A Master’s degree in organizational administration cultivates leadership skills to help businesses operate effectively. It includes advanced communication tactics and planning strategies that help fulfill a company’s mission.
Administrative work may be clerical, such as answering phones and speaking with clients or assisting an employer. This type of administrtive work requires consistency and adherence to strict procedures.
Administrators perform some of the primary functions of any company. They are responsible for scheduling meetings and events and ensuring that deadlines are met. They also provide feedback on performance and create budgets. Those who excel in their administrative work often find themselves promoted to management roles within the organization.
In addition, administrators are responsible for identifying business challenges and making decisions that move the company toward its goals. They must be able to assess methods and strategies to determine the best course of action for achieving long-term and short-term objectives.
French Industrialist Henri Fayol’s theory of management describes five functions of administration – planning, organizing, staffing, directing and controlling. Luther Gulick, a disciple of Fayol, added another function – coordinating. A strong culture of administration requires high interunit communication and a clear division of responsibilities. This type of structure allows administrators to make informed and timely decisions. It also helps them avoid problems caused by conflicting priorities and reduces the number of mistakes.
Organizational structures determine how tasks are divided and who reports to whom. They can vary from flat to divisional, matrix and team structures. These days, organizations are developing more post-bureaucratic structures to improve their processes and stay competitive in the global marketplace.
Small companies and startups benefit from flat or network structures, which feature fewer levels of management and direct reporting to top-level decision-makers. This structure allows for greater flexibility, open communication and more agility.
Larger businesses may adopt a divisional structure, which divides the company into departments based on products, markets or functions and allows for each division to operate like an independent company within the larger business. This structure gives divisional managers more control over their own teams, but can lead to duplication of resources and limited collaboration between departments.
A matrix structure combines functional and product departmentalization to empower employees who are both generalists and specialists. Ad agencies, hospitals and universities are examples of organizations that use this type of organizational structure.
Often, administrators who are interested in taking their career to the next level seek out master’s degrees in organizational leadership or a master of business administration. Some degree programs are specifically designed for the needs of professionals, such as Reach Higher-Flex Finish, a bachelor’s program for adult students that offers the opportunity to graduate with an associate degree in organizational leadership along with a general bachelor’s degree.
In general, a leader’s job is to help employees see the big picture and set goals that will help the company achieve its vision. Leaders also need to create a good atmosphere in the workplace, which means they must encourage employees and listen to their concerns.
Leadership differs from management in that it involves human psychology and expert tactics. This is why many professionals choose to earn a master’s degree in organizational leadership, which allows them to learn advanced management techniques and planning strategies. These skills are necessary for businesses to thrive and survive.
A company’s culture is a set of assumptions that determine how employees act, and it can shape the organization to a great degree. It also can provide natural advantages or barriers to business growth.
Corporate leadership talks a lot about creating a healthy, productive workplace culture, but the truth is that it can develop even without their input. This can lead to a toxic or unhealthy culture that can hinder business.
Managers who want to cultivate a particular culture can do so by using recruitment strategies, hiring practices and personnel policies that seek workers who embody the desired culture. They can create incentives that reward risk-taking, for example, or prioritize customer service. They can also make cultural priorities clear and visible to all employees. Deeply rooted cultures can be difficult to change, however. For example, a hierarchy-oriented culture will often prioritize policies and procedures. This may include strict work-from-home rules or a rigid chain of command that dictates advancement opportunities.