly
on their Accounting and Budget Office. Second, was at the Municipal Capitol of Bantay, also on
their Accounting Office. And the third, was at Ilocos Sur National High School, mainly on the
Science Faculty.
(30) respondents were selected from the three organizations. The sample included ten (10)
employees from Municipal Capitol of Vigan, ten (10) employees from Municipal Capitol of
The Impact of Organizational Structure on the Interpersonal Relationship in an Organization 21
Bantay and another ten (10) employees from Ilocos Sur National High School. Respondents who
met the given criteria of the study were identified by the researchers.
The sample size of thirty (30) employees were the total of respondents who were willing
to participate in the research and who met the given criteria during the period of data collection.
printed self-report form designed to elicit information that can be obtained through the written
responses of the subjects. The researchers adopted questionnaires on the internet, and was
revised by them. The said questionnaire was also validated by the experts.
The researcher completed thirty (30) survey questionnaires for the thirty (30)
respondents. The said survey questionnaires were personally distributed by the researcher to the
randomly selected respondents of the mentioned organizations. The data was collected over a