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1CHAPTER 11
CHAPTER 11
Management3rd Edition
Chuck Williams
Designing Adaptive Organizations
Prepared byDeborah BakerTexas Christian University
Copyright ©2005 by South-Western, a division of Thomson Learning. All rights reserved
2CHAPTER 11
What Would You Do?You are the new CEO of Microsoft…
Bill Gates is having troubleletting go of Microsoft’s control
You are a micromanager and a control freak
What can you and/or Gates do to make the CEO transition easier?What organizational structure best suits Microsoft at this point?
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3CHAPTER 11
Designing Organizational Structures
After reading the next three sections, you should be able to:
1. describe the departmentalization approach to organizational structure.
2. explain organizational authority.3. discuss the different methods for job design.
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4CHAPTER 11
Departmentalization
1
Customer Geographic Matrix
Functional Product
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5CHAPTER 11
Functional Departmentalization
1.1
Advertising Agency
Sales
Accounting
InformationSystems
HumanResources
PrintAdvertisingArt Department
RadioAdvertising
Creative Department
Adapted from Exhibit 11.3
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6CHAPTER 11
Advantages Disadvantages
Functional Departmentalization
1.1
Work done by highly skilled specialists
Lowers costs through reduced duplication
Communication and coordination problems are lessened
Cross-department coordination can be difficult
May lead to slower decision making
Produces managers with narrow experiences
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7CHAPTER 11
Product Departmentalization
1.2
General Electric
AircraftEngines
ConsumerFinance
Consumer Products
TransportationSystems
Specialty Materials
MedicalSystems
NBCInsurance
Adapted from Exhibit 11.3
(Partial Listing of Products)
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8CHAPTER 11
Advantages Disadvantages
Product Departmentalization
1.2
Managers specialize, but have broader experiences
Easier to assess work-unit performance
Decision-making is faster
Duplication of activities Difficult to coordinate
across departments
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9CHAPTER 11
Customer Departmentalization
1.3
Classic Cards Air, Car, HotelReservations
ExpenseManagement
SolutionsAdvice &Planning
American ExpressCorporation
Lifestyle Cards
Vacation &Specials
SmallBusinessesBanking
Reward Cards WorldwideTravel Offices
FinancialServicesBrokerage
Cards Travel BusinessServices
FinancialServices
(Partial Listing)
Adapted from Exhibit 11.5
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10CHAPTER 11
Advantages Disadvantages
Customer Departmentalization
1.3
Focuses on customer needs
Products and services tailored to customer needs
Duplication of resources Difficult to coordinate
across departments Efforts to please
customers may hurt the company
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11CHAPTER 11
Been There Done ThatIGUS AND THE SOLAR SYSTEM
Frank Blasé, CEO of the igus corporation…
Business was slow to develop The key to success was a
focus on customers created an organizational
structure based on the solar system the sun was the customer and the planets
were teams of igus’ workers Egalitarian culture and open communication
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12CHAPTER 11
Geographic Departmentalization
1.4Adapted from Exhibit 11.6
Coca-ColaEnterprises
Central NorthAmerica Group
Eastern NorthAmerica Group
EuropeanGroup
Western NorthAmerica Group
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13CHAPTER 11
Advantages Disadvantages
Geographic Departmentalization
1.4
Responsive to the demands of different market areas
Unique resources located close to the customer
Duplication of resources Difficult to coordinate
across departments
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14CHAPTER 11
Matrix Departmentalization
1.5Adapted from Exhibit 11.7
CitiGroup International
WesternWesternEuropeEurope
Latin Latin AmericaAmerica
Central &Central &EasternEasternEuropeEurope
Global Corporate &Investment Bank
Global InvestmentManagement
Global Consumer
Smith Barney
Country Managers in Spain, France, Ireland, etc.
Country Managers in China, Japan, etc.
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15CHAPTER 11
Advantages Disadvantages
Matrix Departmentalization
1.5
Efficiently manage large, complex tasks
Effectively carry out large, complex tasks
Requires high levels of coordination
Conflict between bosses Requires high levels of
management skills
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16CHAPTER 11
Organizational Authority
2
Delegationof Authority
Degree ofCentralization
Chain ofCommand
Line versusStaff Authority
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17CHAPTER 11
Chain of Command The vertical line of authority in an organization Clarifies who reports to whom Unity of command
workers report to only one boss matrix organizations violate
this principle
2.1
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18CHAPTER 11
Line versus Staff Authority
2.2
Line authority the right to command immediate subordinates in
the chain of commandan activity that contributes directly to profit
generation Staff authority
the right to advise but not command othersan activity that supports profit generation
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19CHAPTER 11
Delegation of Authority
2.3
The assignment of direct authority and responsibility to a subordinate
ManagerResponsibilityResponsibility AuthorityAuthority
AccountabilityAccountabilitySubordinate
Adapted from Exhibit 11.8
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20CHAPTER 11
How to Be a More Effective Delegator
2.3Adapted from Exhibit 11.9
1. Trust your staff to be a good job2. Avoid seeking perfection3. Give effective job instructions4. Know your true interests5. Follow up on progress.6. Praise the efforts of your staff.7. Don’t wait to the last minute to delegate.8. Ask questions, expect answers, assist employees.9. Provide the resources you would provide if doing
assignment yourself.10. Delegate to the lowest possible level.
