Showing posts with label Business Management -1. Show all posts
Showing posts with label Business Management -1. Show all posts

Difference Between Organization Structure And Design

Organization Structure Design Organic
Organization Structure And Design

Organization Structure And Design


Organizational structure is a stable representation of the organization. Organization structure is the corporate chart structures which provides the relationship between one job function to another by rows of members, managers and leaders, and different command chains. on the other hand the organization design is a dynamic representation of the organization. Which uses building processes and services to ensure that the business continues to operate at its best. The main point of the organization design criteria are the continuous process. The economy, the market forces, the governing structure, the buyer's tastes, and the external environments of the business.


Organization structure


Organization structure refers to the individual departments in a company depending on the size and nature of the organization. The major form of organization's structure are,


Tall Versus Flat Organization Structure


In most organizations, there is a hierarchy level, even though there is only one individual as head of the organization. This can be described as a flat surface standard structure with a very few layers interspersed between the top and bottom. On the other hand The tall structure has several layers between top and bottom.


Product Departmentalization Organization Structure


Departmentalization means the mode of operation of a business divided between different workers. The role of departmentalization is a division of activities in a company that relates to specific business functions. In a product departmentalization organization, the focus of the business units is on a particular product. For example, in a company the manager can be assigned to a particular department product, to supervise all aspects of one particular offering provided by the company.


Matrix Departmentalization Organization Structure


With large-complexities organization, matrix departmentalization structure is very common. Matrix departmentalization uses cross functional groups to operate on both products and functions. For example, automobile manufacturers would combine their design units with the commerce division in order to create specialized design for that model, thereby combining the knowledge and skills of each group.


How To Design An Organization


In an organization design the Galbraith Star model is a very useful tool. It uses asking and answering questions in five cores, which are,


Strategy


Organization's design strategies are the organization objectives, mission, vision and values. What are your competitive advantages, and value you provide to your clients? which products or services to be offered, which markets you serve, and the unique selling proposition.


Structure


How is distributed power structured centralized or decentralized? Do you want to organize tasks, divisions, or products into a matrix structure? For most businesses, the structure goes hand in hand with design.


Processes


How do you plan your budget for different tasks? How do document and procedural regulations ensure that the product or service is delivered into the hands of customers? What are the details of the completed metric process? and how are they valued?


Rewards


What reward systems are needed to motivate staff and keep them aligned to the goals of the organization? What you offer, promotions, bonuses, stoke options, commissions or pay based?


People


This section focuses on the company's recruitment, promotion, training and development plans to produce the talent they need to implement the strategy.


Organic Versus Mechanistic Organization


Now we have discovered some elements of the organizational structure and the types of structures that organization can choose to use when arranging its projects and employees. Some of these structures are very strict and hierarchical, like the official model, and some structures, as endless, fairly loose and free. They have all their advantages and disadvantages. When administrators connect the elements of organic structures together, the performance has some characteristics that can be better understood through the lens of organic engineering.


Organic organization


Organic organizations have the lowest level of formality, specialization and standardization. The organic model is mostly flat, and uses cross-range, hierarchical, and cross-functional systems with a comprehensive network of information that has lateral and upward concepts in addition to sharing below. They allow administrators to develop more creative ideas because the business is not so rigidly structured. Organizational structures are also used in a dynamic, unstable environment where things need to be quickly adapted to change, as the organic structure gives the organization the flexibility to act on the steps of environmental change and among many different elements. an organization that uses an organic structure is a consulting firm. A firm responds to buyer's questions while they arise, and questions change with the business environment. Firms want to respond to changes in consultations quickly, so that they can also address the needs of their customers.


Mechanistic Organization 


Mechanistic Organizations have centralized decision making and direct standardized formal systems. They work in simple, stable environments. Administrators integrate the clear departments through formal channels and formal meetings. Relationships are often hierarchical in mechanistic organization and focus on several layers of relationships.

