What is a challenge to reporting to more than one manager in a matrix organization? Essay

What is a challenge to reporting to more than one manager in a matrix organization? What might be a benefit?


It is a sort of a hierarchical structure or system in which individuals with comparable abilities are pooled for work assignments, bringing about in excess of one chief or leader (here and there alluded to as strong line and spotted line reports, in reference to conventional business association diagrams)


  1. Work is done efficiently
  2. Improves Workmanship
  3. Being used mostly to manage projects a dynamic project team is produced
  4. Works better in multinational companies; final product produced is of higher quality.


  1. When a worker reports to too many managers the process becomes boring and confusing
  2. Supervising managers finds it difficult to achieve set goals
  3. High chances of conflicting between managers of different department that a work will be reporting to.

What do you think are the advantages and disadvantages of being employed by a boundary-less organization?

Most organizations have clearly known boundaries, while boundary-less organization are known mainly for not have them. The main characteristics of boundary-less organization are free movement of information, flexible way of doing business; employees are totally responsible of the projects.


  1. Different workers with different backgrounds and culture can work together easily and without boundaries.
  2. Workers work as a team than as individuals
  3. Good quality management
  4. Talented people can be assemble into a formidable team


  1. Project control is poor
  2. The system can have communication difficulties

What is a main cost of maintaining an organizational learning environment? What is the greatest benefit?

Main costs for any organizational learning environment are learning time spent. The greatest benefit will be greater productivity, capability, efficiency, minimum mistakes, Information sharing among employees, more happiness, greater loyalty & less attrition.

So for what reason don’t more organizations do this? Since they have a culture of fault, As opposed to gain from disappointment, everybody abstains from being polluted by it by disregarding it or blaming others. This is on the grounds that accuse prompts discipline, which no one needs yet many are prepared to exact. Tragically, this is extremely normal and appears a characteristic human default.

A constructive learning society is harder to support since it needs individuals who don’t contend with each other and who conflict with the regular inclination to look for status and predominance. This likewise implies the inspiration structure that drives rivalry, for example, with near execution audits, needs to change.

Which kind of organization would you like to work for? Why?

Knowing my character, trend and knowing who I am, boundaries-less organization system can work perfectly for me. I want to have growth in a company that allows me to be fully responsible of my work and encourage me to be more innovative and mature in an area of specialty. When you became any expert in any area of specialty it’s easy to do your work. Being a person who is still developing being free to express oneself as well as being innovative can be a catalyst to growth. Therefore looking at my personal trends I cannot work for a company that has so know boundaries, restrictions and rules that can make me feel cornered, to have no independent to think and not allowed to be who I am because of rules and regulations E.G. At a firm, employees are supposed to have their tea at 10.00am. I am working on a plan, developing software or anything but because I have to make it to the canteen and back in time I have to leave what I was working on. When I came back have forgotten on what I was working on.

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