netrashetty
Netra Shetty
Hertz Global Holdings Inc[2] is a car rental company with locations in 145 countries worldwide.[2]
It was ranked the 9th worst place to work in America, according to a glassdoor.com survey in 2009
CEO
Mark Frissora
Director
Barry Beracha
Director
Michael Durham
Director
Henry Wolf
Director
Carl Berquist
Director
Brian Bernasek
Director
Robert End
Director
Nathan Sleeper
Director
Angel Morales
Director
David Wasserman
Director
Gregory Ledford
Lead Director
George Tamke
CFO
Elyse Douglas
HERC
GP
Vehicle Rental Leasing, Ame...
JN
Hertz Europe
MT
Supply Chain
John Thomas
Corporate & Communications
RB
Human Resources
LB
CIO
JE
Control
JK
Legal
JZ
Sales
RS
Process Improvement & Projec...
LB
Structural conflict is not a signal there is a problem to be solved but rather a sign that the organizational structure needs to be redesigned. Some of this could be structural conflict that is resulting from the way the organization is structured. This may arise between line and staff personnel, or between departments such as production and marketing.
The costs of this structural conflict may be minimized at that level if managers proceed cautiously and diplomatically in conflict areas. Awareness of this type of conflict can help prevent these managers from taking the issues personally.
Because managers at the lower levels of the organization do not decide on the organization’s structure, they are rarely able to reduce the amount of this structural conflict. This makes it imperative for top executives to face this problem head on.
Types of Structural Conflict
There are two types of structural conflict and they are horizontal.
Horizontal conflict occurs between groups at the same level of the organization such as the aforementioned line and staff personnel, or between departments such as production and marketing.
Vertical conflict occurs between different hierarchical levels of the organization. Conflicts here can arise over differences of opinion on control or wage issues for example.
Four Solutions for Structural Conflict
Adopt newer and flatter organizational structures.
Reward people for being smart in a total organizational perspective, not just for achieving goals that might be in conflict with other parts of the organization.
Model cooperation rather than competition from the top management on down and make fairness the standard operating principle. Eliminate the practice of only members of a few departments getting a bonus. From now on it’s all or none.
Institute a continuing study of the structural laws that govern all organizations.
It was ranked the 9th worst place to work in America, according to a glassdoor.com survey in 2009
CEO
Mark Frissora
Director
Barry Beracha
Director
Michael Durham
Director
Henry Wolf
Director
Carl Berquist
Director
Brian Bernasek
Director
Robert End
Director
Nathan Sleeper
Director
Angel Morales
Director
David Wasserman
Director
Gregory Ledford
Lead Director
George Tamke
CFO
Elyse Douglas
HERC
GP
Vehicle Rental Leasing, Ame...
JN
Hertz Europe
MT
Supply Chain
John Thomas
Corporate & Communications
RB
Human Resources
LB
CIO
JE
Control
JK
Legal
JZ
Sales
RS
Process Improvement & Projec...
LB
Structural conflict is not a signal there is a problem to be solved but rather a sign that the organizational structure needs to be redesigned. Some of this could be structural conflict that is resulting from the way the organization is structured. This may arise between line and staff personnel, or between departments such as production and marketing.
The costs of this structural conflict may be minimized at that level if managers proceed cautiously and diplomatically in conflict areas. Awareness of this type of conflict can help prevent these managers from taking the issues personally.
Because managers at the lower levels of the organization do not decide on the organization’s structure, they are rarely able to reduce the amount of this structural conflict. This makes it imperative for top executives to face this problem head on.
Types of Structural Conflict
There are two types of structural conflict and they are horizontal.
Horizontal conflict occurs between groups at the same level of the organization such as the aforementioned line and staff personnel, or between departments such as production and marketing.
Vertical conflict occurs between different hierarchical levels of the organization. Conflicts here can arise over differences of opinion on control or wage issues for example.
Four Solutions for Structural Conflict
Adopt newer and flatter organizational structures.
Reward people for being smart in a total organizational perspective, not just for achieving goals that might be in conflict with other parts of the organization.
Model cooperation rather than competition from the top management on down and make fairness the standard operating principle. Eliminate the practice of only members of a few departments getting a bonus. From now on it’s all or none.
Institute a continuing study of the structural laws that govern all organizations.
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