DETERMINANTS OF ORGANIZATION STRUCTURE AND CULTURE Submitted by:Saurabh Ghai

1. DETERMINANTS OF ORGANIZATION STRUCTURE AND CULTURE Submitted by:SaurabhGhai

2. 2 Design Contingencies • The organization’s environment • The technology the organization uses • The organization’s strategy

3. 3 Organizational Environment • The organizational environment is the set of forces surrounding an organization that determine its ability to obtain resources. • Because resources are often scarce and many organizations compete for the same resources, obtaining them is a difficult and uncertain process. • The structure and culture of an organization must be designed in a way that allows organizational members to secure and protect the organization’s access to the resources it needs to achieve its goals.

4. 4 Insert Figure 16.1 here

5. 5 Insert Figure 16.2 here

6. 6 Differentiation and Integration • Managers of organizations have to create a structure with the right levels of both differentiation and integration to match the uncertainty of the environment in which it operates. • Differentiation measures the degree to which a function or division develops orientations that allow its members to manage the specific environmental force that each function or division is dealing with. • Integrationmeasures the degree of coordination or mutual adjustment between functions.

7. 7 Insert Figure 16.3 here

8. 8 Mechanistic and Organic Structures • A mechanistic structure is an organizational structure that is designed so that individuals and functions behave in predictable ways and can be held accountable for their actions. • An organic structure is an organizational structure that is designed so that individuals and functions can behave flexibly and respond quickly to frequently changing and unusual situations.

9. 10 Organizational Culture • Organizations with organic structures develop very different cultures than organizations with mechanistic structures. • Typical instrumental values in a mechanistic organization stress being cautious, obeying superior authority, and the importance of staying inside one’s role and respecting tradition. • Typical instrumental values in an organic organization stress being creative, taking risks, and challenging established traditions and opinions.

10. 11 Advice to Managers • Analyze the set of forces in the environment surrounding your organization and the degree of uncertainty associated with each force. • Evaluate the way your organizational structure and culture are designed to manage these forces. Are the levels of differentiation and integration appropriate? Is your organization sufficiently mechanistic or organic? • Implement organizational design changes that will improve your organization’s ability to respond to its environment.

11. 12 Technology The combination of human resources and raw materials and equipment that workers use to convert raw materials into finished goods and services.

12. 13 Woodward’s Model of Technology • Small-batch technology relies on the skills and knowledge of individual workers to produce one-of-a-kind, customized goods and services or small quantities of goods and services. • Mass production technology results in the production of large numbers of identical products. • Continuous-process technology is one in which the manufacturing process is entirely mechanized and the workers’ role is to monitor the machines and computers that actually produce the goods.

13. 14 Insert Figure 16.4 here

14. 15 Perrow’s Model of Technology • Task Variety: The number of new and different demands that a task places on an individual or a function. • Task Analyzability: The degree to which standardized solutions are available to solve problems that arise.

15. 16 Insert Figure 16.5 here

16. 17 The Effects of New Information Technology • IT has increased the mechanistic side of organizations because it has made it much easier to coordinate between jobs and functions and has given managers much more power to monitor and control organizational activities. • IT has increased the organic side of organizations because people and teams far down the hierarchy have access to more information so that they can perform their jobs more autonomously.

17. 18 Advice to Managers • Use Woodward’s, Thompson’s, and Perrow’s frameworks to identify the main contingencies associated with operating the technologies in your organization. • Decide whether your organization’s current structure and culture are matched to the needs of your technology. • Implement any changes in organizational design, such as decentralizing authority or raising the level of integration by empowering workers, that may allow you to operate your technology more effectively.

18. 19 Strategy An organization pursues a strategy to develop the skills, knowledge, and capabilities that will allow it to compete successfully in its environment for resources and gain a competitive advantage, outperforming its competitors.

19. 20 Types of Organizational Strategies • Cost-Leadership Strategy - aims to attract customers with low prices that are made possible by low costs. • Differentiation Strategy- aims to attract customers with unique or distinctive goods and services. • Focused Cost-Leadership Strategy - aims to attract one kind of customer or group of customers with a low-cost product. • Focused Differentiation Strategy - aims to attract one kind of customer or group of customers with a differentiated product.

20. THE END Submitted for –www.mycollegebag.in