...Abstract Engineers or the designers that design and re-engineer the organization, introduce the content at appropriate places in the design process. The other process is the collaboration of organization design with organizational change. The successful roles of leadership roles requires an ability to design and change the organization. Modern organizations require to be designed and properly structured to handle customers and their queries in various regions of their country and world. Strategy formulation is the best tactic for an organization to succeed in the long run, while many studies acknowledge that strategies normally fail not because of poor strategy formulation, but because of inadequate implementation, the process of strategy implementation receives less research attention than strategy formulation. Design Criteria is the criteria against which all options are tested. This provides a practical and positive focus to strengthen, motivating and engaging workers for the design team to design a perfect solution for the problem. People and its corporate culture are the heart of Organization’s strategy. Keywords: [Click here to add keywords.] Leading Organization Design: Modern organizations require to be designed and properly structured to handle customers and their queries in various regions of their country and world. They also need to engineer such automated systems that works on the six sigma process to decrease the deficiency or the rate of mistake an automated...
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...Differentiation:- It is the process by which organization allocates people and resources to organizational task and establishes the task and authority relationships that allow the organization to achieve its goals. Organizational Roles An organizational role is a set of task-related behavior required of a person by his or her position in an organization. Organizational structure is based on a system of interlocking roles, and the relationship of one role to another is defined by task-related behaviors. Authority:- is the power to hold people accountable for their actions and to make decisions about how to invest and use organizational resources. Subunits: Functions and divisions In organizations, people with similar and related roles are grouped into a sub unit. The main subunits that develop in organizations are functions or departments. A function is a subunit composed of a group of people, working together, who possess similar skills or use the same kind of knowledge, tools, or techniques to perform their jobs. A division is a subunit that consists of a collection of functions or departments that share responsibility for producing a particular good or service. The number of different functions and divisions that an organization possesses is a measure of organizations complexity – its degree of differentiation. As organizations grow in size, they differentiate kinds of functions. Support functions: - facilitate an organizations control of its relations with its environment...
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...important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture. Shared information is important in a learning organization in comparison to an efficient performance organization because it promotes interaction, communication, and collaboration. Shared information allows for ideas, data, experience, and experiments to be discussed allowing the organization probability to change, expand, and become successful while utilizing different techniques and processes. “A learning organization follows the horizontal structure which disbands the vertical structure by flattening the distance between managers at the top of the organization and putting emphasis on self directed teams, which include members from several functional areas creating less boundaries” (Daft, 2010, p.31). In a learning organization there are different departments and the roles within the department can continually change. Information within a learning organization provides communication with staff as well as the population it is serving. A learning organization promotes change, improvement, involvement, and awareness. Chapter 1: What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit...
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...Organizational Design Paper INTRODUCTION “Organizational structure is about definition and clarity. Think of structure as the skeleton supporting the organization and giving it shape. Just as each bone in a skeleton has a function, so does each branch and level of the organizational chart. The various departments and job roles that make up an organizational structure are part of the plan to ensure the organization performs its vital tasks and goals” (Feigenbaum, 2012). Organizational structures define the tasks to be done, and to ensure effective results they need employees prepare to handle each one. It is imperative for the company to create a structure with clearly defined roles and functions, where everybody work together to accomplish everything the business must do. To create a productive structure the organization has to identify the tasks to be accomplished in order to create the functions and delegate responsibilities among the employees. This structure is the tool that the company uses to create the organizational chart and create hierarchies; employees do best when they know who to report to and who is responsible. To implement an effective organizational structure, you need to take in consideration a number of factors that are going to intervene. “Some of the forces impacting your small business are more challenging to master than others. The degree to which you can control them varies. At the same time, you can improve the state of internal and external...
