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Database Structures in Organization Information Systems Essay



Quite a number of businesses have adopted the use of information systems in the recent past in a bid to shun data loss and enhance service delivery. This has then resulted to the creation of databases. They are accessed according to the coherent structures in which the information contained therein is presented.

This paper is meant to give a comprehensive review of four database structures for varied departments and how they are significant to the organization. It also seeks to explain how these database structures may be articulated to foresee an improvement in business performance and rational business-related decisions.

It is imperative that the four functional departments are mentioned before stating the database structures and the effects they would have on the departments if implemented appropriately. The departments include:-

  1. Human resources
  2. Finance
  3. Customer service
  4. Marketing

The four departments mentioned above are the most outstanding sections of an organization. This is because they incorporate service delivery, product production, sales and employee welfare. The four database structures selected for this analysis include:-

  1. Online Transaction Processing (OLTP) – This structure is used in the collection and analysis of data. It is also used in updating current data.
  2. Online analytical processing (OLAP) – This structure, on the other hand, assists in the manipulation of data in order to enhance decision making processes (Chatterjee, 2010).
  3. Data dictionary: – this plays an imperative role in the process of data mining. It is meant to define the nature and category of information.
  4. Integrity constraints: – this ensures that information keyed in is reliable and correct.

Online Transaction Processing (OLTP)

In the customer service department, for instance, OLTP can be use to trace all customer-to-organization transactions in order to customize customer experience in the event that they make a return. In the world today, customers only want to associate themselves with institutions where they are provided with customized services according to their individual preferences (Chatterjee, 2010).

In the quest to hold onto customers, organizations have since devised methods of keeping their clients through this system. In human resource, on the other hand, OLTP can play an imperative role in motivating employees to offer their very best in whatever they do for the organization.

Employees too require customized treatment in order to feel welcomed. It is only through this that a company may be able to maximize its objectives (Teorey, & Fry, 1982).

The finance department is a sensitive organ of an organization that needs unequivocal statement and storage of data for future calculation of budget. For this reason, the OLTP structure, when implemented, can help in the collection, analysis and updating of data.

It may also be used in the proper storage of the crucial information concerning client transactions and company expenses. Additionally, this system may be used remotely by managers or officers in charge through network connections. This thus aids in the monitoring of company operations inconsiderate of the physical location of the officer in charge.

This structure can equally be used in the marketing department to strategize on the marketing protocols and considerations. The success of an organization is characterized by how much its potential clients know about it and how much its services look or sound lucrative to their prospective customers (Coronel, Morris, & Rob, 2012).

Online analytical processing (OLAP)

The online analytical processing structure is important in rationalizing the decisions made by managers. In the human resource department, for instance, comprehensively deliberated decisions are important in making viable appointments that concur with both the organization and its existing employees.

In addition to that, aided decisions provided by this system are important in evaluating service delivery by employees. The marketing section also needs the intervention of this system as it helps in the establishment of exact areas and platforms where promotions are most valid and to what type of clientele these promotions should be directed.

Finance department, on the other hand, needs this system to make relevant investments and transactions. The customer service needs this too. Here, the system should assist in coming up with a friendly guide of handling clients and ensuring that they pledge their loyalty.

Data dictionary

This has a logical format of all the information contained within a system. It promotes user-friendliness and enhances fast data mining in the systems. In the customer service department for instance, this system can be used in the remote handling of customer queries and complaints.

Through this, customers are able to find rational solutions to their issues inconsiderate of how familiar they are with the systems. This structure can be used to solve employee queries and complaints too, but only with the assistance of officers in charge (Oz, 2009).

Integrity constraints

The most important part of databases is their integrity and dependability. In financial records for instance, correct and verifiable values are imperative. Subsequently, the provision of true information to clients is of utmost importance in customer service.

This structure can be put into use in this department to help reduce customer complaints and enhance their satisfaction. Since the human resource department also includes employee remuneration, this system can play an imperative role in ensuring that only factual and verifiable figures are presented (Oz, 2009).


It is only through the adoption of information systems that organizations are able to effectively track all their transactions and operations. Database structures have since aided in the success of these systems.


Chatterjee, I. (2010). Management information systems. New Delhi: PHI Learning.

Coronel, C., Morris, S., & Rob, P. (2012). Database systems: Design, implementation, and management. Boston, Mass: Course Technology/Cengage Learning.

Oz, E. (2009). Management information systems. Boston, Mass: Thomson/Course Technology.

Teorey, T. J., & Fry, J. (1982). Design of database structures. Englewood Cliffs, N.J: Prentice-Hall.

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