Organizational structure is how an organization organizes people and jobs so that work can be done and goals can be achieved. Good organizational design promotes communications, productivity and innovation. Many organizational structures have been created based on organizational strategy, size, technology and environment. Robbins and Judge (2011, p. 504) listed three common structures: simple, bureaucratic, and matrix. In this article, the author will describe the matrix structure and discuss its advantages and disadvantages. The matrix structure was first introduced to the aerospace industry in the 1960s and has become one of the most popular organizational design options in business and industry today (Derven and Alexandria, 2010). ). Burns and Wholey (1993) pointed out that the matrix structure was used in advertising agencies, aerospace companies, research and development laboratories, hospitals, government agencies, and universities. Matrix structure is the combination of two or more different structures and takes advantage of the advantages of pure functional structure and organizational structure of the product (Robbins & Judge, 2011, p. 497). Employees in the matrix can have two bosses: their functional department heads and their product managers. For example, all engineers may be in the same engineering department and report to an engineering manager, but those same engineers may be assigned to different projects and report to a project manager while working on that project . In many organizations, a matrix structure is implemented to address the need to do more with less and become more agile. The matrix structure, which focuses on horizontal and vertical management, has become more prevalent due to globalization and......middle of article......illustrates his point.References:Burns, LR, & Wholey, DR (1993). Adoption and abandonment of matrix management programs: Effects of organizational characteristics and interorganizational networks. Academy of Management Journal, 36(1), 106-139. Carter, L., Ulrich, D. and Goldsmith, M. (2005). Best Practices in Leadership Development and Organizational Change: How the Best Companies Deliver Meaningful Change and Sustainable Leadership. San Francisco, CA: John Wiley and Sons. Derven, M. and Alexandria, T.D. (2010). Managing the matrix in the new normal. T + D. Alexandria, 64(7), 42-49. Robbins, SP and Judge, TA (2011). Organizational Behavior (14 ed.). Upper Saddle River, NJ: Pearson. Sy, T. and Cote, S. (2004). Emotional intelligence: A key ability to succeed in the matrix organization. Management Development Journal. 23(5). 437-455