Organizational Structure and CultureDefinitionOrganizational structure refers to the levels of management of a company. It mainly defines how work activities were previously divided, grouped and coordinated. The organizational structure of a company reflects its culture, management style and leadership attitude which is adopted with the addition of the environment in which it operates. It also determines the respective methods of assignment, control and coordination of roles, powers and responsibilities, in order to achieve the flow of information between the different managerial levels. An organizational structure is important because it determines how the organization will be managed to achieve its goals and objectives (Cunnee, 2008). He defines an organizational structure as the number of ways used in a company to set up the division and specialization of work while focusing on maintaining coordination to achieve the same goals. An organizational structure can be flat or tall and centralized or decentralized. In a centralized or small organization, the top level of management has the power to make decisions for the company and has tight control over the divisions below. In a decentralized or large organization, decision-making power is distributed throughout the company and the major workload is divided and delegated downward. Some of the key elements required to design the organizational structure are: - Work specialization - Departmentalization - Chain of command - Scope of control - Centralization and decentralization - Formalization The organizational structure can be organized in four different ways which are: - By function (Operations , Marketing, Finance) - By region (marketing manager in the south, marketing manager...... halfway through the document......the approach provides a single expanded and detailed framework to diagnose the problem and decide which tool or their combinations will be suitable to handle the problem. This approach helps to get a quick perception of the problem through it the problem. practical situations and circumstances and believes that it is the best way to handle them. It requires extensive knowledge of situational variables and external factors. The structure of the organization must match the demands of its environment and technology. Leadership styles must be adopted appropriately based on situational needs. It is mainly complex and presents difficulties in empirical verification. It is called reactive rather than proactive.