Review of Linking Strategy to Structure: The Power of Systematic Organization DesignReview of Linking Strategy to Structure: The Power of Systematic Organization DesignReview of Linking Strategy to Structure: The Power of Systematic Organization DesignIntroductionThe reviewed paper explores a comprehensive and yet flexible model for designing and launching new organization in the context of the process paradigm of organizational design. The Organization Design Model utilizes a four-phase framework that is 1. determining the design framework, 2. designing the organization, 3. developing the details, and 4. implementing the new design.
Literature reviewOrganization design is used to implement strategy and determines organization success. Designing organizational structures can be a complex and demanding task, one that can be greatly assisted by the use of carefully developed models. In terms of author????s viewpoint, for ensuring long-term success, organization design requires a clear understanding of organization strategy. This is supported by lots discussion. It is recognized that a good fit between strategy and organizational design creates a competitive advantage for an organization (Galbraith et al. 1993; Galbraith 1994; Tushman et al. 1997:583). However, in reality strategy is often made within the current structure of an organization, so that current design constraints puts limits on strategies. (Richard L. Daft 2007). If business strategy was planed carefully and thoroughly at the beginning of structure design or restructure, organization design can be a powerful competitive advantage, with organizations creating designs that effectively arrange and align their capacity to deliver industry-leading results.
MethodologyTo illustrate the power and flexibility of the model, the author selected an application concerning an Information Technology function within a global consumer products company. This case involves the redesign of an existing organization, but all phase and steps were applied to some degree, providing a good example of the Model. In this scenario, the organization was in crisis and in need of a complete redesign. Beginning with Phase 1, define the business strategy, determine the capabilities required, assess current state capabilities gaps, and define general design criteria. At the Phase 2, define processes and practices, define structure, align talent and align performance systems. In the third Phase, integrate the details of work process, identify inhibitors and facilities, develop change plan and establish
a new organization structure, as defined by the user experience.
A second example is a company in a developing world for which we implemented a small project that could reduce the complexity of a specific company’s business functions and to reduce the cost of implementing the project. In this case, we were building a large application by a global industry consortium for a research and development function that could allow us to quickly integrate the various organizational and organizational structures.
In view of the above cases, the following two methods for designing new products, as discussed below, provided a clear and efficient example of the strength and flexibility of the Model model:
In a previous article, we showed that the power of the Model can be applied to new applications and, perhaps, to already existing applications. We also demonstrated that the power of the Model is sometimes better than the power of the existing structure, which may lead to new uses for the product. One more example of how the Model can be used to design new products is our new design methodology for the World Health Organization. In this way, we have helped to implement the new paradigm by the application of our Model to our existing applications and will help to implement the new paradigm in new ways.
What is the Impact of a Model on Your Business Practices?
There are various advantages of our Model for business development and development. First, if you choose to use this model your business practices and policies will benefit. This model enables you to define your relationships with companies and individuals, define the types of people that can be assigned roles based on your company’s organization model, create effective solutions based on the model we’re implementing, and adapt it to fit your particular business needs.
While we’re not doing this for your company’s operations, we do believe that our ability to take your business from one entity to another is the best model we have in the world. A model based on this can be a model based on human-centered design, or a model based on design principles, such as the basic structure of human intelligence, or a basic business strategy based on the basic model we have in mind.
The Model has also been useful in helping to build real leadership, but it may also be just the right one for developing your own personal relationships.
In the beginning of time, any successful business must have a framework for effective design. In the design process or before the start of the development phase, we think we’re doing the right thing with the design of our model (it’s simple and free). But the Model enables this type of organization to thrive and may offer the most value to your company.
What is The Impact of a Model on Your Business Policies?
To be able to use this Model, the best way for you to incorporate this Model into your business is with the development of a Plan of Engagement or Plan of Management (PAL). I’ve used this model successfully in other organizations where I use an administrative approach, e.g. as the leader of an organization. Our organization needs a comprehensive plan to function from business to business, so what we do is apply the Model to every aspect of our team.
While a Model is generally very effective at transforming people’s behavior, it can also reduce complexity of the processes that affect the overall company. This gives the best chance for success. The success of an organization depends on the success