breathe exposure appreciation provocation. organisation design – a lost hr capability? ed griffin...
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Breathe
exposure appreciation provocation
Organisation Design – a lost HR capability?
Ed GriffinBreathe Partnership
Purpose of the workshop
• To introduce the field of Organisation Design and some key considerations when looking at design projects.
Master class overview
• An overview of Organisation Design• Complex Adaptive/Evolving Systems – the
challenge of organising people!• Diagnosing organisational health – the need to
re-design or not• Constraints & enablers of design work –
learning to work with what you’ve got
What is Organisation Design?
Organisation Design
• “…translating strategy into the work people do,– through structures, processes, systems, physical
space & jobs”
Typical Structures
Hierarchical
Flat
Functional
Product
Matrix or Project
Organic
… a dynamic, evolving series of relationships, engagements, activities & projects
?
So how does organisation happen “naturally”?
Complex Adaptive/Evolving Systems
• Some things have a way of organising themselves and some present a greater challenge!
What drives Organisation Design?
What are the drivers for Organisation Design in your world?
• Change of government• Change of Secretary of State!• Change of policy• Competition• Collaboration • Improved Efficiency• Improved patient experience• Survival rates• Infection levels• Care Quality Commission/Monitor• …• Mid-Staffs?• Medical revalidation?
So how do you design for …
• Efficiency• Effectiveness• Agility• Resilience
… and your patients?
Levels of Work
The “Levels of Work” model
• This ‘model’ or ‘framework’ suggests that all organised work falls into a hierarchy of discrete levels of accountability, challenge and decision-making complexity and discretion.
• It also relies upon the idea that work at the different ‘levels’ adds value across different ‘time horizons’.
Based on the work of Elliot Jaques
Complexity, time horizons and value…
Level of Work ‘Theme’ (and relative complexity/discretion
)
‘Time Horizon’
7 Corporate Prescience(massive complexity)
20 years and beyond
6 Corporate Citizenship 10 to 20 years
5 Strategic Intent 5 to 10 years
4 Strategy Development
2 to 5 years
3 Practice 1 to 2 years
2 Service 6 to 12 months
1 Quality(limited complexity)
0 to 6 months
Complexity, time horizons & value
• The work involved at ‘Level 1’ is often routine and repetitive, with limited scope for individual discretion. Any decisions that are made will tend to be short-term and reactive in nature.
• The work at ‘Level 2’ involves more complexity. It may include responsibility for managing people working at ‘Level 1’, as well as responding to changing situations and planning the short-term use of resources in order to 1.) maintain service to customers and 2.) control costs.
Complexity, time horizons & value
• The work at ‘Level 3’ tends to combine an attention to current activity with an interest in continuously improving processes and systems. Good performance at this level minimises ‘fire-fighting’ and aims to maximise output quality.
• The work at ‘Level 4’ would tend to focus upon positioning a business for the next 3 – 5 years, and managing the change and the continuity which that requires. At this level there is considerable scope for individual discretion as well as a constant need to deal with complexity.
Complexity, time horizons & value
• The work at ‘Level 5’ is concerned with strategic intent. It involves choosing and creating the product/market portfolio, foreseeing future trends in the industry and identifying new opportunities for entry, growth and exit. The timeframe is from ‘now’ to maybe ‘ten years from now’.
• The work at ‘Level 6’ is all about nurturing, sustaining and enriching the goodwill that generates confidence in all stakeholders. It involves the fostering of relationships between the organisation and the wider community in which it operates (and wishes to continue operating) for the next twenty years.
Clarity of purpose
What are you trying to achieve?
What are you trying to achieve?
What are you trying to achieve?
Diagnosing organisational health
Burke-Litwin ModelExternal EnvironmentExternal Environment
LeadershipLeadershipOrganisation CultureOrganisation Culture
Mission and StrategyMission and Strategy
Management PracticesManagement Practices Systems and
ProcessesSystems and Processes
StructureStructure
Work Unit ClimateWork Unit Climate
Task Requirements & Individual Skills and Abilities
Task Requirements & Individual Skills and Abilities
MotivationMotivationIndividual Needs and ValuesIndividual Needs and Values
Individual and Organisational Performance
Individual and Organisational Performance
Burke and Litwin, A Causal Model of Organisation Performance and Change, Journal of Management, Vol 18, No 3 (1992), pp 523-545
Transformational FactorsTransformational Factors
Transactional FactorsTransactional Factors
A simple, practical mindset
“As is”
“To be”
Constraints & Enablers for Organisation Design
Constraints & Enablers to Design
• Leaders!• Technology• Locations & layout• Accounting systems• Budget• Headcount• Legislation• Stakeholders
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