I think that culture and structure influence each other but they are separate entities within a company. Culture is more of how people work and interact with each other while structure deals more with factor such as who they are around, their schedules, their position, and their position in climbing up in the ladder. A company can have an effective culture but an inefficient structure which could lead to incompatibility and failure. I believe that the culture within a company has to be compatible with the structure in which the company runs in. Culture starts from the managers and the company leaders and effective leadership with open communication and positive reinforcement can lead to a successful culture.
The culture and structure of an organization can influence the way projects are managed and executed. If the organization follows a good, project management process, then chances of success of project increases . The project team member should know the effective ways to handle risks and other issues. The team members should be people with right skills and right job training. The organizational structures can strongly affects ability to deliver projects and the ability to share resources. The structure can determine how well you focus on projects and how easy it is to share resources between organizations. Projects that are aligned with organizational culture have smoother implementation and higher success rates .
I also agree with what has been said about the success of organizational structure. I believe it can be applied to any type of project and works great for medical device development. The culture this type of structure brings is an environment that is welcoming and encourages everyone's success. The chances of success are very high since there is this constant communication not only to those on the project, but communication within each department. With an organizational structure:
1. There is a constant encouragement/push to complete your part of a project since all other departments depend on your work to complete their work.
2. Having the ability to work with your department gives you quick access to helpful resources when you need it and can get beneficial advice from your department AND those from other departments working on your project.
3. Because of the need to work with one another, this structure creates welcoming environment and culture.
Organizational structure and workplace culture are definitely correlated. If a company wants to use a matrix structure it is important that there be a relaxed environment where everyone feels they can express their ideas freely and without consequence. If a worker has two managers, that means they will have pressure on them form two places. So it is important that they be able to talk about their problems and what they think is the best way forward. This will also help to develop a better relationship between the managers and the managed. If the managed feels like they are appreciated then they won't mind having two bosses, but if they fell like they are getting yelled at on two front then they will be more likely to internalize it and be a less productive worker.
Organizational culture and structure can influence a project in many different ways. It will definitely impact what resources the business is willing to allocate for your project and how quickly and efficiently it can be done. Sometimes, the problem with following through on a project may not be internal, rather external because there are some issues with how the organization operates that it may lead to a disruption in your own project. You may not have easy access to a department that you need for consultation because of some rules within the company itself. Also, what the company values in assessing results is reflective of the culture as well. I believe that it's important for a company to have a uniform, coherent structure that span all different levels in the hierarchy because that allows for optimal performance in the business. This way, people will be one the same page as to how they do things and therefore what they can do in accordance to the culture.
As Dr.Simon have mentioned there are different types of organizational structures. Any project is affected by project management system, culture, style, organizational structure and also project management office can influence the project.According to me, organizational structure is responsible for organizational culture.It plays a significant role in the creation of work environment, works ethic and view of an authority relationship.I believe the modern composite type of organization structure may lead to great work culture.It is because such kind of structure involves various levels of the organization together which is beneficial for building and developing healthy work culture in the organization.
Question for all, how organizational culture and structure both are correlated and influence project? Is composite organization structure is suitable for critical projects or all type of projects
I believe there should be a balance in order to ensure that all the work which needs to get done, gets done. On the other hand you do not want to create an environment which employees dread coming to. This can be achieved by providing the basic work environment that maximizes productivity. Should an employee cause issues to others, this should be remedied quickly, as it will cause problems to work production. However, there is no need to make the workplace an amusement park either, so having the balance in mind is important to maintaining both structure and culture.
Organizational culture plays a big a role as it allows for the projects to flow smoothly without any road blocks. Culture environment and structure sets up significant role in the creation of work environment, works ethic and view of an authority relationship. Additionally depending on how the culture is, its makes it easier for an employee to reach out to his or her superior for issues. In some cases, I have seen that the culture is so tough that it makes it very difficult for anyone to approach a superior to discuss issues and road blocks to makes the project go easier.
Both organization tactics; culture and structure both affect the overall outcome of any company. The organization is key to success, the steps you will take to accomplish the end goal are determined by the structure. It’s very important to have a structure so the employees know exactly what and how they will do their assignments. However, culture plays a bigger role. Culture is the environmental atmosphere of the workplace. If your employees are given a peaceful, supportive, and team-like environment, they will motivate each other and will want to work harder because their mind is clear and happy. If the culture is welcoming and positive, then the structure will be more effective.
Nuran Kavakli
Organizational culture is a system of shared values, norms, and beliefs that are internally and externally promoted. An organization's culture typically attracts talent who are like-minded and have a personality that would blend in well with the company culture. Therefore, an organization may draw employees who are motivated by innovation, looking to work in a fast-paced, dynamic environment, have an appreciation for volunteering, and demonstrate a history of teamwork. Typically, company culture affects aspects of a business, given an organization that is laid back may have employees that do not value punctuality or professional growth. Consequently, organizational culture can be a major influencing factor to organizational structure and practices. For example, a company that is very competitive in nature models a market culture which is results-oriented and a company that is structured and values seniority demonstrates a hierarchy culture which is process-oriented and more likely to fit the mold of a multi-divisional organization. A composite organizational structure blends functional, project-based, and matrix organizational structures to produce the highest quality projects the most efficiently and thus these company's would need to cultivate a culture which would make it possible.
