Go Back   ManagementParadise.com Discussion Forums PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT > Human Resources Management (H.R)

Organisational Structure of RadioShack

Discuss Organisational Structure of RadioShack within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; Organisational Structure of RadioShack : RadioShack Corporation (formerly Tandy Corporation) (NYSE: RSH) is a chain of electronics retail stores in ...



Thread Tools Display Modes
Organisational Structure of RadioShack
 (1 (permalink))
Netra Shetty
netrashetty is on a distinguished road
Student of PGDM at Mats Institute of Management and Entrepreneurship
Bangalore, Karnataka
Management Paradise Guru
Status: Offline
Posts: 4,857
Join Date: Dec 2010
Location: Bangalore, Karnataka
Organisational Structure of RadioShack - February 5th, 2011

Organisational Structure of RadioShack : RadioShack Corporation (formerly Tandy Corporation) (NYSE: RSH) is a chain of electronics retail stores in the United States, as well as parts of Europe, South America and Africa. As of 2008, it had 4,653 company-owned stores, 688 kiosks, 8 service centers, and 1,408 dealer outlets. RadioShack reported net sales and operating revenues of $4.81 billion. The headquarters of RadioShack is located in Downtown Fort Worth, Texas.[1] RadioShack is also a sponsor for the Samsung/RadioShack 500 NASCAR Sprint Cup Series race at Texas Motor Speedway. On July 21, 2009, RadioShack announced a partnership with T-Mobile USA, and started offering the service in August 2009.
RadioShack's current proprietary brands include RadioShack branded products (parts, adapters, telephones and other legacy/classic products), AntennaCraft (outdoor antennas and amplifiers), Auvio (audio/video cables, LCD TV's, headphones, premium surge protectors and speakers), Enercell (batteries and power), Gigaware (computer, GPS and iPod accessories, mp3 players and accessories, as well as digital cameras, digital camera accessories and digital picture frames) and PointMobl (Wireless Phone Accessories).
Discontinued brands include Accurian (audio and video equipment and accessories), MyMusix (MP3 players; now marketed under the Gigaware brand), Kronus (tools), Optimus (formerly audio and PA/DJ equipment; later used for digital camera accessories), Presidian (audio and video equipment, telephones, flashlights, calculators, and 2-way radios), VoiceStar (wireless phone accessories), Archer (wiring and antennas), Duofone (telephones & accessories), Micronta (scientific and educational equipment) and Realistic (sound equipment).


Julian Day


Daniel Feehan


Eugene Lockhart

Edwina Woodbury


Frank Belatti


Thomas Plaskett


Jack Messman
Channel Operations


James Gooch




Scott Young
Store Operations

Human Resources

Supply Chain

Secretary & Legal



Michael Carter

In learning organizations, however, both management and informed
workers who are in contact with suppliers, customers, and new
technology, contribute ideas and help develop the strategy. The strategy
of a learning organization is positioned for success because strategies
are more informal and allow for quick changes. According to Mintzberg
et al, "Their strategies are sufficiently open-ended to allow for the
unexpected, so that their capabilities of organizational learning can deal
with rapidly changing situations, (215).

The leadership in traditional organizations will directly influence the
strategy, structure, and environment, or indirectly through the culture of
the organization. In his article, The Genesis of Configuration, Danny
Miller adds, "The personalities of the very top cadre of managers are
expected to have dominated influence on the goals, strategies,
structures...there will be strong associations of ...needs for achievement
and power, and neurotic style, with the strategies and structures of the
firm, (694).

Conversely, the leadership in learning organizations does not have
binding control. Instead, Mintzberg et al, say, "Managers have to learn
the art of asking questions, best done at close proximity to operations. In
a learning organization, managers become accustomed to walking
around and interacting with their subordinates in their work settings,
(214-215). Whereas information, knowledge and control of tasks were
directed by top management, with learning organizations, information is
shared and control of tasks is with employees.

As an example, we will consider Founders Bookstore Services and then
give it an organizational makeover to transform it into a learning

Founders Bookstore Services was started in 1991 by Dick Reiter after
many years of experience in the college store industry, where he
concentrated on Christian colleges and universities. Due to financial
problems in 1997, the company was sold to College Bookstores of
America and has since operated as a division of CBA.

According to Randall Wiersma, senior vice president, the strategy of
Founders Bookstores has been to compete successfully in their
Christian college store niche and operate in a decentralized manner.

Operating in a decentralized approach is sound advice, but the
organization's strategy should describe goals and objectives. According
to Jay Gailbraith, "The company's strategy specifies goals and
objectives to be achieved...It sets out the basic direction of the
company, (10).

