A Sample Organization Chart

Transcription

1 Chapter Three Fundamentals of Organization A Sample Organization Chart CEO Fianance Manufacturing Director Human Resources Chief Accountant Budget Analyst Plant Superintendent Maintenance Superintendent Training Specialist Benefits Administrator

2 The Relationship of Organization Design to Efficiency vs. Learning Outcomes Horizontal Organization Designed for Learning Dominant Structural Approach Horizontal structure is dominant Shared tasks, empowerment Relaxed hierarchy, few rules Horizontal, face -to-face communication Many teams and task forces Decentralized decision making Vertical structure is dominant Specialized tasks Strict hierarchy, many rules Vertical communication and reporting systems Few teams, task forces or integrators Centralized decision making Vertical Organization Designed for Efficiency Ladder of Mechanisms for Horizontal Linkage and Coordination H IGH s Amount of Horizontal Coordination Required LOW Full-time Integrators Task Forces Direct Contact Information Systems LOW Cost of Coordination in Time and Human Resources HIGH

3 Project Manager Location in the Finance Department Financial Accountant Budget Analyst Management Accountant Engineering Department Designer Draftsperson Electrical Designer Marketing Department Market Researcher Advertising Specialist Market Planner Purchasing Department Buyer Buyer Buyer Project Manager New A Project Manager New B Project Manager New C s Used for Horizontal Coordination at Rodney Hunt Company Marketing Pres. Engineering Pres Manufacturing Pres Water Control Equip. Sales Manager Water Control Textile Machinery Domestic Sales Manager Textile Machinery Export Manager Advertising Manager Water Control Equip. Chief Engineer Textile Machinery Chief Engineer Textile Customer Service, Purchasing, ion Manager Foundry General Supervisor Machine Shop General Supervisor Stainless Steel General Supervisor Shipping and Yard Supervisor

4 Structural Design Options for Grouping Employees into Departments Functional Grouping CEO Engineering Marketing Manufacturing Divisional Grouping CEO Division 1 Division 2 Division 3 Source: Adapted from David Nadler and Michael Tushman, Strategic Organization Design (Glenview, Ill.: Scott Foresman, 1988), 68. Strengths and Weaknesses of Functional Organization STRENGTHS: Allows economies of scale within functional departments Enables in-depth knowledge and skill development Enables organization to accomplish functional goals Is best with only one or few products WEAKNESSES: Slow response time to environmental changes May cause decisions to pile on top, hierarchy overload Leads to poor horizontal coordination among departments Results in less innovation Involves restricted view of organizational goals Source: Adapted from Robert Duncan, What Is the Right Organization? Decision Tree Analysis Provides the Answer, Organizational Dynamics (Winter 1979): 429.

5 Strengths and Weaknesses of Divisional Organization STRENGTHS: WEAKNESSES: Suited to fast change in unstable environment Leads to client satisfaction because product responsibility and contact points are clear Involves high coordination across functions Allows units to adapt to differences in products, regions, clients Best in large organizations with several products Decentralizes decision-making Source: Adapted from Robert Duncan, What Is the Right Organization? Decision Tree Analysis Provides the Answer, Organizational Dynamics (Winter 1979): 431. Eliminates economies of scale in functional departments Leads to poor coordination across product lines Eliminates in-depth competence and technical specialization Makes integration and standardization across product lines difficult Reorganization from Functional to Divisional at Info-Tech Functional Info-Tech R&D Manufacturing Accounting Marketing Divisional Info-Tech Electronic Publishing Office Automation Virtual Reality R&D Mfg Acctg Mktg R&D Mfg Acctg Mktg R&D Mfg Acctg Mktg

6 Structural Design Options for Grouping Employees (Continued) Multi-focused Grouping CEO Marketing Manufacturing Division 1 Division 2 Source: Adapted from David Nadler and Michael Tushman, Strategic Organization Design (Glenview, Ill.: Scott Foresman, 1988), 68. Structural Design Options for Grouping Employees (Continued) Horizontal Grouping CEO Human Resources Finance Core Process 1 Core Process 2 Source: Adapted from David Nadler and Michael Tushman, Strategic Organization Design (Glenview, Ill.: Scott Foresman, 1988), 68.