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...FA L L 2 0 0 6 V O L . 4 8 N O. 1 Christopher G. Worley and Edward E. Lawler III Designing Organizations That Are Built to Change Please note that gray areas reflect artwork that has been intentionally removed. The substantive content of the article appears as originally published. REPRINT NUMBER 48107 IN CONTEXT Designing Organizations That Are Built to Change As the pace of globalization and social change quickens, executives are correctly calling for greater agilit y, flexibilit y and innovation from their companies. Largely ignored in these pleas, however, is the simple fact that organizations have been designed to seek sustainable competitive advantages and stability. Indeed, buried deep in the managerial psyche, and bolstered by decades of theory and practice, is the assumption that stability is not only desirable and effective but also attainable. In their classic book The Social Psychology of Organizations, Daniel Katz and Robert L. Kahn note, “One can define the core problem of any social system as reducing the variability and instability of human actions to uniform and dependable patterns.” The popularity of process improvement efforts, from total quality management to Six Sigma programs, provides ample evidence of the consuming desire for stability and predictability in today’s organizations. In fact, those are the very qualities rewarded by the financial markets. It is not surprising, then, that most large-scale change efforts fail to meet their...
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...Telecommunication Services of Trinidad and Tobago BLINK BROADBAND Solan Sherwood Organization Design September 25, 2015 Proposal The success of any organization would be enumerated by outcomes echoed through its successes. The Telecommunication Services of Trinidad and Tobago (TSTT) is a business entity that is reliant upon direct and interpersonal interaction with customers for the fulfilment of its core business purpose. Its mission is “To facilitate the effective delivery of efficient, affordable and quality public utilities services through a committed, resourceful team of professionals in close collaboration with all stakeholders.” With a Corporate Vision “To become an organization dedicated to excellence in the delivery of public utilities for the sustainability of our country and an improved quality of life of its citizenry.” TSTT, formally known as Trinidad Consolidated Telephones Limited, was responsible for introducing the first telephone in Trinidad and Tobago in 1883 and this has contributed significantly to the development of the country. The British owned, Trinidad Consolidated Telephones Limited was responsible for the early developmental growth of the Telephone Network in Trinidad and Tobago from the mid-1930's until 1960. After a prolonged strike in 1960, the Government of the day purchased the Company on November 30th. Trinidad Consolidated Telephones Limited became the state owned Trinidad and Tobago Telephone Service. In 1968, the Government entered...
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...GM543-03-09-AS Organization Diagnosis and Design GM543 unit 3 Assignment Milestone 3 Focus Paper Introduction In unit 2, I concentrated on organizational design options which included functional, product, market, geographical, and process. There were many policies that I kept in mind which includes specialization, shape, distribution of power, and departmentalization. There were other drivers of structural choice that were also important. This included the size of the organization, environment, technology, as well as business strategy. If our organization adapted to these changes, there was no doubt that it could remain competitive in the business environment that is fast changing. This unit will mainly focus on the operating model that my organization uses in ensuring that there are smooth operations within the company. There are also different things in regards to decision rights that are fundamental to the organization and so are the four governance levers, which basically include beliefs, diagnostics, networks, and boundaries. It is important for everyone to know what is expected of them in respect to the above. Also in this assignment, I will highlight on the recommendations needed to help the organization to be center-led rather than centralized. To star with the operating models, my organization basically uses the integrated model. As identified earlier, there are various departments that have been established...
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...HR Organization Design: Motors and More, Inc. Dounia Benkabbou April Bombka Valerie Bright Brittany Brown MBA 533-Human Resource in Management Dr. Andrew McLeod May 15, 2016 Human Resource Organization Design An efficiently run human resources department can provide an organization with structure and the ability to meet business needs through managing the organization’s most valuable resources—its employees. This internally coherent system, or a business within a business, must be aligned with the mission and objectives of the organization (Becker & Huselid, 1999). Therefore, the human resources department must work closely with management and understand the organization’s goals. The human resource department is responsible for analyzing the entire organization so it can propose proper adjustments to management for increased efficiency, production, and financial success (Ulrich, Younger, & Brockbank, 2008). The Typical Human Resource Department While the structure of the human resources department might vary from organization to organization, there are six essential functions of any human resources department no matter how big or small: recruitment, safety, employee relations, compensation and benefits, compliance, and training and development (Mayhew, 2016). Human Resources Director The Human Resources Director influences and administers the overall provision of the Human Resources Department. This includes but is not limited to services...
