the structural frame getting organized
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The Structural Frame Getting OrganizedTRANSCRIPT
1S. M. M. Raza NaqviM.A.J.U.
The Structural Frame
Getting Organized
2S. M. M. Raza NaqviM.A.J.U.
Structural Assumptions
Organizations exist to achieve established goals and objectives.
Specialization and division of labor increase efficiency and performance.
Appropriate forms of coordination and control are essential.
Organizations work best when rationality prevails.
Structure must align with circumstances. Problems arise from structural deficiencies.
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Origins of the Structural Perspective
Frederick Taylor—“scientific management” Efficiency, time and motion studies, etc.
Max Weber—bureaucracy Fixed division of labor Hierarchy of offices Performance rules Separate personal and official property and rights Personnel selected for technical qualifications Employment as primary occupation
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Basic Structural Tensions
Differentiation: dividing work, division of labor Integration: coordinating efforts of different
roles and units
Criteria for differentiation: function, product, customer, place, process
Sub-optimization: units focus on local concerns, lose sight of big picture
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Vertical Coordination
Authority (the boss makes the decision) Rules and policies Planning and control systems
Performance control (focus on results) vs. action planning (focus on process)
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Lateral Coordination
Meetings Task forces Coordinating roles Matrix structures Etc
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McDonald’s and Harvard: A Structural Odd Couple
McDonald’s: clearer goals, more centralized, tighter performance controls
Harvard: diffuse goals, highly decentralized, high autonomy for professors
Why have two successful organizations developed such
different structures?
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Structural Imperatives
Important issues in developing structure Size Core process Environment Strategy and goals Information technology People: nature of workforce
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Summary of the Structural Frame
Structural frame—examine social context of work
Differentiation and integration Structure depends on situation
Simpler, more stable environments simpler, more hierarchical and centralized structures
Changing, turbulent environments more complex, flexible structures
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Structure and Restructuring
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A Few Structural Dilemmas
Differentiation vs. integration Gaps vs. overlaps Underuse vs. overload Clarity vs. Creativity Excessive autonomy vs. excessive
interdependence Too loose vs. too tight Goalless vs. goal bound Irresponsible vs. unresponsive
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Structural Configuration
Mintzberg’s fives
Strategic apex serves the needs of those people
who control the organization; Middle management
the managers who connect the strategic apex with the operating core;
Operating core the people directly related to the
production of services or products; Techno structure
the analysts who design, plan, change or train the operating core;
Support staff the specialists who provide
support to the organization outside of the operating core's activities;
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Mintzberg used the components, flows, work constellations and coordination mechanisms to define five configurations
Simple structure Machine
bureaucracy Professional
bureaucracy Divisionalized
form Adhocracy
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Simple Structure
Entrepreneurial setting: relies on direct supervision from the strategic apex, the CEO.
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Machine bureaucracy
Large organizations: relies on standardization of work processes by the techno-structure.
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Professional bureaucracy
The professional services firm: relies on the professionals' standardization of skills and knowledge in the operating core.
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Divisionalized form
Multi-divisional organization: relies on standardization of outputs; middle-line managers run independent divisions.
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Adhocracy
Project organizations: highly organic structure with little formalization; relies on mutual adjustment as the key coordinating mechanism within and between these project teams.
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In later work Mintzberg added two more configurations:
6. Missionary FormCoordination occurs based on commonly held
ideologies or beliefs: standardization of norms.
7. Political FormNo coordination form is dominant: control is based on forming alliances.
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Helgesen’s Web of Inclusion (1995)
Emphasis on lateral relationships rather than hierarchy
Leadership at the center rather than at the top
Web builds from the center out through a network of interconnections
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Generic Issues in Restructuring
Each component exerts distinct pressures.
Strategic apex pushes for more alignment, centralization. (Superintendent)
Middle managers try to protect autonomy and room to run their own units. (Principals/Dept Heads)
Techno-structure pushes for standardization, believes in measurement and monitoring. (District Staff)
Support staff prefers less hierarchy, more collaboration. (Secretaries/Custodians, etc.)
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Why Restructure?
The environment shifts. Technology changes. Organizations grow. Leadership changes. Troubled firms
Impulsive firms Stagnant bureaucracies Headless giants
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Organizing Groups and Teams
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Group Tasks and Linkages
Situational variables influencing group structures
What are we trying to accomplish? What needs to be done? Who should do what? How should we make decisions? Who is in charge? How do we coordinate efforts?
Continued next slide
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Group Tasks and Linkages (II)
Situational variables, cont. What do individuals care about most? What are special skill and talents? What is the relationship? How will we determine success?
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Group and Team Structures
Basic structural configurations One boss Dual authority Simple hierarchy Circle All channel
Figure 5-1: One Boss
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Group and Team Structures
Basic structural configurations One boss Dual authority Simple hierarchy Circle All channel
Figure 5- 2: Dual Authority
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Group and Team Structures
Basic structural configurations One boss Dual authority Simple hierarchy Circle All channel
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Group and Team Structures
Basic structural configurations One boss Dual authority Simple hierarchy Circle All channel
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Group and Team Structures
Basic structural configurations One boss Dual authority Simple hierarchy Circle All channel
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Determinants of Successful Teams
Determining an appropriate structure
Nature and degree of task interaction
Geographic distribution of members
Where is autonomy needed, given the team’s goals and objectives?
Should structure be conglomerate, mechanistic, or organic?
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Structure and Performance
Six characteristics of effective teams 1. Purpose shaped in light of demand or
opportunity
2. Specific, measurable goals
3. Manageable size
4. Right mix of expertise
5. Common commitment
6. Collectively accountable
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Conclusion
Every group evolves a structure—but not always one that fits the task and circumstances.
Hierarchy, top-down structures tend to work for simple, stable tasks.
When the task or environment is more complex, the structure needs to adapt.
Sports images provide a metaphor for structural options.
Vary the structure in response to change. Few groups have flawless members; the right
structure can make optimal use of available resources.