Rrespond to the following:
Using the lesson and resources as a start, locate three reputable sources that inform you about the process of organizational design (you can include non-journal sources for this assignment). Discuss an example where optimal (or improved) organization design resulted in greater functional effectiveness and productivity of an organization.
Reply to the following response with *** 150 words minimum, including direct questions to the post***. (please make response as if having a conversation, respond directly to some of the statements in below post.This is not providing an analysis of the original post.Respectfully address it and even ask clarifying or additional questions.)
These responses are to be informative and contribute to advancing the knowledge of the topic .
1. The first article by Neilson, Estupinan and Sethi (2015) outlines the main principles of what organizational design is. Organizational design should outline what the purpose of the company is, how personnel will interact with clients and what sets them apart from the competition. Organizational design also should have a framework or the ‘dna' of the agency. Furthermore, leaders should ensure talent in the company is well-placed to do the job effectively. The article further states accountability should be made a top priority and often it is easier to check out what the competition is doing, what works for them and what does not, to better handle the organization for their own company.
Another article by Corkindale (2011) states organizational design is the framework for the organization and can uncover issues with how work flows and overall structure. Structure overall will shape how roles are laid out within any company and how its personnel do their daily tasks. If an organizations design is overwhelming it can result in miscommunications, confusion and the inability to coordinate between personnel and departments. Sometimes this may even show itself in the lack of ideas being shared, managers being too slow to make decisions and increased stress and conflicts.
The third article I found referenced the organizational structure or design of Google, a well-known industry leader in organizational change, culture and overall good performance. Smithson (2018) states directly the organizations success is in part due to its organizational structure. Google does not have an overwhelming amount of layers and is relatively flat. The structure also compliments the organizations emphasis on culture and innovation. Smithson (2018) states Google has a cross-functional structure which essentially means there are many different groups, but they are not required to go through a middle-man to communicate directly with upper level executives. This makes things much easier in terms of communication.
I think within my organization, the structure is very chaotic. We are a subsidiary of Bank of America but operate almost entirely independent of the Bank itself. Furthermore, within my department we have five general managers, when there should only be three. Two of these would handle compliance and complaints and the third is the overall general manager for our specific branch. The other two actively manage other branches throughout Eastern North Carolina but stay at our office. With them comes confusion and miscommunication as all three general managers have their own way of wanting things done and will often tell different personnel different things.
References:
Corkindale, G. (2011). The importance of organizational design and structure. Harvard Business Review.
Neilson, G.L., Estupinan, J., &Sethi, B. (2015). 10 principles of organizational design. Strategy+ Business.
Smithson, N. (2018). Google's organizational structure & organizational culture (an analysis). Panmore Institute.
2. The process of organization design is developing to identify areas that requires restructure because existing approach do not fit current business needs for the organization. The organization can initiate meeting that focuses in the organization design restructure using the conference model in which managers and leaders participate in the analysis, design, and implementation process. Another model is the core design team selected by the senior leadership from personal across the organization to achieve the same objective.
*Organizational design is the way an organization is to be structured and operated by its members. It is both a plan and a process.
Here are the steps to achieve optimal organization design:
•Process analysis
•Organization design
•Team level design
•Transition planning
•Team development and empowerment planning
•New design implementation and Follow up
•Team Startup and development training
•Adjust and Refine coordination and development
Sources
1. Organizational design is a step-by-step methodology which identifies dysfunctional aspects of work flow, procedures, structures, and systems, realigns them to fit current business realities/goals and then develops plans to implement the new changes. The process focuses on improving both the technical and people side of the business. (The Center for Organizational Design, 2015)
2. Business models provide a narrative that lays out the activities and structure of the business, improving organizational performance (Magretta 2002).
3. Govindarajan and Trimble (2011) propose that CEOs should balance three types of initiative: (1) those intended to improve today's business performance, (2) those intended to put a stop to underperforming products and services, and (3) those that prepare an organization for long-term and radical new initiatives.
Example of Organization redesign: The Army is continuously redesigning the organization. The most resent organization redesign occurs with the changes to the old Physical Fitness Test (APFT) considered outdated (30 years). Now, a new (ACFT) is schedule to take over in 2020. This new physical fitness program is expecting to optimize Soldiers physical performance in combat environment.
Reading: A new Army PT test is on its way. This is not a drill By: Meghann Myers
Reference
Carayannis, E. G., Sindakis, S., & Walter, C. (2015). Business model innovation as lever of organizational sustainability. Journal of Technology Transfer, 40(1), 85-104.
Center for Organization Design (2015). The Design Process.
Gudiksen, S. (2015). Business Model Design Games: Rules and Procedures to Challenge
Assumptions and Elicit Surprises. Creativity & Innovation Management, 24(2), 307-322.
3. Most aspects of work have certain levels of independence. These independencies can cause some employees to vary from the norm slightly to one side or the other. This is one reason management may have to step in to ensure measures of performance and productivity. (Pritchard, Jones, Roth, Stuebing&Ekeberg, 1988) Terms of productivity are based on the ability of the organization to efficiently and effectively use their resources (employees) to meet the established objectives. Employer branding is another tactic to use when trying to improve effectiveness and productivity. This is when the employer reputation is used to measure the value of a company, rather than the amount of profit they are worth. Also, the employee's value is measured instead of the traditional thought that the customer is valued. (Robertson, &Khatibi, 2013) This relies on the thought that a happy employee is a productive employee. Something as simple as knowing the names of employees as a manager passes them in the hallway can cause this phenomena. Maximizing productivity is a direct result of efficient management. (McTavish, Gunasekaran, Goyal, &Yli-Olli, 1996) Every detail has consequence and no detail is small. An employee may not agree with having to clean hi workstation before leaving for the day, but that ensures the shop is ready for business in the morning. Another way to ensure a rise in product ability is to ensure the amount of mistakes are mitigated in the first run. The time and effort placed into reworking first run mistakes are costly to profit.
References:
McTavish, R., Gunasekaran, A., Goyal, S., &Yli-Olli, P. (1996). Establishing a strategic framework for improving productivity. Integrated Manufacturing Systems, 7(4), 12-21.
Pritchard, R. D., Jones, S. D., Roth, P. L., Stuebing, K. K., &Ekeberg, S. E. (1988). Effects of group feedback, goal setting, and incentives on organizational productivity. Journal of Applied Psychology, 73(2), 337-358.
Robertson, A., &Khatibi, A. (2013). The influence of employer branding on productivity-related outcomes of an organization. IUP Journal of Brand Management, 10(3), 17-32.
Please don't just rephrase their info, but respond to it. Remember to answer question at the end if there is one.