As a learning organization, the strategy for Founders should be
approached with the following: Because each retail store operates on a
college or university campus, and uses a certain number book
wholesalers and suppliers, the strategy should incorporate the
overall goals of CBA, the university, ideas from employees, and input
from suppliers and vendors.

Create an Organizational Chart
The first step in controlling your management and discretionary time as well as the time your employees spend 'on task' is to create an organizational chart. Your organizational chart should resemble a pyramid. The pyramid would depict the small business owner or entrepreneur at the pentacle and employees and staff further down the pyramid as their responsibilities diminish.

Draft Job Descriptions and Identify Job Tasks
Drafting job descriptions and identifying corresponding job tasks concretize your operation. While the alignment of task assignments and job descriptions vary from organization to organization, they are helpful in assigning responsibilities and holding the owner and the employee accountable for certain tasks.

Prioritize Each Critical Task
To orient you, the entrepreneur and your employees to specified actions and tasks, it is suggested that the business owner identify the order of priority for each critical task listed on each job description. Another recommendation would be to quantify based upon a 100% scale the time an employee should dedicate his 8 hour day to each group of tasks.

Separate Management Tasks from Vocational Tasks
Now that a job description and corresponding duties have been created, scrutinize them. Begin to identify the managerial tasks listed on the CEO or president's job description and those listed for others.

Make a habit of mentally reviewing your daily 'To Do' checklist and highlight any vocational and entry-level tasks you may have completed throughout the day. A reg-flag should alert you when a majority of your day was spent handling entry-level tasks. A sample of vocational duties follow.

o A CEO re-reading an order to check the accuracy of unit cost and final billing,
o A president proofing the final draft of an annual report for typos,
o A sales vice president taking a repeat order over the phone from a returning customer,
o A manager of a retail store taking inventory in the stock room,
o A president operating the 1 hour photo lab machine.

Last edited by bhautik.kawa; July 19th, 2016 at 08:36 PM..
Friends: (0)
Reply With Quote
Re: Organisational Structure of RadioShack
 (2 (permalink))
Pradeep Chandar
pradeepchandar is an unknown quantity at this point
Student of Information Technology at Anna
Coimbatore, Tamil Nadu
Institute: Anna
Status: Offline
Posts: 1
Join Date: Feb 2011
Location: Coimbatore, Tamil Nadu
Re: Organisational Structure of RadioShack - February 8th, 2011

me too looking for it... ... If Any luck msg...???
http - ://www .cogmap . com/chart/radioshack-corporation?ver=5&vt=0
->a bit older version...

http ://ir. radioshackcorporation. com/releasedetail.cfm

link cant be posted so broken...
Friends: (0)
Reply With Quote
Re: Organisational Structure of RadioShack
 (3 (permalink))
Business Education
Business-education is on a distinguished road
Student of BMM
Mumbai, Maharashtra
Management Paradise Guru
Status: Offline
Posts: 4,329
Join Date: Jun 2012
Location: Mumbai, Maharashtra
Re: Organisational Structure of RadioShack - June 15th, 2015

4 Main Disadvantages of Organisational structure

(1) Ignorance of Organisational Objectives

(2) Difficulty in Interdepartmental Coordination

(3) Conflict of Interest

(4) Hurdle in Complete Development
Friends: (0)
Reply With Quote


area of hrm, career development, career management, career path, career planning, company in us, ethics in hr, hr policies, hrm of us company, hrm practices, human resource management, induction process, job evaluation, job rotation, organisational structure, organization development, organizational culture, orientation process, performance appraisal, personnel management, recruitment process, staffing process, strategic hrm, structure of us company, training development
Related to Organisational Structure of RadioShack

Similar Threads

Thread Thread Starter Forum Replies Last Post
Organisational Structure of GHD Inc. Netra Shetty Human Resources Management (H.R) 1 April 2nd, 2016 05:29 PM
Organisational Structure of Dex One Netra Shetty Human Resources Management (H.R) 1 April 2nd, 2016 03:26 PM
organisational structure and hrm Sagar Dhadve Principles of Management / Perspective Management 48 February 18th, 2016 12:47 PM
Organisational Structure of KFC Netra Shetty Human Resources Management (H.R) 2 May 22nd, 2015 06:48 PM
Organisational Structure of a21 Netra Shetty Human Resources Management (H.R) 0 January 31st, 2011 03:21 PM

Thread Tools
Display Modes

Posting Rules
You may not post new threads
You may not post replies
You may not post attachments
You may not edit your posts

BB code is On
Smilies are On
[IMG] code is On
HTML code is On
Trackbacks are On
Pingbacks are On
Refbacks are Off

ManagementParadise.com is not responsible for the views and opinion of the posters. The posters and only posters shall be liable for any copyright infringement.

Search Engine Optimization by vBSEO ©2011, Crawlability, Inc.