Organizational Design Concepts

Organizational Design

• Flat structures encourage accountability, participation, and teamwork.
• Flat structures allow for rapid and responsive communication, and decisions can be made at the lowest competent level.
• Traditional organizational structures are typically hierarchical, with leaders at the top and operational personnel at the bottom.
• Traditional structures can be organized by customer/market type, geographic location, or product type.
• Matrix structures allow for individuals to report to multiple departments and managers.
• Traditional organizational structures can also be organized by function or product type, with senior positions on the right and junior positions on the left.
• Hybrid structures utilize different organizational structures for different regions or departments.
• Traditional structures are often criticized for limiting innovation, slowing down improvements and modernization, and being unresponsive to change.

Contemporary Organization Design

• Contemporary organizations focus on changing operations based on evolving departments and decisions and foster a culture of continuous improvement.
• Contemporary organizations are characterized by team-based operations, multidisciplinary teams, and focus on capabilities rather than function.
• Contemporary organizations are often smaller, more decentralized.
• Contemporary organizations are increasingly virtual and utilize technology extensively.
• Contemporary organizations move away from traditional hierarchical structures and towards flatter, more flexible structures.
• Contemporary organizations embrace diversity and adaptability, moving from silos to clusters.
• Contemporary organizations shift from mechanistic to organic structures, encouraging flexibility and adaptability.
• Contemporary organizations are increasingly driven by a sense of purpose and social responsibility, focusing on doing good in addition to profit.

Informal Organization

• Informal organizations exist within formal organizations and include networks for various purposes, including:
  • Work network: Day-to-day task communication
  • Social network: Out-of-work interactions
  • Learning network: Improving existing processes
  • Innovation network: Generating new ideas
  • Expert network: Seeking advice and expertise
  • Career advice network: For career guidance and mentorship

Systems Theory

• Systems Theory views organizations as complex systems composed of:
  • Inputs: Raw materials and resources
  • Processes: Methods used to transform inputs into outputs
  • Outputs and Outcomes: Products and results of the process
  • Shared feedback: Evaluation of outcomes to improve processes

Chaos Theory

• Chaos Theory focuses on unpredictable and complex systems.

Diagnosing Organization Culture

• Organizational culture affects employee recruitment, retention, engagement, and motivation.
• Organizational culture includes organizational values, understandings, behaviors, attitudes, and beliefs.

Four Organization Culture Types

• Organization cultures can be categorized as:
  • Competitive: Emphasizes competition and achievement
  • Creative: Values innovation and imagination
  • Innovative and Nimble: Adaptable and responsive to change
  • Friendly and Hierarchical: Formal and respectful, with clear authority structures
  • Informal: Relaxed and casual
  • Task and Goal Oriented: Focused on achieving goals and tasks

Additional Organization Culture Types

• Person Culture: Values non-management employees, fosters respect for professionals.
• Power Culture: Emphasizes authority and hierarchy.
• Role Culture: Defines roles and responsibilities within the organization, fosters competition between departments.
• Task Culture: Emphasizes task-oriented individuals and groups, prioritizes efficiency.

Subcultures

• Subcultures exist within organizations and can be:
  • Functional: Focused on specific areas of expertise
  • Influential: Subcultures that hold significant influence within the organization

Norms

• Norms represent unique ways of working within teams and individuals

Building a Strong Team Culture and Norms

• Building a strong team culture and norms involves:
  • Positivity: Creating a positive work environment
  • Pride: Fostering pride in the organization
  • Clear Values: Communicating organizational values and goals
  • Attention to Detail: Emphasizing precision and accuracy
  • Walking the Talk: Aligning actions with words

Ethics

• Organizational culture can influence ethical behavior, making questionable actions seem acceptable.

Working with Group Dynamics

• Group dynamics influence individual and team performance.

Cohesion

• Cohesion refers to a sense of belonging within a group.

Communication Patterns

• Communication patterns influence team efficiency and include factors like:
  • Tone of voice: The way information is conveyed
  • Body language: Non-verbal communication
  • Channels of communication: Methods for information sharing

Decision Making

• Decision making involves identifying the best course of action to address a specific issue.
• Collaboration is important in decision making, especially when team members have differing perspectives.

Roles

• Roles define individual responsibilities and functions within the organization.

Participation

• Participation encompasses ways in which individuals contribute to organizational operations.