The structure and culture of any team will be very present in any project being worked on. Especially if it is a long-term goal, these aspects will be highlighted and seen by everyone involved. It is important to have both a good organizational structure and organizational culture when working with others to achieve a shared goal. The culture is going to be made up of everyone involved and this is due to everyone coming from a different background and sharing different ideas with the team. The organizational culture of a team is something that should be embraced and encouraged to help develop new ideas and innovation for the team. The organizational structure will deal more with how the team is run and how everyone will be working together with each other. As you can see, both of these aspects are crucial for a team to produce great results and it can be very easy for either of these aspects to be abused and create a toxic or hostile work environment. These are two very distinct topics that can lead to a major influence to the project, either in a positive light or negative.
Organizational culture and structure are closely linked because the way an organization is arranged strongly shapes how people communicate and collaborate. There can be a hierarchical structure which is the standard for most work-cultures or there can be a composite structure, which blends functional, project-based, and matrix elements, can support strong project outcomes by promoting cross-functional collaboration. It can be highly effective in very critical projects or flagship products as it creates a channel of clear communication and effective team cohesion as well as decision speed, so long as all components and members in a composite structure have their roles and responsibilities clearly defined.
Because how an organization is set up has a significant impact on how individuals communicate, make decisions, and comprehend their roles, organizational culture and organizational structure are closely related. While culture reflects the common values, conventions, and unwritten regulations that influence day-to-day conduct, structure offers the formal framework—hierarchies, reporting lines, authority levels. The culture usually develops to reflect open communication, teamwork, and transparency when the structure fosters these traits. However, a culture of little autonomy, slower innovation, and a reluctance to question inefficient procedures might result from an inflexible or unduly hierarchical organization. In this way, an organization's perception of leadership, teamwork, and accountability—all of which have a significant impact on any project's success—is shaped by its structure. In project management in particular, a team's ability to collaborate, resolve issues, and overcome obstacles is influenced by both culture and structure. Teams that have a supportive culture are better equipped to take initiative, communicate information freely, and learn from mistakes—qualities that increase project flexibility. In the meanwhile, the structure controls the distribution of resources, the speed at which decisions may be taken, and the extent of the project manager's actual authority. Because they combine the advantages of functional and projectized models, composite organizational structures are growing in popularity. This is because they allow specialist departments to stay in place while also granting project teams sufficient liberty to work swiftly. This hybrid strategy helps ensure that teams have both technical expertise and operational independence in crucial or complicated projects by striking a balance between stability and adaptability. However, the project's nature and the organization's preparedness for cross-functional cooperation determine whether a composite structure is appropriate. While fast-moving or creative projects could thrive in a composite environment that promotes departmental communication, some highly regulated or high-risk projects might still benefit from a more traditional structure with well defined decision processes. This poses significant queries for each of us: How does a business decide which structure is most appropriate for a certain project? Are some organizational cultures inherently more compatible with composite structures than others? Lastly, what are any actual instances where a project's success was aided or hampered by the structure?
Using the company’s mission and vision statements to decide on a structure is a good starting point. If a company emphasizes helping others and innovation, then its organizational structure can aid in fulfilling those goals or values. The size and age of the company also impact the organizational structure. A large company with hundreds of employees may require multiple bosses to maintain a culture with authority. A smaller company is capable of operating with a smaller management team, and its members are considered functional heads. Nonetheless, there are always exceptions. One being how long the company has been established. A newer company handles more changes because its procedures are being established. An older company may be more or less willing to adapt to new organizational structures. External factors such as market competition, technological advancements, or customer needs may persuade the organization to improve its structure. For medical devices, uniting people from different departments or areas can address these changes.
A strong organizational structure and a supportive culture are essential for achieving project success in medical device development. A well-defined structure ensures clear roles, responsibilities, and decision-making pathways, which helps teams navigate regulatory requirements and complex design processes efficiently. At the same time, a culture that promotes collaboration, transparency, and continuous improvement empowers cross-functional teams to communicate openly and solve problems proactively. When these elements align, organizations can better manage risks, maintain quality, and accelerate development timelines. Ultimately, the combination of a robust structure and a positive culture creates an environment where innovation thrives and medical device projects reach successful, compliant outcomes.
I agree that organizational structure is foundational to culture, setting the rules for authority and work environment. The correlation between structure and culture creates a critical feedback loop for project success: the structure dictates the flow of resources and decision-making authority, while the resulting culture determines how efficiently the team collaborates and resolves conflicts. Regarding composite structures, their blending of functional specialization with project focus makes them highly suitable for critical, complex projects that demand flexibility and diverse expertise, though their complexity might be overkill for simple or standardized projects.
