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¶ … Organizational design model
Organizational design article analysis: The future of organizational design
Theories of organizational design predate the Internet revolution. However, the article "The future of organizational design: A forecasting study" suggests that theories of organizational design have undergone major changes in the Internet age. Organizations have shifted away from functional and processed-based models of firm design to other, new design models (Yildiz 2012). The main reason for this is technology. "Depending on its own value chain, an organization can hand over operations that do not require direct control and that do not create a different value; to their business associates. Nowadays, information networks allowing fast and cheap communication with business associates can be created over the internet" (Yildiz 2012). Organizations can become highly specialized and delegate more and more of their functions to outside entities....
In contrast to previous eras, they do not have to have face-to-face contacts with these individuals or brick-and-mortar connections. This gives them greater flexibility in how they delegate authority.
For example, in the new, 'hollow' design model, the organization designates its main, core competencies and tries to excel in those, while delegating the rest elsewhere to outside organizations save both time and labor. In the increasingly competitive economy, where consumers have a great deal of selection and there is often little differentiation between organizations, such a model 'makes sense.' In another organizational design model, known as "flat structured lattice organizations," there is almost no corporate hierarchy and almost everyone operates as an equal (Yildiz 2012). Particularly with smaller-to-mid-sized organizations, having a relatively nonhierarchical structure with focused business interests allows the organization to save on a number of…
After defining the new organizational models, the article concludes that specialized division by labor will increase -- however, rather than this segmentation leading to division, the organizational models will actually facilitate greater cooperation. Older models defined by rigid hierarchies and enclosed processes are not sustainable and employees that can deliver unique value yet who are also flexible enough to work in a cross-disciplinary fashion are required for organizations to thrive in the new millennium.
Reference
Yildiz, M. (2012). The future of organizational design: A forecasting study. METU Studies in Development, 39(2), 259-282.
Motivation Theory and Ergonomics The study by Szalma (2014) entitled "On the Application of Motivation Theory to Human Factors/Ergonomics: Motivational Design Principles for Human-Technology Interaction" proposes a set of principles and guidelines for motivational design that can be applied to the field of ergonomics. In terms of health and occupational safety, the article focuses on how motivation theory can be useful for reducing risks associated with fatigue, stress and boredom in
Unforeseen technology-related events could have impacted the study. Maturation - No, this would not have been a potential threat as the class is short in relative time period. This was controlled through semester scheduling. Testing - Yes, this could have had a major impact on the research, and needed to be addressed through the definition of methodologies and statistical test definitions. Instrumentation - Yes, this could have had an impact on the
Organization Analysis Analysing Organisation: Using relevant theoretical perspectives frameworks, critically analyse organisation choice. Analyzing organization is the process of assessing the organizations systems, functionality and capacity so as to increase the organizations performance, efficiency and overall output. This is done by using various theories and models whose aim is to understand the structure of the organization, technology and behavioral relationships Bate, Khan, & Pye, 2000. This should be a periodic and detailed activity
The advantage on the other hand is of the retrieval of relevant and solid findings based on which the adequate strategies can be implemented. 4. The congruence model According to the Mind Tools website, the "congruence model is based on the principle that an organization's performance is derived from four elements: tasks, people, structure, and culture. The higher the congruence, or compatibility, amongst these elements, the greater the performance" (Mind Tools,
Organizational Change of Northrop Grumann Corporation Analysis of Change Northrop Grumman: Interview in relation to Program Mergers & Acquisitions Comparisons Looking to the Future Organizational Change of Northrop Grumann Corporation Although acquisitions did not prove to improve the performance of firms the activities of acquisition persists and government policy toward the industry of defense has approved consolidation for the purpose of cost savings that are nominal at best. Mergers and acquisitions are events that greatly modify the
Organizational Behavior Power and influence are two critical aspects of the ways that people in organizations interrelate. Power is relatively simple -- it is about how you get what you want. Influence is trickier -- the text understands it as the reaction to power. The author discusses issues relating to obedience. The acceptance of authority is discussed, and the author proposes that there are four conditions that must be met in order