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Organizational Structure: An Overview» Main Section . 'Cause, you know, the strategies you use to stop a ninth grader from bringing a gun to work to assure that staff members know where to send someone for the resources he or she needs. Prior relationships among members, Many such relationships already exist. Instead of letting the environment define your strategy, craft a strategy that defines your The real difference between success and failure is strategy alignment. Disorganization and improper staffing can affect a company's cost structure, The importance of aligning the structure with the business strategy Helping employees understand the link between organizational structure and.
A company that is heavily regulated by the government has to have certain procedures in place to be compliant with the law. This is especially true of financial institutions, and while they made appear extremely formal to the outsider be defined structure is necessary for financial reporting and compliance purposes.
Other cultures have to respond immediately to changes.
Strategy and Structure of an Organization
The software and mobile application industries need to have cultures that can react quickly to any technological change. This means the structure may have an orientation towards teams as opposed to departments, or only three levels of staff, with executives not that distant from the workforce in the hierarchy.
Communication flow within the organisation may have to be formal or informal, depending on what is demanded by external factors. A software company that has to move quickly cannot have the hierarchical structure of a bank.
The reason why many corporate mergers experience initial difficulty is that two separate cultures, with different structures as well, are joined together. No matter how upper management tries to allow both to coexist, sooner or later one organisational culture and structure is going to prevail. Organisations can change with time. What was once a very informal office atmosphere may have to become more formal as the size and scope of the business expands.
Understanding organisational culture and structure helps decision-makers do the right thing. Those executives must do some prior planning instead of just deciding on the spur of the moment to add new structural elements. The communication flow of the organisational structure is so important that should change have to occur, the employees have to be carefully oriented towards the new way of doing things.
It can take time to do this. If the right structure is introducedthen the organisational culture will adapt positively.
Why should you develop a structure for your organization? When should you develop a structure for your organization? What is organizational structure? By structure, we mean the framework around which the group is organized, the underpinnings which keep the coalition functioning.
It's the operating manual that tells members how the organization is put together and how it works. More specifically, structure describes how members are accepted, how leadership is chosen, and how decisions are made. Structure gives members clear guidelines for how to proceed.
Strategy follows structure, structure supports strategy
A clearly-established structure gives the group a means to maintain order and resolve disagreements. Structure binds members together. It gives meaning and identity to the people who join the group, as well as to the group itself.
Structure in any organization is inevitable -- an organization, by definition, implies a structure. Your group is going to have some structure whether it chooses to or not. It might as well be the structure which best matches up with what kind of organization you have, what kind of people are in it, and what you see yourself doing. It is important to deal with structure early in the organization's development. Structural development can occur in proportion to other work the organization is doing, so that it does not crowd out that work.
And it can occur in parallel with, at the same time as, your organization's growing accomplishments, so they take place in tandem, side by side.
This means that you should think about structure from the beginning of your organization's life. As your group grows and changes, so should your thinking on the group's structure.
Elements of Structure While the need for structure is clear, the best structure for a particular coalition is harder to determine. The best structure for any organization will depend upon who its members are, what the setting is, and how far the organization has come in its development. Regardless of what type of structure your organization decides upon, three elements will always be there.
They are inherent in the very idea of an organizational structure. Rules by which the organization operates A distribution of work Governance The first element of structure is governance - some person or group has to make the decisions within the organization.
Rules by which the organization operates Another important part of structure is having rules by which the organization operates. Many of these rules may be explicitly stated, while others may be implicit and unstated, though not necessarily any less powerful. Distribution of work Inherent in any organizational structure also is a distribution of work.
The distribution can be formal or informal, temporary or enduring, but every organization will have some type of division of labor. There are four tasks that are key to any group: The group needs someone who looks at the world in a slightly different way and believes he or she can make others look at things from the same point of view. The group needs people who will go out and do the work that has been envisioned.
Someone needs to take the vision and figure out how to accomplish it by breaking it up into strategies and goals. Supporting the efforts of those working to promote change. The group needs support from the community to raise money for the organization, champion the initiative in the state legislature, and ensure that they continue working towards their vision.
Common Roles Every group is different, and so each will have slightly different terms for the roles individuals play in their organization, but below are some common terms, along with definitions and their typical functions. An initial steering committee is the group of people who get things started.
Often, this group will create plans for funding, and organizational and board development. It may also generate by-laws, and then dissolve. If they continue to meet after approximately the first six months, we might say they have metamorphosed into a coordinating council. A coordinating council also referred to as a coordinating committee, executive committee, and executive councilmodifies broad, organization-wide objectives and strategies in response to input from individuals or committees.
Often, one person will take the place of the coordinating council, or may serve as its head. He or she sometimes has a paid position, and may coordinate, manage, inspire, supervise, and support the work of other members of the organization. Task forces are made up of members who work together around broad objectives.
Is There a Relationship Between Organizational Structure and Culture?
Task forces integrate the ideas set forward with the community work being done. For example, from the director of a coalition to reduce violence in a medium-sized city: Members of each have an ongoing dialogue with members of the coordinating council, and also with their action committees. The oldest was formed with the goal of eliminating domestic violence about fifteen years ago, when a local woman was killed by her husband.
Then, after several outbreaks of violence in the schools a few years back, our group offered to help, and a second task force sprung up around reducing youth violence.
We've just started a third, with the goal of increasing gun safety.