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21CHAPTER 11
Degree of Centralization
2.4
Centralization of authorityprimary authority is held by upper management
Decentralizationsignificant authority is found in lower levels of
the organization Standardization
solving problems by applying rules, procedures, and processes
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22CHAPTER 11
Job Design
3
SpecializedJobs
Job Rotation, Enlargement,
Enrichment
JobCharacteristics
Model
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23CHAPTER 11
Job Specialization Breaking jobs into small tasks Jobs are simple, easy to learn, and economical Can lead to boredom, low satisfaction, high
absenteeism, and employee turnover
3.1
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24CHAPTER 11
Job Rotation, Enlargement, & Enrichment
3.2
Job Rotationperiodically moving workers from one
specialized job to another Job Enlargement
increasing the number of tasks performed by a worker
Job Enrichmentadding more tasks and authority to an
employee’s job
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25CHAPTER 11
Blast From The PastFrom Farms to Factories to
Telecommuting
3
For most of history, work occurred in homes or on farms
During industrial revolution, low-paid, unskilled workers ran machines and replaced skilled artisans mass production was born jobs occurred in large formal organizations managers and disciplinary rules were needed
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26CHAPTER 11
Job Characteristics Model
3.3
A job redesign approach that seeks to increase employee motivation
Emphasizes internal motivationexperience work as meaningfulexperience responsibility for work outcomesknowledge of results
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27CHAPTER 11
Job Redesign Techniques
3.3
Combining Tasks
Forming Natural Work Units
Establishing ClientRelationships
Vertically Loadingthe Job
Opening Feedback Channels
Adapted from Exhibit 11.10
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28CHAPTER 11
Job Characteristics Model
3.3
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
ExperienceMeaningfulness
of Work
ExperienceResponsibility forOutcomes of Work
Knowledge ofActual Results ofWork Activities
High InternalWork Motivation
High-qualityWork Performance
High Satisfactionwith Work
Low Absenteeism& Turnover
Core Job Dimensions
CriticalPsychological
States
Personal & Work
Outcomes
Adapted from Exhibit 11.10
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29CHAPTER 11
What Really WorksThe Job Characteristics Model
3
Task Identity10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 66%
Task Significance10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 69%
Skill Variety10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 70%
Job Satisfaction
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30CHAPTER 11
What Really Works (cont.)The Job Characteristics Model
3
Autonomy10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 73%
Provide Feedback10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 70%
Job Satisfaction
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31CHAPTER 11
What Really Works (cont.)The Job Characteristics Model
3
Job Satisfaction
10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 69%
Low Growth Need Strength/Job Satisfaction
High Growth Need Strength/Job Satisfaction10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 84%
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32CHAPTER 11
What Really Works (cont.)The Job Characteristics Model
3
Task Identity10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 63%
10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 68%
10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 72%
Workplace Absenteeism
Task Significance
Skill Variety
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33CHAPTER 11
What Really Works (cont.)The Job Characteristics Model
3
Autonomy10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 74%
10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
probability of success 72%
Workplace Absenteeism
Provide Feedback
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34CHAPTER 11
Designing Organizational Processes
After reading the next two sections, you should be able to:
4. explain the methods that companies are usingto redesign internal organizational processes(i.e., intraorganizational processes).
5. describe the methods that companies are using to redesign external organizational processes (i.e., interorganizational processes).
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35CHAPTER 11
Intraorganizational Processes
4
Reengineering Empowerment BehavioralInformality
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36CHAPTER 11
Reengineering
4.1
The fundamental rethinking and radical redesign of business processes
Intended to achieve dramatic improvements in performance
Change the orientation from vertical to horizontal
Changes task interdependence
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37CHAPTER 11
Reengineering and Task Interdependence
4.1
Pooled Interdependence
Adapted from Exhibit 11.11More
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38CHAPTER 11
Reengineering and Task Interdependence
4.1
Sequential Interdependence
Adapted from Exhibit 11.11More
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39CHAPTER 11
Reengineering and Task Interdependence
4.1
Reciprocal Interdependence
Adapted from Exhibit 11.11
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40CHAPTER 11
Empowerment
4.2
A feeling of intrinsic motivation Workers perceive meaning in their work Employees are capable of self-determination
EmpoweringWorkers
Permanently passing decision-makingauthority and responsibilities frommanagers to workers by giving themthe information and resources they need to make good decisions
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41CHAPTER 11
Behavioral Informality Behavioral Formality
Behavioral Informality
4.3
Spontaneity Casualness Interpersonal familiarity
Routine & regimen Specific rules Impersonal attachment
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42CHAPTER 11
Interorganizational Processes
5
ModularOrganizations
VirtualOrganizations
BoundarylessOrganizations
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43CHAPTER 11
Modular Organizations
5.1
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44CHAPTER 11
Modular Organizations
5.1
Advantages Disadvantages
can cost less to run thantraditional organizations
lets organizations focuson core competencies
loss of control from outsourcing
may reduce their competitive advantage
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45CHAPTER 11
Virtual Organizations
5.2
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46CHAPTER 11
Virtual Organizations
5.2
Advantages Disadvantages
let companies share costs
fast and flexible being the “best” should
provide better products
difficult to control the quality of partners
requires tremendous management skills
http://www.agileweb.com
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47CHAPTER 11
Boundaryless Organizations
5.3
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48CHAPTER 11
Boundaryless Organizations
5.3
Advantages Disadvantages
better utilize employee knowledge and skills
closer relationships with company’s external environment
transition is threatening no clear way to achieve
a boundaryless organization
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49CHAPTER 11
What Would You Do—II?Exide Technologies
Exide’s financial losses are increasing, share price is dropping, and the debt load is soaring
Exide is organized geographically and competition is fierce between company managers
Which organizational structure should Exide use?
When will Exide know when it has found the right organizational structure?
What would you do?