Flexible structures can be the best way for speeding up the learning process. The most flexible organization does not fight change; a flexible organization accepts change as an inevitable part of the business environment, so it learns to maximize its opportunities whenever change comes along. Theoretical discussion on how to achieve flexibility includes, among other things, building dynamic capabilities, maintaining multiple options, and supporting horizontal communication and teamwork among employees. A matrix organization is more effective than the other types when quick response is required. Since 2014, this organization has undertaken a deep cultural transformation. A well-structured organization balances the effort required to coordinate work between departments with control of the work and with the flexibility to react to external events. In cellular organizations, workers manufacture total product or sub-assemblies in teams cells Every team cell of workers has the responsibility to improve or maintain the quality and quantity of its products Each team is free to recognize itself to improve performance and product quality It is both a lean and flat structure.
Better Continuity During Uncertainty One of the characteristics of a flexible organization is that it is prepared for uncertainty. The leader is free to focus on company-wide matters and overall goals, but operation of the organization remains highly efficient and tightly controlled. Improved Efficiency A flexible company will be willing to try new methods and processes, even when the old processes seem to work just fine. When you enable your company to become adaptable, it is able to evolve with the times, and it will survive longer, becoming continually more prosperous. Simmons 2002-05-01 00:00:00 Strategic flexibility is an increasingly sought-after competitive element in today's fast-paced and changing world. They developed a solid educational program to provide employees top-level leaders included with the knowledge and skills to contribute to their desired culture.
Even though the broader plan has been established, it consistently evolves. Functional specialists provide expert advice to the management on wide-ranging matters. Suggests that this complementary organizational tier provides space and support for a combination of self-development and self-organized efforts consistent with established incentives and values. As the organization grows, the centralized decision-making becomes a weakness as the information from the working level has to travel to the top of the pyramid and decisions have to be handed down through many levels. This makes this organizational structure a flexible one. Background The structure of an organization determines how leaders delegate authority and how they assign responsibilities. The leadership team started this process by developing a plan that articulated their vision for the Westminster culture, the underlying values, and the organizational structure that would allow those values to be lived.
With a variety of choices, and a need to have both control of execution and flexibility for change, a two-level structure may support the combination of benefits that is a source of advantage. Changes are made according to what works for people, their learning needs, and what inspires staff. Proposes that organizations can maintain their operational structure at one level, while experimenting with a loosely bounded developmental organizational layer. Work-related matters are handled at the working level, allowing those managers to make rapid decisions based on their own observations. Because of this, there is an active dialog between the employees and the senior management. In the long run, such kind of working style can be disastrous and affect the performance of the firm. These cells comprise self-managed teams.
Better Team Building When your management structure is flexible, you will get the most out of your workforce, depending on their individual talents. This organizational type is the most centralized, with single reporting paths in a hierarchical pyramid. The resilience of the human resources of the company partly depends on the mindset supported through the organizational culture. Hiring Costs and Turnover Costs Are Reduced Of course, when your organization is flexible, it will accommodate your employees' needs and schedules, which means that they will have a healthier work-life balance, and they will be more satisfied with their jobs. All persons at the same level of organisation are independent of each other. Flexibility in Organizations Flexibility in organizations is necessary for providing them a decent and conducive work environment.
An organization that is flexible will respond to changes by evolving. These elements can be created as a black box and do not need to be described together with all their properties. Both line and staff have their own view points to offer relating to this problem. Organizational theory offers a number of combinations of options for the designer. It starts with me but goes through the whole organization. Purpose The different business processes of armed forces, police, and aid organizations organization, Human Resources Management, Materials Management, Maintenance, and so on run along organizational structures.
This is a structure, which is narrow at the top and wide at the base. This structure specifies responsibility and authority for all the positions limiting the area of action. Employees in a flat organizational structure actively participate in decision-making which helps them learn principles of management effectively. Another thing about flexible organizations is that they use technology, which is electronic, so that they do not have much paperwork. A flexible organization does not have any unwanted or unnecessary restrictions or rules that can have a negative effect on the morale of the employees. In such cases, a special team is created which will exclusively work on that particular project till it is completely done.
For instance, while continuing education is a given at Westminster, the content and approach to this education is flexible. You can use to group organizational changes for a joint status change. Each functional staff has two bosses his administrative head and his project manager. No two people are the same, so no two employees have exactly the same skill sets. In addition, the firm strives for excellence in the performance of individuals, teams, and the entire organization. Determining detailed procedures and systems for different problems areas such as coordination, communication motivation etc. They become able to take on any challenge that comes their way, and in so doing, they enable the organization to become more effective.