7 Geographical for Apple Computer CEO Steve Jobs Apple s Apple Americas Apple Europe Apple Pacific Canada France Australia Latin America/ Caribbean Japan Sales Service and Marketing to Regions Far East Source: Dual-Authority in a Matrix Organization Director of Operations Design Mfg Marketing Controller Procurement Manager Manager A Manager B Manager C Manager D

8 Strengths and Weaknesses of Matrix Organization STRENGTHS: Achieves coordination necessary to meet dual demands from customers Flexible sharing of human resources across products Suited to complex decisions and frequent changes in unstable environment Provides opportunity for both functional and product skill development Best in medium-sized organizations with multiple products Source: Adapted from Robert Duncan, What Is the Right Organization? Decision Tree Analysis Provides the Answer, Organizational Dynamics (Winter 1979): 429. WEAKNESSES: Causes participants to experience dual authority, which can be frustrating and confusing Means participants need good interpersonal skills and extensive training Is time consuming; involves frequent meetings and conflict resolution sessions Will not work unless participants understand it and adopt collegial rather than vertical-type relationships Requires great effort to maintain power balance Matrix for Worldwide Steel Company Mfg. Marketing Finance Mfg. Services Vertical Functions Metallurgy Field Sales Industrial Relations Horizontal Functions Open Die Business Mgr. Ring s Business Mgr. Wheels & Axles Business Mgr. Steelmaking Business Mgr.

9 A Horizontal Top Management Process Owner Market Analysis Research Planning Testing New Development Process Customer Process Owner Sources: Based on Frank Ostroff, The Horizontal Organization, (New York: Oxford University Press, 1999); John A. Byrne, The Horizontal Corporation, Business Week, December 20, 1993, 76-81; and Thomas A. Stewart, The Search for the Organization of Tomorrow, Fortune, May 19, 1992, Analysis Purchasing Material Flow Distrib. Procurement and Logistics Process Customer Strengths and Weaknesses of Horizontal STRENGTHS: Flexibility and rapid response to changes in customer needs Directs the attention of everyone toward the production and delivery of value to the customer Each employee has a broader view of organizational goals Promotes a focus on teamwork and collaboration common commitment to meeting objectives Improves quality of life for employees by offering them the opportunity to share responsibility, make decisions, and be accountable for outcomes Sources: Based on Frank Ostroff, The Horizontal Organization: What the Organization of the Future Looks Like and How It Delivers Value to Customers, (New York: Oxford University Press, 1999); and Richard L. Daft, Organization Theory and Design, 6th ed., (Cincinnati, Ohio: South -Western College Publishing, 1998) 253. WEAKNESSES: Determining core processed to organize around is difficult and time-consuming Requires changes in culture, job design, management philosophy, and information and reward systems Traditional managers may balk when they have to give up power and authority Requires significant training of employees to work effectively in a horizontal team environment Can limit in-depth skill development

10 Hybrid Part 1. Sun Petrochemical s Functional Chief Counsel Human Resources Director Technology Financial Services Pres. Fuels Lubricants Chemicals Sources: Based on Linda S. Ackerman, Transition Management: An In-Depth Look at Managing Complex Change, Organizational Dynamics (Summer 1982): 46-66; and Frank Ostroff, The Horizontal Organization, (New York: Oxford University Press, 1999), Fig. 2.1, 34. Hybrid Part 2. Ford Customer Service Division and General Manager Functional Finance Strategy and Communication Human Resources Horizontal Director and Process Owner Director and Process Owner Director and Process Owner s s s Parts Supply / Logistics Group Vehicle Service and Programs Group Technical Support Group Sources: Based on Linda S. Ackerman, Transition Management: An In-Depth Look at Managing Complex Change, Organizational Dynamics (Summer 1982): 46-66; and Frank Ostroff, The Horizontal Organization, (New York: Oxford University Press, 1999), Fig. 2.1, 34.

11 Organization Contextual Variables that Influence Culture Chapter 9 Size Chapter 8 Strategy, Goals Chapter 2 (learning vs. efficiency) Technology Chapters 6,7 Environment Chapters 4, 5 Sources: Adapted from Jay R. Galbraith, Competing with Flexible Lateral Organizations, 2nd ed. (Reading, Mass.: Addison-Wesley, 1994), Ch.1; Jay R. Galbraith, Organization Design (Reading, Mass.: Addison-Wesley, 1977), Ch. 1. The Relationship of to Organization s Need for Efficiency vs. Learning Functional Functional with cross-functional Divisional teams, integrators Matrix Horizontal Dominant Structural Approach Vertical: Control Efficiency Stability Reliability Horizontal: Coordination Change Learning Innovation Flexibility

12 Symptoms of Structural Deficiency Decision making is delayed or lacking in quality The organization does not respond innovatively to a changing environment Too much conflict from departments being at cross purposes is evident