Power and Influence

• Power is the ability to influence others and can manifest in various forms:

  • Legitimate Power: Authority based on position
  • Coercive Power: Influence based on fear
  • Reward Power: Ability to distribute resources or rewards
  • Expert Power: Influence based on specialized knowledge and skills
  • Proximity Power: Access to people and resources
  • Referent Power: Charisma, rapport, and trust

• Influence encompasses techniques used to persuade or impact others:

  • Make public commitments: Publicly stating intentions to increase commitment
  • Establish expertise: Demonstrating knowledge to gain credibility
  • Find common interests: Building relationships by identifying shared goals
  • Grant favors: Establishing emotional connections through reciprocation

Work Climate

• Work climate represents the overall atmosphere within the workplace, which can be:
  • Breathable: Easy and positive
  • Tension-filled: Difficult and stressful

Influences on Group Dynamics

• Factors that influence group dynamics include:
  • Group Size: Smaller groups tend to be easier to manage
  • Homogeneity: Teams with similar backgrounds, experiences, and training
  • Individual Group Members: Individuals with different personalities and abilities
  • Job Design and Technology: How tasks are structured and the technology used
  • Physical Layout: Workstation design and arrangement
  • Type of Work: The nature of the tasks performed
  • Leader-Manager: Leadership style and influence

Understanding Yourself

• Self-awareness and self-understanding are crucial for leadership.
• Understanding your strengths and weaknesses is essential for achieving goals.

Johari Window

• Johari Window illustrates self-awareness through four areas:
  • Open Area: Known to self and others
  • Blind Area: Unknown to self but known to others
  • Hidden Area: Known to self but not others
  • Unknown Area: Unknown to self and others

Espoused Theories vs. Theories-in-Use

• Espoused Theory: What people say they believe
• Theories-in-Use: What people actually do

Setting Personal Goals

• Personal goals are aligned with personal values, interests, and strengths.

Values and Interests

• Values: Principles that guide behavior and decision-making
• Social Competence: Empathy, interpersonal skills, and collaboration

Understanding Your Emotions

• Emotional Intelligence encompasses five key areas:
  • Self-awareness: Recognizing and understanding your own emotions
  • Self-regulation: Managing emotions effectively
  • Motivation: Identifying and pursuing goals
  • Empathy: Understanding and connecting with others
  • Social Skills: Building and managing relationships

Managing Stress

• Negative Stress: Overwhelming stress that can lead to burnout, tension, and depression.

Managing Stress Techniques

• Managing stress involves:
  • Avoiding excessive work hours
  • Building self-esteem
  • Developing interests outside of work
  • Setting realistic expectations
  • Saying no when necessary
  • Taking breaks

The Yerkes-Dodson Curve

• The Yerkes-Dodson Curve shows that a moderate level of stress or arousal is optimal for performance.

Stress-Proneness

• Type A Personality: Individuals more prone to stress, characterized by:

  • Rushing: Always in a hurry
  • Competitiveness: Strong drive to achieve
  • Impatience: Difficulty waiting or relaxing
  • Anger: Reacting to frustrations with anger
  • Multitasking: Attempting to do multiple things at once

• Type B Personality: Individuals more resilient to stress, characterized by:

  • Relaxation: Easy-going and non-competitive
  • Patience: Comfortable with slow pace
  • Non-urgency: Less pressured and stressed

Building Resilience

• Resilience involves overcoming adversity and adapting to challenges.
• Mental Toughness: Ability to persevere through difficulties

Managing Your Career and Professional Development

• Career management involves actively planning and developing your career.

Know Yourself

• Identify your strengths and focus on developing them.
• SMART Goals: Goals that are:
  • **Specific:**Clearly defined
  • Measurable: Trackable progress
  • Attainable: Realistic to achieve
  • Relevant: Aligned with personal goals
  • Time-bound: With a specific deadline

Your Career Plan

• Career planning includes setting milestones, developing skills, and seeking fulfillment.

Planning Your Professional Development

• Professional development involves ongoing learning and growth:
  • Learn as you work: Develop skills through practical experience
  • Seek feedback: Request input to identify areas for improvement
  • Find a mentor: Learn from someone with experience
  • Get a coach: Seek guidance and support

Earn a Professional Reputation

• Building a professional reputation involves leaving a positive legacy.