hierarchical structure-Hallmark



Institutional Affiliation


Authoritative structure is the essential stronghold of power and the game plan of the whole work amass in the organization. Numerous Traditional scholars created this idea of departmentalization as an approach to keep up order, fortify organization’s power, furthermore give a formal correspondence framework. Then again, hierarchical structure incorporates all authoritative objectives, engineering, environment and size. At the point when there is not an arrangement of the structure with hierarchical needs, the reaction of the association to natural change decreases; choices are deferred, poor or neglected. This paper will survey the essential kind of hierarchical structure, how correspondence is influenced by the social and social parts of this organization and also administration. Likewise talked about is the way in which Trademark gives customer focused mind so as to perform their statement of purpose.


An authoritative structure that is utilized by Trademark is a half and half structure. This authoritative structure, in its development and advancement, sorts out both independent units and practical units towards a cross breed association (Sullivan & Decker, 2009). The mixture structure enhances the arrangement in the middle of administration and corporate objectives. This structure additionally supports a finer adjustment towards the earth while keeping up its effectiveness. On the other hand, in Trademark as an organization, there is a shortcoming of the cross breed structure whereby there is a clash between the top organization and supervisors. Administrators despise managers’ interruptions into their obligation. With time, the organization has a tendency to aggregate vast corporate staff to manage divisions when attempting to facilitate benefit and additionally item structure (Sullivan & Decker, 2009).


The organizational culture of Hallmark is of a corporate nature. The corporate culture comprises of the values, customs, beliefs, as well as meanings that make this company somehow unique. This culture consists of Hallmark’s mission and goals. The individual facilities at Hallmark focus on the corporation goals, not individual goals. This is a state whereby people, though they have different ideas, never challenge organizational thinking. Innovative organizations, thus, must prepare staff to challenge the normal, and bring new procedures to implement new ideas effectively (Kerfoot, 2004).

Communication Methods

Cultural attitudes, behaviors and beliefs in Hallmark seem to affect communication. Open communication between managers and team leaders is important to avoid duplication of responsibilities, overriding of all delegated assignments and the competition for control and power. The primary source of communication that exists between Hallmark staff is e-mailing through the facility-based technology. Notices of competency and educational offerings are posted on each unit in the staff lounge. Thus, this makes interdepartmental communication easier with the use of telephones, which in turn makes it easier to coordinate the communication of workers and staff from various departments.

Leadership and Decision-Making Ability

Each leader at Hallmark has a different leadership style. On one department, for instance, Finance, the director and manager lead using a style that can be described as autocratic. These leaders in this department have little trust in the staff and usually exclude them from decision-making (Sullivan & Decker, 2009). This might sometimes lead to staff dissatisfaction. Decision-making techniques also vary, depending on the problem, the level of uncertainty in the situation and the degree of risk. Staff members participate in the decision-making process only by attending unit-based meetings whereby their input is heard. Unit managers report to the administrative leader, and in return the chief officers report to corporate managers for their final say in making decisions.

Healthy Organizations Criteria

The basic characteristics of a healthy organization include skilled communication, effective decision-making, appropriate staffing, true collaboration and meaningful recognition, as well as authentic leadership. These characteristics can be seen in Hallmark as a company. Communication from the management is, usually, abrasive as well as degrading with a high employee turnover ratio, which makes it difficult to provide satisfactory customer. The autocratic leadership style has not been well accepted by the staff who works in this company. Many workers, usually, feel inferior and intimidated to voice any concerns they may feel, like often working understaffed in a high acuity environment.

Generational Differences

Diversity in groups can be said to be valuable. At Hallmark, diversity has been embraced from the lowest level of employment to the highest. The diverse group of employees generates a range of ideas that, usually, result in better outcomes. The average age of a worker in Hallmark is 46.8 years. This translates to the fact that the shortage of workers will grow as the aging workers retire and the demand for services will increase as well (Sullivan & Decker, 2009).


Conclusively, the hybrid organizational structure at Hallmark, as well as its commitment to maintaining its intended purposes constitute to an alignment of goals across all the systems and subsystems. It needs communication to take place between organizational divisions and departments. The environment at Hallmark is restrictive in that it does not allow frontline workers or staff who is dealing with the clients to make some rash decisions by themselves. This might sometimes cost the company dearly in case something of an emergency sort occurs.


Kerfoot, K. (2004). Leading the Leaders: The Challenge of Leading an Empowered

Organization. Urologic Nursing, 24(3), 224-226.

Sullivan, E. J., & Decker, P. J. (2009). Effective Leadership and Management in Nursing (7th

ed.): Prentice Hall.