Strategic Human Resource Management Practices Strategies

Human Resource Management Practices
Strategic Human Resource Management Practices

Strategic Human Resource Management 


Strategic human resource management (strategic HRM) provides a framework for managing and developing long-term business goals and outcomes. strategic HRM strategies, such as wages and performance, are integrated into the overall business in the context of the organization and the nature of the work. since the 1990s strategic HRM thinking is introduced in the business strategy, human capital administration, and business performance. Strategic HRM, supports long-term objectives of the organization. There is no Strategic Human Resource Management policy that will deliver successfully in all cases, because every Organizations have their individual policies according to culture and objectives.


How HR Practices Get Aligned With Corporate Strategies 


The strategic plan is the process of defining the long-term goal of the organization and establishing the necessary objectives to achieve it. This process involves thorough analysis of the current and anticipated conditions that affect the ability of an organization to achieve its mission. The business plan is a strategy designed to achieve the most competitive advantages and create the most profitable organization's mission. To successfully execute HR practices get aligned with corporate strategies project, each task within the corporate business needs to align its technical departmental strategy with the overall business plan. But it is easy for functional and department leaders to slip into the narrow of their strategy. After all, each office has a distinct range of services cash and accounts, sales and marketing, operations, HR, technology and production. However, aligning HR Practices with the corporate strategies, individual departmental plans with the overall strategy should be implemented with the business plan. The HR function, compared to other functions, is involved in the operation and performance of all other business functions. The HR function strategy intersects and affects other business functions in the following areas,

Unmatched talent.

Administration.

Training and development.

Employee retention and engagement.

Law enforcement services.

Compensation, benefits,

safety and security.

Therefore, successfully aligning HR strategy with corporate strategies in managing the state is critical to achieving the organization's mission. Alignment between HR and Corporate Strategies is the link through communication. Understand business plans and implement HR policy evaluate the results by Communication within the HR department and other business leaders in the organization.

What Is Personality Five Traits Predict Work Behaviour

Personality Five Traits Predict Work Behaviour

Personality Five Traits



What Is Personality


Personality is the qualities of a person that make him different from other person. Personality have a strong, interesting and attractive character. Personality is characterized by attitudes, cognitions, and emotions that highlight biological and environmental factors. While there is almost no clear definition of personality, most theories focus on stimulus and psychological interactions with the surroundings. The study of personality called personality psychology, that explain the differences in behavior to the study of personality, including biological, cognitive, and social theories.


The Big Five Personality Traits


The big five personality traits that predict work behaviour of a person are


Openness to Experience


Openness to Experience line is often used for the depth of someone's mental experience or imagination. A person's desire is to try new things, make room for them, and think of them. The men who eat high in this province are generally artful and curious, while those who go lowly are wont to be conventional and abide in comfort zones.


Consciousness


This notation measures someone's reliability and consistency. Someone who scores higher in this area is a more program organized, tends to control movements and is generally very organized. They usually see success in school and excel as a leader. Those who describe below in this area are more likely to rush up and down on assignments.


Extroversion


The extraversion of contacts indicates how social and talkative a person is. Those who are high in provocation are generally more assertive, rely on socially and reinvigorate their relationships with people, while those who are lesser seek more solitude and introspection.


Agreeableness


Concordance shows how one can get along well with others. Men in this craft are wont to be lazy, grateful, friendly, loving, and those who are inferior, dull, rude, and sarcastic.


Neuroticism


The last feature of the personality trait is also known as movement stability. It measures how well a person can control emotions such as anxiety and sadness. High scoring in this area indicates that someone is prone to emotions and even self-esteem. Those who receive a humble name are perhaps more confident and more daring.

Strategic Measures For Effective Management System

Strategic Measures Management System
Strategic Measures Management System

Strategic Measures For Effective Management


Strategic measures for effective management are very important for the manager and professional, who manage the workforce performance. There are six strategic measures for effective management of organization's success in management system. Strategic measures for effective management create culture of self-leadership among the employees. These strategic measures for effective management are,


1. Communication


The authority person should clearly communicate company objectives and performance expectations from the employees. Sometimes communicating the company’s objectives and organisational goals can seem quite big and, far from the employee’s daily job responsibilities. Then the role of manger communication start to help employees by translating the company’s goals and objectives for the contributions of individual in the goals.


