4958845 kvalitet i konkurentnost org struktura 2011-07-04
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Strategy in Action 12: Organising for Success
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-2
Learning Outcomes (1)
Identify key challenges in organising for success, including ensuring control, managing knowledge, coping with change and responding to internationalisation
Analyse structural types of organisations in terms of strengths and weaknesses
Recognise how important organisational processes need to be designed to fit their circumstances
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-3
Learning Outcomes (2)
Appreciate how internal and external relationships can integrate knowledge and resources within and between organisations
Recognise how the three stands of structure, processes and relationships should reinforce each other in organisational configurations and the managerial dilemmas involved
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-4
What is Configuration?
An organisation’s configuration consists of the structures, processes and relationships through which the
organisation operates.
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-5
Exhibit 12.1 Organisational Configurations
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-6
Key Challenges for Organisations
The speed of change and the increased levels of uncertainty
The importance of knowledge creation and knowledge sharing
The rise of internationalisation
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-7
Structural Types
Functional Multidivisional
Matrix Transnational
Project-based
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-8
Exhibit 12.2 A Functional Structure
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-9
Functional Structures
Advantages CEO in touch with all
operations Reduces/simplifies
control mechanisms Clear definition of
responsibilities Specialists at senior
and middle management
Disadvantages Overburdened with
routine issues Neglect strategic
issues Difficulty coping with
diversity Coordination between
functions Failure to adapt
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-10
Exhibit 12.3 A Multidivisional Structure
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-11
Multidivisional Structures
Advantages Flexible Control by
performance Ownership of strategy Specialisation of
competences Training in strategic
view
Disadvantages Duplication of central
and divisional functions
Fragmentation and non-cooperation
Danger of loss of central control
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-12
Exhibit 12.4 A Matrix Structure
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-13
Matrix Structures
Advantages Integrated knowledge
Flexible
Allows for dual dimensions
Disadvantages Length of time required
for decision making
Unclear job and task responsibilities
Unclear cost and profit responsibilities
High degrees of conflict
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-14
Exhibit 12.5 Multinational Structures
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-15
What is a Project-Based Structure?
A project-based structure is one where teams are created, undertake
the work, and then are dissolved.
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-16
Exhibit 12.6 Comparison of Structures
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-17
Design Tests for Checking Structural Solutions
Market-Advantage
Parenting Advantage
People
Feasibility
Specialised Cultures
Difficult Links
Redundant Hierarchy
Accountability
Flexibility
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-18
Exhibit 12.7 Types of Control Processes
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-19
What is a Balanced Scorecard?
Balanced scorecards combine both qualitative and quantitative measures,
acknowledge the expectations of different stakeholders and relate an
assessment of performance to choice of strategy.
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-20
Exhibit 12.8 An Example of the Balanced Scorecard
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-21
What is Devolution?
Devolution concerns the extent to which the centre of an organisation delegates decision making to units and managers lower down
in the hierarchy.
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-22
Exhibit 12.9 Relating Internally and Externally
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-23
Strategy Styles for Division of Responsibility
Strategic planning style
Financial control style
Strategic control style
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-24
Exhibit 12.10 Strategic Planning Style
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-25
Exhibit 12.11 Financial Control
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Exhibit 12.12 Strategic Control
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-27
Methods of Relating Externally
Outsourcing Strategic Alliances
Networks Virtual organisations
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-28
Exhibit 12.14 Dilemmas in Organising for Success
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-29
Chapter Summary (1)
Organising for success is about an organisation’s configuration, built on three related strands: structures, processes, and relationships
Successful organising means responding to the key challenges facing the organisation: control, change, knowledge and internationalisation
There are many structural types, each with its own strengths and weaknesses
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-30
Chapter Summary (2)
There are a range of different organisational processes, direct or indirect and focused on input or outputs, to facilitate strategy
Relationships are important for success
Separate organisational strands should come together to form a coherent reinforcing cycle
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-31
Key Debate: Does Structure Follow Strategy?
Hall and Saias suggest that organisational structures can influence the kinds of strategies that management teams will pursue.
What kinds of organisations might be particularly susceptible to structural constraints on their strategies?
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-32
Case Example: Hurricane Katrina
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Exploring Corporate Strategy 8e, © Pearson Education 2008 12-33
Case Example: Hurricane Katrina
What was the strategy of the Department of Homeland Security in the period immediately before Hurricane Katrina?
In the light of this strategy, what if any changes should be made to the Department’s organisational structure?
Who was responsible for the organisational failures surrounding the response to Katrina?