How to go for a effective organizational design?

The definition of organization design, unfortunately for most, is limited to the “boxes” and “lines” called organization charts. Rarely are such charts reflective of the way work really gets done or how decisions are made. An organization’s design evolves in fits and starts, often shaped more by politics than by policies.

So, an organization design should be viewed as the glue that binds business strategy with technology and business processes (see Building blocks). And crucially, the design must factor in the desired culture and leadership capabilities. Viewed together, these levers provide a more holistic, actionable definition of organization design.

Thank you Anand for invitation on the topic.The organizational structure should be with right minimum staff (employees) with out overstraining (employees). These days we can observe many organisation are overstraining the employees by attracting them with high pay . This can result in improper contribution from the employee on the long run. The  Efficiency can achieve with only strict and proper briefing and de-briefing. Discipline and protocol in the organisation should be maintained well. There are many more subjects can be brought to attention.    

the organisation design needs to be continually evolving stragetically planning for the needs 2-4 years ahead adding/developing the needed new roles/functions/technologies with the right leadership roles in line with the cultural fit and the values, with multiple integrated roles providing leadership opportunities for self-fulfillment as well as team development - the rightsize organisation neither overloaded for business risks neither underloaded leading to stress and burnout, a proactive competencies based model taking a futuristic role view of people being inducted developing leadership bottom-up without the need to induct people frequently from outside or recruiting substandard helping hands at the last minute in crisis.

the design elements need to include right organisation planning, selection-induction-training-promotions-rewards processes under the right kind of values and organisation culture promoting mutual collaboration and teamwork exemplified by the top management leadership team; supplemented with the right technologies including information technology and MIS support, infrastructural support, hr policies and human care, promoting knowledge management and informaion sharing, brainstorming, innovation, on the job socialisation, budgetory support, etc etc

have the right size organisation with well paid people above the median salary bechmarks based on the capacity to pay, well motivated to perform to their full potentials not needing too many extra hands now and then leading to organisation oversize with lower productiviy and future lay-offs; at the same time proactively providing the needed manpower support so that there is no derailment or delay in the strategic projects planned.

job design could involve multi-tasking and selections be done accordingly inducting versatile profiles well paid, could offe proactiver job rotations and fast track succession plans to promote personal value addition and prevent early burnout while bonding people with humane values and inspirtational leadership all the time with one minute goals, one minute praise and one minute well meaning reprimands all the time without taking away the dignity and emotional security of the person/team.

thus organisation design could be an overall function of top leadership with the right size vision/mission/technology with economic viability, values and culture, the right team with the competencies/values fit and people in place, a viable structure allowing the smooth flow of integrated business process without conflict of interests or monopolistic organisation politics, providing people the opportunity for excellence in performance under inspired leadership and right hr practices providing learning and growth and timelytotal rewards to people providing them with a meaning towards self-fulfillment leading to high levels of engagement with the organisation and its mission.

hope this humbly reflects the elements of effective organisation design in terms of the structure and the leaderhsip and human processes for a viable cost effective high performance quality organisation.

regards/kshantaram

We have vertical and horizontal structure in tact.The only bottleneck in my opinion is lack of lateral thinking.We observe less and believe  more in substance.If we provide lateral support our whole structure will be strong enough  to run the organization.

Organisational design is only a guide line.  A Manager in any level should keep loop line to get the task done at right time. Organisational design as equal as of a township. which keeps a secondary line with out mentioning that this is secondary line.

There are so many ways organizations can be designed. You can have hierarchical or matrix organizations. Figure out what is your mission and what tasks to be fulfilled. Plan the manpower required for fulfilling these tasks.

Going into the nitty-grityy one need to identify where to start. If we start at accounting, try to create the processes which support your accounting statements that come out every year.

If one starts at minimal processes then go by the ratios you set to define your work and create the personel required to fulfill them.