It should include a summary of the main points of your group chart and then select an organization, describe if it is set up as a silo, pyramid, or flat. Discuss the pros and cons of the organization's structure. You paper include the following components:

• Introductory paragraph
• Paragraph summarizing the main points of your group chart
• Name an organization set up as a silo, pyramid, or flat
  • Paragraph on the pros of this organization's structure
  • Paragraph on the cons of this organization's structure
  • Closing paragraph to summarize your paper

Learning Support Group: Compare 8. Contrast Organizational Structures With your Learning Support Group, compare and contrast organizational structures. Add each group member's name in parenthesis next to the items they contributed. By the time you are done it will be evident which group member contributed each specific content item. See Canvas for full details for completing the assignment. Clear roles and responsibilities (Tracy) Clear pathway of Accountability {Tracy} Goals and motivation (Tracy) Vision Problems (Tracy) Resistance to change {Tra cy) communication employee receives instructions from their leader. (Tracy) Clear reporting structure employees know who they report to. (Tracy) Effective decisionmaking a team can move quickly when making changes. Career advancement opportunities employees have a clear path for advancement. (Tracy) Lack of innovation the structure makes it difficult for new ideas to prosper. Employee dissatisfaction people feel stifled and under challenged. leading to low morale. (Tracy) communication direct input from employees and debate viewpoints (Tracy) Fewer levels of management quicker response and direction to staff (Tracy) Decrease employer costs fewer management levels, which saves money (Tracy) Employee morale they work hard to see the company succeed generate ideas for improvement [Tracy]: which approach to follow. (Tracy) Favoritism some employees have manager's attention (Tracy) Learning Support Group: Compare & Contrast Organizational Structures With your Learning Support Group, compare and contrast organizational structures. Add each group member's name in parentheses next to their contributed items. When you are done, it will be evident which group member contributed to each specific content item. See Canvas for full details for completing the assignment. Silo Pyramid Flat Pros Inclusivity: The capability of Future Shared Vision: Participants are Positive Focus: Future Search to include a varied variety of encouraged to visualize a perfect Search contributes to the participants, including staff, leaders, future as a group through Future development of a good clients, and external stakeholders, is Search. A sense of purpose and and upbeat environment one of its most important benefits. This cohesion can be fostered for the by emphasizing the future inclusiveness makes sure that a wide group by using this shared vision rather than lingering on range of viewpoints and concepts are as a motivator and guide. the past's issues. This can taken into account, which can result in (Arianna) be especially useful when more solid and comprehensive dealing with complicated answers. (Arianna) Action-Oriented: Action planning or divisive problems is a component of future search, because it promotes in addition to visioning. As a fruitful conversation and Structured Process: The Discover, result, ideas are transformed into Dream, and Design three-phase problem-solving. (Arianna) actionable steps and tactics that structure offers a clear road map for the intervention. This framework keeps may be used right away. (Arianna)| Alignment and Commitment: Participants conversations on track and guarantees that all pertinent subjects are covered. frequently experience a stronger sense of (Arianna) alignment with the group's goals and a stronger sense of commitment to Long-Term Impact: Because Future accomplishing them Search fosters participant unanimity through the discourse and and commitment, it frequently results visioning processes. This in long-lasting change. This may result could improve teamwork in a more significant and long-lasting and cooperation. (Arianna) change for the group or organization. (Arianna) Cons Time-Consuming: Future Search is a Resource-Intensive: It can take a Resistance to Change: rather time-consuming process that lot of facilitator time, participant Some participants might takes several days or at the very least a time, and logistical support to oppose the process, full day to finish. Participants may find conduct a Future Search especially if they have a this difficult, particularly in hectic intervention. This may make it stake in keeping things as workplaces or communities. (Arianna) expensive and maybe prohibitive they are. Resistance might for some organizations. (Arianna) take the form of unwillingness to accept Conflict Management: Conflicts and Limited Scope: Future Search new ideas or doubt about disagreements are practically might not be appropriate for all the viability of the concept. guaranteed in a varied community. To problems. It works best when (Arianna) prevent the process from being tackling difficult problems that derailed, managing these benefit from a long-term Dependence on the disagreements constructively can be perspective. Other treatments can organization's ability of difficult and may require competent be better suitable for issues that facilitation. (Arianna) facilitators to successfully are more urgent or tactical. guide the process is often (Arianna) crucial to Future Search's success. The results might not be as good if the Lack of Accountability: Even facilitators are though Future Search generates action plans, it could be difficultto hold participants responsible inexperienced or biased. for carrying them out after the fArianna) intervention. Plans might not be carried out if lthere are no follow- up procedures. [Manna]