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FINAL_Portfolio Project_Elements of Effective Organizations.pdf

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Elements of Effective OrganizationsYun-Jen ChuColorado State University GlobalORG502: Effective Organizations Theory & PracticeInstructor: Dr. Isabel WanSep 6, 2021
2Elements of Effective OrganizationsOver the last century, the image of a functional organization has shifted considerably, andtechnology has been the driving factor behind this shift. Some elements, such as face-to-facesales, service, and meetings, haven't changed. Organizational means and methods have evolvedas we have become more international and technologically savvy. Today's vision of an effectivecompany will include features that accept and promote change, as well as ethical andglobalization concerns.Structure of Effective OrganizationOrganizational structure refers to how work is organized inside an organization. It isresponsible for overseeing the institutional structure for dividing, classifying, and organizinglabor, according to SHRM. In order to perform tasks, it allows teams to interact andcommunicate within their functional areas. Traditional organizational structures are more formal,with employees dividing divisions into functions, regions, and product lines. The non-traditionalstructure is more flexible and versatile, allowing it to respond quickly to changing businessconditions.An organization's structure can have a major impact on its effectiveness. When anorganization's structure is very top-heavy and there are several upper-level executives andmanagers, making decisions and changes becomes more challenging. Lower-level employeeshave a harder time understanding the organization's structure and why it takes so long to get aseemingly simple response when the number of people approved grows. This strategy stiflespotential advancements and reduces the company's efficiency. To keep the firm runningsmoothly, an organization with a more streamlined decision-making process and assigned
3authority to key employees. According to Satell (2014), what makes a team work is acombination of cohesion and diversity, as well as efficient communication within the group.Organizational transformation and growth may be approached in a variety of ways. Oneof these is Hewlett Packard's design thinking model (Sato et al., 2010), which is based on Nadlerand Tushman's (1999) organizational behavior consistency model. Because the initial componentof design thinking is intent, it is beneficial. Organizations utilize intent to create their purpose,goals, and values in this method. Change, ethics, globalization, and participation have all becomeimportant components of successful businesses; as a result, these qualities have become goalsand the cornerstone for successful organizational design. The bulk of organizational designcomponents, on the other hand, should be chosen based on the most effective method ofachieving the organization's purpose rather than its goal itself. As a result, organizationalstructure and design become the means by which organizations are organized, while intentionbecomes the method by which they are organized.

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Management, Decision Making, Effective Organizations

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