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...Adhocracy allows organizations to operate in a more flexible manner. This flexibility can work well in fast-changing industries where organizations that can identify and act on new opportunities the fastest have a competitive advantage. Adhocracy may also work best with smaller organizations where managers are still able to comprehend and direct the organization when necessary. On the other hand, adhocracy may become chaotic or inefficient in large organizations where, for example, work may be duplicated by several teams. Poorly defined working roles may prove ineffective where team members are unaware of the scope of their roles, and thus desired or necessary work is not carried out. Read more: http://www.investopedia.com/terms/a/adhocracy.asp#ixzz2Dxb4zHsW Bureaucracy and Adhocracy The main aim of any organisation is to reach certain predetermined goals. In an attempt to survive and obtain this goals effectively, certain decisions must be made as to what type of structure the organisation will posses which will entail guidance for individuals associated with the group as per their duties and day to day activities. Ultimately determining how efficiently the desired goals will be acquired. Questions this structure will need to confront will include the amount of specialisation in areas of work and responsibility, the levels of management and their consequent size, the grouping of departments together for functionality of expertise, and the kind of integrative mechanism...
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...change and coping with change is a never-ending process that can be complex and stressful. Constant change is commonplace in the modern workplace. Specific factors driving change include changes in the work itself, structural and organizational design alterations, shift to the global economy, and increased diversity. There is often resistance to change in organizations. This is usually traced to some combination of individual, group, or organizational characteristics, including the design structure of the organization, changing systems and programs, changing organizational policies, and the organizational culture. Organizations need to remain compatible with their external environments. However, the environments in which organizations operate are constantly changing, so they must recognize the shifts and respond accordingly in order to survive and remain effective. Successful organizations monitor their environment and take appropriate steps to maintain a compatibility with the new external conditions. Given the increasing amount of change that organizations experience, it is critical that all employees learn strategies to manage change and cope with change. Rather than resisting change, employees and successful organizations embrace change as an integral part of organizational life. Learning Outcomes • Explain factors influencing the need for change • Describe reasons why people resist organizational change • Describe strategies to minimize resistance...
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...Organization Design Paper University of Phoenix HCS/514 Organization Design Paper The health organizations have been characterized by a rapid advance in forces of development, economic globalization, technology innovation, and changes in the vision so that let us offer our clients the best of the services. As indicated Kotler (2000) that business, industry, large or small services in the current environment requires market their products or services, against which the sales force is a key element in achieving these ends. The SWOT analysis involves the review of external and internal conditions, favorable and unfavorable affect organizations in order to prepare them to understand the future challenges of a competitive environment (David, 1999.) MSO Puerto Rico, Inc. is the company, which we make an analysis of the internal and external factors. The company has been established several years and it was originally a department of the parent company AVETA Inc. that gives administrative support for physician groups. Later, MSO Puerto Rico, Inc. was become as an independent company conglomerate of AVETA Inc. providing services to many providers such as, MMM, PMC, and the entire medical community. This administrative organization supports medical groups and other types of entities in the health care industry, providing a variety of services to assist these entities in the utilization of management, operational management, and supporting the quality...
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...Term paper on Organization Design and Development Topic: Organization is like a child and it requires continuous nurturing. Prepared for: Md. Musharrof Hossain Course Instructor, MBA Program, School of Business United International University Prepared by: Name Nahid Akter Nupur Ayesha Chowdhury Trisha Riaz Ashekin Joty Fahmida Mahbub Preyanka Dey ID. No. 112 122 009 112 123 039 113 122 006 112 122 022 112 122 003 MBA Program, School of Business United International University Date of Submission: March 22, 2014 To Md. Musharrof Hossain Course Instructor School of Business United International University Subject: Submission of term paper on ― “Organization is like a child and it requires continuous nurturing” Dear Sir, We are the students of MBA department and eager to submit our term paper on ― Organization is like a child and it requires continuous nurturing, as a requirement for the course of Organization Design and Development (HRM 636). We would like to inform you that we took great pleasure in preparing this term paper. We have worked hard, concentrated on our work and tried level best to prepare this term paper. We have gained a lot of knowledge while preparing this term paper and enjoyed it. We tried to submit the term paper within specific time period and we apologize for any possible mistake. We are looking forward to get your kind acceptance of this term paper. Yours’ sincerely, On behalf of the group: Riaz Ashekin Joty ID# 113122006 ...
