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ASU / School of Sustainability / SOS 385 / What are the characteristics of an effective organizational design?

What are the characteristics of an effective organizational design?

What are the characteristics of an effective organizational design?

Description

School: Arizona State University
Department: School of Sustainability
Course: Business and Sustainability I
Professor: Antonios printezis
Term: Fall 2016
Tags: business and sustainability
Cost: 25
Name: SCM 385 Week 2 Notes
Description: Notes based on provided materials
Uploaded: 09/02/2016
6 Pages 164 Views 2 Unlocks
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SCM 385 WEEK 2We also discuss several other topics like engl 497 class notes

Organizing for Sustainability

Organizational •Creation of roles, processes, and formal reporting relationships in an organizationIf you want to learn more check out What is the atomic numbers?

       Design         •framework for achieving mission statement and living art core values

                •Characteristics of effective organizational design

                        1. SimplicityWe also discuss several other topics like What is a graph to organize quantitative data?

                        2. Flexibility

                        3. ReliabilityWe also discuss several other topics like What were the ideas that paved the way to the further understanding of evolution?

                        4. Economy

                        5. Acceptability (acceptable to those who operate it)If you want to learn more check out When was the first recorded news report?

Education        •large corporations value sustainability training, generally more than smaller area

Need for        •document was justification for sustainability degreeIf you want to learn more check out What are the challenges facing behavior today?

Green

Businesses        

Chief                 •”Going Green” study found that companies with a sustainability function have a

Sustainability         competitive advantage through cutting short - long-term costs

Officer                • CSOs have trouble getting people to help with follow-through on

                change and getting needed data

Approaches to 1. Functional structure: groups positions based on similar functions (ie. marketing,

Organizational                finance, HR)

Design                2. Divisional Structure: divided by organizational outputs

                      ↪makes performance easier to monitor

                3. Matrix Structure: combo of 1+2; cross-functional teams in which team members

                  Are part of two formal groups (in a group but also part of a functional department

                   ↪downside: power struggle between 3 basses

                4. Team Structure: like matrix structure, but the groups are not as permanent or

                        Formal

                5. Network Structure: managers contract artwork to specialists

                      ↪cheaper but less reliable

9 org.                1. Compatibility -compatible with organization objectives

Design         2. Minimal critical specification -are specify what you need to give flexibility for the

Principle            rest

                3. The Sociotechnical Criterion -unpreventable variances should be minimized

                   Near the source.

                4. Multifunctional Principle -organism vs. mechanism: be able to meet many types

                Of goals; be adaptable (equifinality)

        5. Boundary location -clear lines between departments, levels, and the outside world

        6. Information flow -information distributed in a way that necessary actions can be

                Taken @ good times

        7. Support Congruence -organization should positively reinforce the things that it wants

        8. Design and Human Values -providing high quality work should be a goal

        9. Incompletion -continuously develop

Changing to Sustainability

Basics of                Mental Models: help people know what to pay attention to and what’s

Organizational                important

Sustainability                -how people make inferences

The Dynamic of Change

        1. Kaizen -continuous improvement through learning

2. Punctuated Equilibrium: things are the same until a breakthrough

3. Spiral -growth with repeated patterns

4. Chaos (randomness, chance)

Change Basics

        •Lewis -basic model organizational change

            -unfreeze, more refreeze

        •Motivational Gap (difference between current state and aspirations)

            ↪goal cant be too far nor too near

Maslow’s Hierarchy: when employees basic needs are met, employees can be motivated by

        Things nearer the top of maslow’s Hierarchy

Change Strategy: thoughts

        •if you change the way people think, then   their behavior will change

        •”Humanistic”; most often used; persuasive

Change Strategy: actions

        •change behavior, thought change will follow

IBM                •”change gap” →difference between expecting change and feeling able to

Study                        manage it

On change        •ability to create change depended on people rather than technology

                ❋only 41% of projects were successful (an average)

What makes change successful?

  1. Top management sponsorship
  2.  Employee involvement
  3. Honest and timely communication
  4. Corporate culture that motivates and promotes change

The change diamond:

        Right investment                real insights

              Right impact                    real actions

        Better skills                     solid methods

        Better change                solid benefits

  1. Real Insights →realistic understanding of upcoming challenges
  2. Solid Methods →systematic approach that matches formal methodology
  3. Better Skills  →properly utilize resources and people
  4. Right Investment: recognize where greater opportunities for returns are and invest

Accordingly

Diffusion        •theory that explains how/why/how fast ideas and technology spread

Of                •Everett Rogers

innovations        •4 elements that influence the spread of a new idea

                        1. The innovation itself

                        2. Communication channels                

                        3. Time                                relies heavily on human capital

                        4. Social system

                

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