2.5

• Hierarchical structure


  Different levels of management and staff, with higher levels exercising greater authority and control
• Flat structure


  Characterised by an overall broad span of management and relatively few hierarchical levels
• Span of control


  The number of stuff a manager is responsible for
• Chain of command


  The route by which instructions and communications flow from the top to the bottom of a business, who is answerable to who
• Delayering


  Reducing the number of levels in the organization's job structure, making the structure more flat
• Delegation


  Process where tasks autre given to a member of staff, often, managers giver tasks to employees further down the chain of command
• Subordinates


  Members of staff below a manager in the chain of command
• Centralised management structure


  A centralised structure is where business decisions are made at the top of the business or in a head office and distributed down the chain of command.
• Advantages of centralised management a structure

  - Consistency across the business

  - The business has a clear direction

  - Operations and decisions are closely controlled and managed

  - The chain of command and accountability are clear
• Disadvantages of a centralised management structure

  - It can demotivate employees

  - A standardised approach may not work in all business locations

  - It may lower productivity
• Decentralised management structure


  A decentralised approach is where a business allows decisions to be made by managers and subordinates further down the chain. This structure provides staff with more decision-making responsibilities.
• Advantages of a decentralised management structure

  - Improved employee motivation

  - Allowing managers lower down the chain to make decisions to suit their local area and customers

  - More responsibility for employees
• Disadvantages of a decentralised management structure


  - Consistency is not achieved across the business

  - Managers can make ineffective decisions

  - May negatively impact sales and overall business performance, eg because of ineffective decisions by managers lower down the chain
• Methods of communication in a business


  Emails, texts, online shared spaces, meetings, letters, apps, face-to-face
• Insufficient communication


  Insufficient communication means not enough communication or poor-quality communication. Insufficient communication can negatively impact efficiency and motivation, as employees may not fully understand what is required of them or what is happening across the business as a whole. This may have a negative impact on overall business performance and decrease the

  productivity of employees.
• Excessive communication


  Excessive communication means too much communication. For example, employees may receive too much communication in general, or they may receive the same message via multiple channels. This can often cause employees to become confused or feel stressed or overloaded. Ultimately, excessive communication can have a similar impact on efficiency and motivation to insufficient communication.
• Barriers to communication


  - Poor explanation

  - Poor spelling and grammar

  - Incorrect language

  - Technology issues

  - Poor structuring of information

  - Use of jargons

  - Lack of understanding
• Full time employees


  Full time usually refers to an employee working more than 35 hours per week, often spread over five days each week. Full-time employees work in all job roles.
• Part time employees


  Part time refers to an employee working for only part of the working week, or anything less than full time. Often, a part-time employee may work for two, three or four days a week. Part-time employees work in all industries but are commonly found in the retail industry, where a shift role may only be required on certain days or times.
• Flexible hours contract


  Having flexible hours is a more modern way of working. Employees are given a set number of hours to work in a week, month or year but get to choose when they work.

  May work any number of hours up to full time, so they may be either full or part time. Flexible hours are often beneficial to both businesses and employees, as offering flexible working can lead to higher taff retention and better productivity, while also providing employees with flexibility in their personal lives.
• Permanent contracts


  A permanent contract is one that has no fixed end date. The employee may stay within the business until either they decide to leave or the job role no longer exists. Permanent contracts are suited to certain types of more stable, long-term job roles, such as nurses, pilots and teachers.
• Temporary contract


  A temporary contract is one that has a specific end date, where the worker is only employed for a certain period of time. Temporary contracts are very common within the retail industry and in other industries with seasonal demand.
• Freelance contract


  A freelance contract is usually one where a self-employed individual is engaged to carry out a specific piece of work over a defined period of time.
• Technology and efficiency


  Increased efficiency means that a business is able to produce items and provide services more quickly, more accurately and with fewer resources. For example, in the car industry, cars would traditionally have been produced by many people working on an assembly line. In a modern factory, cars are mostly made using machines. This means these factories require only a small number of employees.

  
  

  Technology has also vastly improved the efficiency of communication in businesses. Messages can now be sent very quickly to a large number of people with a reduced risk of barriers to communication. Common ways of communicating using technology include email, text messages, online chat, telephone calls and online video communications.
• Remote working


  Working away from your normal place of work. This is because technology has enabled them to work at home in the same way they would in an office.

  More flexibility - they may not have to travel as far and are less likely to take time off because of sickness or be late. However, employees working remotely may not always work as hard and they may not be able to seek help easily when required.
• Directors


  Directors are the people at the top of a business and its organisational structure. Small businesses may only have one or two directors. Larger businesses often have a board of directors who make the key business decisions, such as implementing new policies, deciding how to invest profit or opening new offices.
• Board of directors


  A group of persons elected by the stockholders to manage a corporation. One senior person from each department
• Seniron managers


  Senior managers sit below the level of director in the hierarchy. They are the highest level of manager in a business and usually have overall responsibility for all staff below them. Senior managers may make key day-to-day operational decisions for a business and set business strategy or direction.
• Supervisors and team leaders

  Oversee employees and carry out day to day function. Sit below senior managers and often manage a team of employees.
• Operational staff


  Employees who directly do the work such as the manufacturing or providing the service. They fulfil the purpose of the business.
• Support staff


  Support staff assist with the daily operation and running of a business. Their duties do not directly contribute to the overall operation or purpose of a business. E.g, cleaners.
• Person specification


  A detailed list of the qualities, skills and qualifications that a successful applicant will need to have. Essential and desirable features.
• Job description


  A written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job.
• Application form


  A form to use when applying for a job that includes personal information, job experience, and reference.
• CV


  Document that applicants complete and submit a long side a job application. CV stands for 'curriculum vitae', which is Latin for 'course of life'. It is a personal document that includes information about an applicant's skills, experience, qualifications and hobbies. This document is used by a business to decide whether applicants match the requirements of the person specification.
• Internal methods of recruitment

  Notice boards, word of mouth, company website and emails to staff
• Advantages of internal recruitment

  - Quick process

  - Applicants will be known to the business

  - Applicants may have previous experience in the role

  - Cheaper than external
• Disadvantages of internal recruitment

  - Small pool of applicants

  - Usually a small pool of applicants

  - Lack of fresh ideas in the business
• Methods of external recruitment

  - Government job centres

  - Recruitment agencies

  - Newspapers

  - Careers officers at schools/universities

  - Television

  - Websites on the internet

  - Magazines
• Advantages of external recruitment

  - Brings new ideas into the business

  - Fresh enthusiasm and skills

  - Large pool of potential applicants