Overview

In this assignment, you will evaluate an existing organizational structure. You will recommend structural changes that can help address the organization’s concerns regarding collaboration, communication, and autonomy.

Scenario

You work for an organization that has traditionally been very formalized, and managers have had a very broad span of control over direct reports from multiple departments and functions. This worked well in the past; managers were able to oversee a high number of direct reports because there were many rules and regulations dictating how their work should be performed. However, there were downsides. Employee talent was underused, and there wasn’t a strong team culture, as most work was done independently according to standard operating processes.

Recently, the organization started shifting to less formalized working structures to support more creative, innovative work and provide employees with more autonomy. While employees are happy with the purpose of these new changes, managers are feeling overwhelmed, and employees are feeling a loss of support. This shift has impacted function-specific work the most because, in the past, managers didn’t need to understand in-depth, function-specific tasks, such as the technical aspects of graphic design work or the intricacies of project management. Instead, they had the ability to rely on rules, regulations, and standard operating processes.

You have been asked to collaborate with the human resources department to recommend a new organizational structure. This new structure should address the following goals:

Reduce the burden on managers.
Improve communication across teams.
Enhance support for employees in function-specific tasks.
Preserve the autonomy and creativity that employees value in the new working environment.

Your task is to design a structure that achieves these goals. Clearly explain how your proposed changes will address the issues the organization is experiencing while aligning with its long-term vision.

Directions

In this two-part assignment, you will create an organizational structure chart and a written explanation for your changes.

Use the Module Six Assignment Template, linked in the What to Submit section below, to create an updated organizational structure chart for the organization.
Then, in a separate Microsoft Word document, write a brief explanation of your recommended changes and how they will impact both organizational communication and overall team dynamics.

Specifically, you must address the following rubric criteria:

Updated Organizational Structure Chart: Create an updated organizational structure chart that addresses management and communication concerns.
Explanation of Changes: Explain your reasoning for why you made the changes you did to the company’s organizational structure. Include how your changes differ from the original and why you believe they would benefit the organization.
Impact on Organizational Communication: Describe the impact these changes will have on the company’s overall organizational communication.
Impact on Team Communication: Describe the impact these changes will have on the company’s overall team communication and reporting structure.

What to Submit

Submit your completed Module Six Assignment Template PPT as a PPT file. Submit your separate, written submission as a 2- to 3-page Microsoft Word document with 12-point Times New Roman font, double spacing, and one-inch margins.

A text-only version of the template is available: Module Six Assignment Template Text-Only Version Word Document. If you use this template, submit it as a Microsoft Word file.

Module Six Assignment Rubric

CriteriaExceeds ExpectationsMeets ExpectationsPartially Meets ExpectationsDoes Not Meet ExpectationsValueUpdated Organizational Structure ChartN/ACreates an updated organizational structure chart that addresses management and communication concerns (100%)Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include ensuring details such as organizational communication and team dynamics are taken into account (55%)Does not attempt criterion (0%)25Explanation of ChangesExceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner (100%)Provides reasons for the changes made to the company’s organizational structure, including how they differ from the original and how they would benefit the organization (85%)Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include providing concrete reasons for the changes or including details such as how the changes would benefit the company (55%)Does not attempt criterion (0%)25Impact on Organizational CommunicationExceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner (100%)Describes the impact these changes will have on the company’s overall organizational communication (85%)Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include providing more detail or context about the impact the changes will have on communication (55%)Does not attempt criterion (0%)20Impact on Team CommunicationExceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner (100%)Describes the impact these changes will have on the company’s overall team communication and reporting structure (85%)Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include providing clear details about the impact the changes will have on team communication and reporting structure (55%)Does not attempt criterion(0%)20Clear CommunicationExceeds expectations with an intentional use of language that promotes a thorough understanding (100%)Consistently and effectively communicates in an organized way to a specific audience (85%)Shows progress toward meeting expectations, but communication is inconsistent or ineffective in a way that negatively impacts understanding (55%)Shows no evidence of consistent, effective, or organized communication (0%)10Total:100%

SOLUTION

Organizational Structure Redesign: Explanation and Impact Analysis

Your Name
DNP7500 – Organizational and Management Theory
Miami Regional University
Date

Explanation of Changes

To address the communication, collaboration, and management concerns described in the scenario, I recommend moving from the traditional functional hierarchical structure to a matrix organizational structure. The original structure was highly formalized, with managers overseeing large spans of control across unrelated departments. While this supported standardization, it limited creativity, underutilized employee skills, and created barriers to teamwork and innovation.

The proposed matrix structure introduces functional team leads and cross-functional project managers. Managers will no longer oversee broad, unrelated functions. Instead, each specialized team (e.g., graphic design, project management, IT, marketing) will report to both a functional manager (who understands the technical needs and supports career growth) and a project manager (who drives collaboration and innovation across teams). This change decentralizes authority, empowers specialized support, and preserves creative autonomy.

Key differences:

Reduces the number of direct reports per manager by splitting responsibility between functional and project leads.
Introduces cross-functional project teams, improving communication and collaboration.
Empowers employees with function-specific support and role clarity.
Maintains creative flexibility by avoiding rigid hierarchies and promoting agile teamwork.

Impact on Organizational Communication

The matrix structure improves vertical and horizontal communication. Employees will have clearer guidance from functional leads who understand their technical needs, and better alignment on goals through project managers. This eliminates the communication breakdowns seen in the previous structure where managers lacked technical expertise and relied solely on regulations.

Cross-functional project teams promote open channels between departments that previously worked in silos. Project managers will act as communication hubs, facilitating regular meetings, updates, and feedback loops. This supports transparency and ensures that strategic objectives are shared across the organization.

Additionally, the dual-reporting structure encourages frequent interaction and collaborative decision-making, replacing outdated command-and-control communication models with more inclusive ones.

Impact on Team Communication and Reporting Structure

The updated reporting structure simplifies support and accountability. Employees will report to:

A functional manager for day-to-day support, mentorship, and development.
A project manager for strategic execution, team coordination, and deadlines.

This clear distinction supports role clarity, reduces confusion, and prevents managers from being overwhelmed by unfamiliar tasks. Employees receive targeted support from leaders with the right expertise, which boosts confidence and performance.

Teams working on shared projects will meet more frequently and build trust, addressing the previous culture of independence and isolation. The cross-functional nature of teams fosters a culture of collaboration, problem-solving, and mutual respect.

The matrix also allows for flexible reassignment of employees to different projects based on evolving needs—ensuring autonomy and innovation remain central to the organizational culture.

Conclusion

The matrix structure balances autonomy with accountability, improves communication flow, and provides better support for technical work. By shifting from rigid formality to a flexible, team-oriented structure, the organization can reduce managerial burden, support employee expertise, and sustain a culture of innovation. This new structure positions the company for long-term success in a dynamic and creative environment.

Resources (if needed for citations or guidance):

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