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...FINAL ASSIGNMENT ORGANIZATION, DESIGN, DYNAMICS Anggota: Edwina Leila (0134121007) Novrica Puteri (0134121017) Valensia (0134121003) Yunike Timothy (0134121040) Lindsey Leslie (0134121025) Accounting 4B DAFTAR ISI Cover……………………………………………………………………………………………………………………..Daftar Isi…………………………………………………………………………………………………………………. BAB 1 Pendahuluan…………………………………………………………………………………………........ 1.1 Profil Perusahaan………………………………………………………………………………………… 1.2 Alasan Memilih Perusahaan………………………………………………………………………. 1.3 Batasan Studi……………………………………………………………………………………………. 1.4 Critical Issue…………………………………………………………………………………………………. BAB 2 Tinjauan Teori……………………………………………………………………………………………… 2.1 Organizational Environment…………………………………………………………………………. 2.2 Organizational Design……………………………………………………………………………………. 2.3 Organizational Changes…………………………………………………………………………………. 2.4 Organizational Culture………………………………………………………………………………….. 2.5 Survival Strategies…………………………………………………………………………………………. BAB 3 Analisis Masalah…………………………………………………………………………………………... 3.1 Masalah Mengenai Pendanaan Perusahaan………………………………………………….. 3.2 Pengaruh Struktur Organisasi terhadap Akuntansi Perusahaan…………………….. BAB 4 Rekomendasi……………………………………………………………………………………………….. BAB 5 Kesimpulan………………………………………………………………………………………………..... Lampiran……………………………………………………………………………………………………………...... Daftar Pustaka………………………………………………………………………………………………………... BAB 1 PENDAHULUAN 1.1 Profil Perusahaan Petrus Kanisius Ojong bertemu dengan Jakob Oetama...
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...Organization Design Paper HCS 514 11/19/2012 Jefferson Nursing Home is a small organization that is operated out of downtown Philadelphia. This organization takes care of the elderly and the young. We have some elderly that is there because of old age and some that is recovering from surgery and need rehab. There are young people that attend the nursing home because they could have been in an accident t or had surgery that requires them to get back on their feet to join others in society. For the internal, there are about 280 employees that handle patients on a day-to-day basis. There is almost 100 register nurses, 20 doctors, 10 medical assistances and the rest is for other office workers that handle paperwork on the whole facility. There is the billing department, physical therapy, occupational therapy, speech therapy, records, legal, and maintenance. The external Jefferson Nursing Home, there is transportation and outpatient care. The internal organization has many different forms but one major department is therapy. Most of the people that are admitted to the nursing home need some kind of therapy to continue on in life. Physical therapy is the main part to healing the mind and the body. “Physical Therapy involves treatment in strengthening, mobility, healing, pain treatment, and equipment use to recover from broken bones, strokes, surgeries, heart and cancer treatment, pain issues, dementia complications and a wide variety of medical issues related to aging and/or...
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...A narrative Essay HUNTING THE LION The lion’s attack news on a village woman spread immensely and faster like a wildfire in the whole community. This was not the first appearance of the Lion in the village since before this attack, the villagers had lost some of their goats, cattle and also poultry but the disappearance of these animals remained a mystery to the villagers as nobody could confirm the cause of the disappearance whether it was the lion or other different cause, then the tiger struck. This time of the attack, the victim was a 43-year –old woman who was collecting firewood near band-more Forest which borders her small farm. Then after the attack, the villagers organized for the hunt of the Lion. Armed with bows and arrows, machetes and riffles the hunting team which was lead by a seven strong men and I, left Gamy villa village on 27th May 2016, the leader being Rwinda who was a tall strong fearless man. We had an early night where mosquitoes and eerie sounds made by the nocturnal creatures of the jungle kept us awake for almost the whole night. During this trying moment, I had almost made up my mind to give up. At first break of daylight, we were up to face the tuff assignment which was before us. We ate the food we had brought and set off for Karry pawal. Our walk slowed down to a snail’s pace as we had to make our way cross muddy paddy fields. As it began to get dark, we frantically searched for a site so as to set up camp. Suddenly, while we were there,...
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