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Organization & Org Structure

The document discusses organization design and provides information on who does organization design, when and why to undertake organization design, and models and frameworks for organization design. It states that organizations can get support from consulting firms, consultants, and HR professionals. It also outlines some common triggers for undertaking design like changes inside or outside the business, new strategies/goals, and an existing design no longer working. Finally, it briefly describes five common models: McKinsey's 7S model, Jay Galbraith's Star model, Weisbord Six Box model, Nadler and Tushman's Congruence model, and Burke-Litwin model.

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Phoeza Espinosa Villanueva
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105 views16 pages

Organization & Org Structure

The document discusses organization design and provides information on who does organization design, when and why to undertake organization design, and models and frameworks for organization design. It states that organizations can get support from consulting firms, consultants, and HR professionals. It also outlines some common triggers for undertaking design like changes inside or outside the business, new strategies/goals, and an existing design no longer working. Finally, it briefly describes five common models: McKinsey's 7S model, Jay Galbraith's Star model, Weisbord Six Box model, Nadler and Tushman's Congruence model, and Burke-Litwin model.

Uploaded by

Phoeza Espinosa Villanueva
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 16

JASIFA MOCTAR AMERIL

PA 217N A
WHO DOES
ORGANIZATION DESIGN?
WHO DOES ORGANIZATION DESIGN

Organization can get support from:

Firm that tailor


frameworks for external and
internal developments.
WHO DOES ORGANIZATION DESIGN

Organization can get support from:

Consultants with similar


philosophy of innovation and
customization.
WHO DOES ORGANIZATION DESIGN

Organization can get support from:

HR professionals because
they are in a position to take
an overall view of how the
business is organized.
WHEN AND WHY TO UNDERTAKE
ORGANIZATION DESIGN
WHEN AND WHY TO UNDERTAKE ORGANIZATION DESIGN

1. Something's changed, either inside or outside of the


business.

• When you purchase a system


that will switch your
organization from manual
operations to systematized
operation.
WHEN AND WHY TO UNDERTAKE ORGANIZATION DESIGN

2. You've set new strategies or goals.

• An organization decided to
promote their service online.
They need an organizational
design process to pursue this
new strategy.
WHEN AND WHY TO UNDERTAKE ORGANIZATION DESIGN

3. The current design no longer works.

• An organization increased
their people's flexible working
options, but problems are
beginning to show.
ORGANISATION DESIGN
MODELS AND FRAMEWORKS
ORGANISATION DESIGN MODELS AND FRAMEWORKS

1. McKinsey’s 7s Design Model

The 7S model is one of the


most referenced for organizational
design. It was developed by Robert
H. Waterman, Jr. and Tom Peters for
McKinsey & Company in the 1980s,
and it focuses on the seven “S”s
inherent in most organizations:
ORGANISATION DESIGN MODELS AND FRAMEWORKS

2. Jay Galbraith’s Star Model

Jay Galbraith’s is the oldest. The late organizational theorist


developed the Star Model in the 1960s.
ORGANISATION DESIGN MODELS AND FRAMEWORKS

3. Weisbord Six Box Model

Developed by Marvin
Weisbord in the 1970s, this
model gives attention to issues
such as planning, incentives and
rewards, the role of support
functions, internal competitions
among organizational units and
the delegation of authority,
organizational control,
accountability and performance
assessment.
ORGANISATION DESIGN MODELS AND FRAMEWORKS

4. Nadler and Tushman’s Congruence Model

Developed by David A Nadler and M L Tushman in the early 1980s,


the basic principle of this model is that an organization’s performance is
derived from four elements.
ORGANISATION DESIGN MODELS AND FRAMEWORKS

5. Burke-Litwin Model

Developed by burke &


Litwin in 1992, this model shows
the various drivers of change and
ranks them in terms of
importance.
THANK YOU!

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