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.