2. Feedback


For effective management in the organization, create a culture of constant feedback checks and balances. Make a process for regular check-ins to discuss company's goals results, and share feedback of employees performance so that employees could know their performance. Where they are doing well and where they need to improve on. It can be done by a manager in the way to get feedback from direct reports and understand or identify challenges experiencing in getting employees work done.


3. Appraisals


The company should have 360-degree appraisals according to regular performance reviews. the manager should review and collect feedback about the employee from different angles coworkers, subordinates, and their clients if employees work in a client-facing role, for appraises the employee, 360-degree. The 360-degree appraisals give a more rounded view of the employee.


4. Achievements


The manager should acknowledge exceptional achievements of the employee. And make a possible reward for individuals. who have show their hard work exceptional, and not to be unnoticed the employee's hard work and encourage the rest of the team to do so.


5. Training And Development


Prioritise should be given to employee’s training and development in the organization. employee’s technical and behavioural evaluation training increase effective performance and current proficiency level in the management systems. The manager should determine the development action plan or personal development plan to bridge any gaps in employees may exist, and should arrange proper training for the employees to fill the gaps.


6. Performance Management


The manager in the firm should use the performance management software for the employees effective performance level. Implementing an effective performance management software system leads to improve the results from team members and employees, which gives better organisational performance. Using performance management software system simplify organization performance management process, and make easy to share review forms of employees, set 360 reviews of the individual, track goals, set up and remind stakeholders about scheduled reviews and check-ins. performance management software system has a simple interface that makes it easy to use for managers a making direct reports, making the entire performance management process truly seamless for the entire organization.

Globalisation At Cross Roads Vs Neo-Nationalism

Globalisation Cross Roads Neo-Nationalism

Globalisation Vs Neo-Nationalism



Globalisation At Cross Roads


Globalisation can be defined as the multi national companies interchangeable activities such as economic, socio-cultural, financial, and technical across the different nations all over the world. globlization establish globally integrated supply chains systems. China, emerged as the largest supplier in the world by exports of over $2.5 trillion. Disruptions of global supply chains due to worldwide lockdowns and the overdependence on China are the concerns for the entire global production networks based on supply chain systems. Lack of transparency shown by the China raised the distrust among its trading partners. the 70-year-old American-led international economy and The China's parallel international institutions, divided the world between two competing global economies. Whatever happens in the decade between 2008 to 2018 in the balance of economic power. North America and Europe which comprised around 15% of the world’s population, accounted over 57% of total world economic activity, 61% of investment in the world economy, nearly 50% of manufacturing and 61% of global consumer spending in the world economy. But now the centre of the world’s economy has shifted, around 60% of production, manufacturing, trade and investment was located outside the United States and west, which raise new questions for the United States and European global governance and geopolitics in the field of economy. Globalisation seems at a cross roads by international organisations and multilateral frameworks emerging geopolitical power. 


Neo-Nationalism Impacts


Neo-Nationalism is the feeling of reshaping the nation into capable, smarter, and stronger ideal unit.Neo-nationalism is a complicated concept based on the doctrine of self-reliance, which focus on the national integrity. Neo-nationalism has both benefits and drawbacks in the current 21st century. Neo-nationalism is a variant political philosophy. Neo-nationalism is always exist in the form of cosmopolitan in every city of the world. The neo-nationalism give rise to radical rightist parties. Which create racial discrimination distinct hate towards non-populists communities people in neo-nationalist countries. Centralist and moderates give idea to the combination of neo-nationalism and globalization for future peace and prosperity. Neo-nationalism is a tool to promote and develop national integrity and the path of prosperity by promoting national unity. neo- nationalisma should be adopted by any country and its citizen with proper care and precaution. Neo Nationalism impact on multicultural heterogeneous Indian society, communities and groups build a new image of India in this globalization era.