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INTRODUCTION
Process of developing a social architecture for the organization to achieve its purpose Congruency among
Strategy Structure Work People Culture
CHARACTERISTICS
Functionally efficient Economically viable User friendly Environmentally aligned Aesthetically appealing Growth promoting Change responsive
DETERMINANTS
Organization goals Social customs Beliefs & values of founders Environmental constraints Technology Size of the organization
COMPONENTS
Work specialization Departmentalization
Functional Product Process Geographical Customer
TYPES
Traditional designs
Simple structure Functional structure Divisional structure
Contemporary designs
Team Matrix Project Autonomous internal units Boundary less organization Learning organization
BASIC CHALLENGES
Differentiation Differentiation vs integration Centralization vs decentralization Standardization vs mutual adjustment
DIFFERENTIATION
Process by which an organization allocates people & resources to organizational tasks Establishes task authority relationships to achieve organizational goals Division of labor or degree of specialization Simple vs complex organization
ORGANIZATIONAL ROLES
Set of task related behaviors required of a person by his or her position in an organization
Clear organization roles facilitate accountability towards use of resources System of interlocking roles which promotes authority and hence control
TYPES OF FUNCTIONS
Support legal affairs, sales, marketing Production operations, quality control Maintenance personnel Adaptive R&D, marketing research Managerial - investments
DIFFERENTIATION VS INTEGRATION
Horizontal differentiation results in subunit orientation Use of advanced forms of IT to promote coordination, cooperation and communication among subunits Managers must achieve an appropriate balance between differentiation and integration
INTEGRATION MECHANISMS
Process of coordinating various tasks, functions and divisions so they work together not at cross purposes Hierarchy of authority Direct contact Liaison role Task force Team Integrating role Integrating department
CENTRALIZATION VS DECENTRALIZATION
Vertical differentiation results in decline of responsibility and risk taking People do not take advantage of emerging new opportunities Decision making gets slower Organization becomes inflexible unable to change and adapt to new developments Problem of delegating decision making authority persists
CENTRALIZATION
Top managers coordinate and organization focused on its goals Top managers get overloaded operational decision making keep
with
DECENTRALIZATION
Promotes flexibility and responsiveness Managers assume greater responsibility Take potentially successful risks More motivated to display their personal competencies Planning and coordination becomes very difficult Managers might pursue their own functional goals and objectives
MECHANISTIC STRUCTURES
Individual specialization clear definition of roles Simple integrating mechanisms hierarchy Centralization - communication mostly vertical Standardization used for organizational control Highly status conscious promotions slow, steady and hierarchical
Best suited for organizations with stable environment No room for creativity and innovation Work process is predictable
ORGANIC STRUCTURES
Joint specialization work together to find the best way of performing a task Complex integrating mechanisms task forces and teams Decentralization delegation of authority to all levels Most communication is lateral Mutual adjustment informal rules and norms emerge from the interactions
Promote flexibility people initiate change Develop personal competence, expertise and innovation Status conferred by the ability to provide creative leadership Facilitates quick decision making
CONTINGENCY APPROACH
Choice of structure depends on the particular situation an organization faces Design should be tailored to meet the uncertainty Structure should be designed to meet all contingencies Fit between the structure and the external environment
Transfer of core competences abroad Establishment of global network Gain access to global resources and skills
LEVELS OF STRATEGY
Functional level Business level Corporate level Global level
Materials management
Use of JIT inventory systems Long term relationships with suppliers & customers Provide high quality inputs Enable efficient distribution and disposal of outputs
Differentiation strategy
Values that promote innovation & responsiveness to customers Product development & marketing at centre stage Values of quality, excellence & uniqueness
STRATEGIES
Vertical integration
Related diversification
Unrelated diversification
Unrelated diversification
Use of conglomerate structure Each unrelated business is a self contained division Small corporate headquarters staff Low bureaucratic costs
Allocation of authority & responsibility between managers at home & abroad Selection of organizational structure that allows best use of resources Selection of right kinds of integration & control mechanisms and organizational culture
MULTIDOMESTIC STRATEGY
Oriented towards local responsiveness Decentralized control to subsidiaries and divisions in each country Customized products to serve local markets ROI, growth in market share and operation costs performance evaluation Forming of world regions No high integrating mechanisms needed Duplication of specialist activities across countries raises overall costs
INTERNATIONAL STRATEGY
R&D and marketing centralized Other value creation functions decentralized to national units Global product group structure Product group headquarters coordination & organization Reduced transaction costs Loss of control, conflict and lack of cooperation
GLOBAL STRATEGY
Manufacturing & value chain activities at a global location which promotes efficiency High level of integrating mechanism Centralized control Product group structure Product group HQ coordination, choice of location for other activities
TRANSNATIONAL STRATEGY
Achieve both local responsiveness and reduced cost Global matrix structure Decentralized control to overseas managers High level of integration
TECHNOLOGY
Combination of skills, knowledge, abilities, techniques, materials, machines, computers, tools and other equipment that people use to convert or change raw materials into valuable goods and services Technology at three levels
Individual Functional or departmental Organizational mass production & craftswork
Conversion stage
Use of best technology to add greatest value to the input at least cost of organizational resources
Output stage
Effective disposal of goods & services Competence in quality control, marketing & selling
THEORIES OF TECHNOLOGY
Theory on technical complexity Theory on routine & complex tasks Theory on task interdependence Used by managers to
Choose the technology that will most effectively perform value creation Design a structure that allows the organization to operate effectively
Technical complexity
Extent to which production process can be programmed so that it can be controlled and made predictable
23
1 to 23 Relatively flat with narrow span of control Organic High
48
1 to 16 Relatively tall with wide span of control Mechanistic Medium
15
1 to 8 Very tall with very narrow span of control Organic Low
TECHNOLOGICAL IMPERATIVE
Argument structure that technology determines
Strategic choices on type of products, type of markets influence choice of structure for large organizations
Task analyzability
Degree to which search and information gathering activity is required to solve a problem
TECHNOLOGY TYPES
Routine manufacturing Crafts work Engineering production Non routine research
ROUTINE MANUFACTURING
Low task variability with high task analyzability Few exceptions with little search behavior Mass production settings Standard procedures Low cost advantages Fast food restaurants
CRAFTSWROK
Low task variability and low task analyzability Adapt existing procedures to new situations Find new techniques to handle existing problems more effectively Furniture, fashion designers, jewelry
ENGINEERING PRODUCTION
High task variability with high task analyzability Too many exceptions but finding a solution is easy Well established standard procedures to handle exceptions effectively Solving a problem is just identifying and applying the right technique Architects
Most complex and least routine High tech R&D activities Organizations top management team
ORGANIZATIONAL STRUCTURE
STRUCTURAL CHARACTERISTIC Standardization Mutual adjustment High Low ROUTINE TASKS Low High COMPLEX TASKS
Specialization
Formalization Hierarchy of authority Decision making Overall structure
Individual
High Tall Centralized Mechanistic
Joint
Low Flat Decentralized Organic
MEDIATING TECHNOLOGY
Each part of the organization contributes separately to the performance of the organization Mediating technology work process activities performed independently of one another Franchisee operations, banking operations High level of standardization Relatively inexpensive to operate
INTENSIVE TECHNOLOGY
Activities of all people and all departments fully depend on one another Technical complexity declines Work process becomes more complex Sequencing of tasks not possible High level of coordination Relatively expensive Mutual adjustment and flat structure Self managed teams Specialism producing narrow range of products