Organizational Structure of Walt Disney World
Organizational Structure Throughout the last three to four decades, since Walt Disney World opened its theme park in 1971, the park has undergone an incredible transformation. When the park originally opened only three rides were available and now after adding new rides, attractions, and other developments, there is over forty seven square miles of space. Not only is there the actual theme parks themselves, but Disney also branches out into resorts, hotels, golf courses, campgrounds, water parks, restaurants, entertaining events, and theme shows. The Disney Company has grown to over 60,000 employees who busily keep Walt Disney World operating and running smoothly (Haworth, 2008). Disney offers a wide variety of training for their employees at the Disney Institute, which was developed in 1986, and the benefits employees acquire supplement the organizational culture of the company. There is great thought that goes into the creation of training that benefit’s the massive number of employees throughout the Disney Company. The intense focus that Disney puts into each employee is easily paid back by great customer satisfaction that Disney maintains throughout the year. Training offers organizational behavior concepts such as: decision-making, motivation, group behavior, communication, organizational culture, organizational structure, and human resource practices (Waltz, 2007). Disney strives in employee happiness and satisfaction and how they feel management is doing. One way Disney determines if employees are happy is by a 120-question survey about managements overall performance. Communication is key to a successful business and imperative that management and employees are doing so on a regular basis. After completion of the survey (about three weeks) a staff meeting is held and all staff concerns are addressed so that any problems can be resolved. Disney’s focus is to keep their employees satisfied, which will in turn keep their visitors satisfied