Doughnut Structure


Although most organization charts are constructed in the shape of a pyramid, extending downward from the board of directors or president, some firms have doughnut structure—an organization chart made up of concentric circles that represent top management, staff personnel, and functional areas and that reflect a more flexible structure—people see themselves working in a circle as if around one table. One of the positions is designated chief executive officer, because somebody has to make all those tactical decisions that enable an organization to keep working. The doughnut design is made up of concentric circles, in which the center ring consists of top management. The second ring is composed of important staff personnel, such as legal, personnel, research and development, and electronic data processing, whose services are used by all departments. The third ring consists of managers of functional areas, while remaining rings comprise department and other supervisory managers

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

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A Line Organization


A line organization is one in which there are direct two-way lines of responsibility, authority, and communication running from the top to the bottom of the organization, with all people reporting to only one supervisor. The most obvious example is the army, which has a clear line of authority going from general to colonel to major to lieutenant to sergeant to corporal to private. A private reports to a corporal, the corporal to a sergeant, and so on back up to the generals. A line organization has the advantages of having clearly defined responsibility and authority, of being easy to understand, and of providing one supervisor for each person. The principles of good organizational design are met.

Disadvantages include for being too flexible, of having few specialists or experts to advise people along the line, of having lines of communication that are too long, and of being unable to handle the complex decisions involved in an organization with thousands of sometimes unrelated products and literally tons of paperwork.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Ethics Hot Lines


In some companies, when employees are troubled about some ethical issue but may be reluctant to raise it with their immediate supervisor, they can place a call on the company’s ethics hot line. These hot lines have become more common.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Determining Training Needs


When a supervisor sees evidence of inadequate job performance, assuming the individual is making a satisfactory effort, attention should be given to raising the worker’s skill level. When a supervisor is confronted with a drop in productivity, it may suggest that skills need to be fine-tuned. Of course it would be related to other factors, too—lack of resources or equipment malfunctions. That’s why it’s imperative to pinpoint the problem precisely.

In addition to the productivity measures, high rejection rate or unusual rate of wastage may indicate a need for employee training. A rise in the number of  accidents reported can also suggest some type of retraining is necessary. Furthermore, the changes that are being imposed on workers as a result of a job redesign or a technological breakthrough demand training.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Peer Appraisals


With more firms using self-managing teams, peer or team appraisals—the appraisal of an employee by his or her peers—are becoming popular. For example, an employee chooses an appraisal chairperson each year. That person then selects one supervisor and three other peers to evaluate the employee’s work.

Peer appraisals can predict future management success. Peer ratings have other benefits. Peer appraisals have an immediate positive impact on improving perception of open communication, task motivation, social loafing, group viability, cohesion, and satisfaction.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Employee Communications


To attain excellence in employee communications, the organization must utilize communication techniques that:

  • Communicate the organization’s objectives, goals, priorities and values to all employees.
  • Ensure that supervisors clearly define the tasks and responsibilities of each of their employees.
  • Ensure that supervisors give employees timely evaluation of their job performance.
  • Communicate the organization’s expectation of quality to all employees.
  • Ensure that policies and practices are clearly communicated and understood by all employees.
  • Stimulate frequent face-to-face discussions between managers and their employees.
  • Inform all employees of the organization’s accomplishments, achievements and other important issues related to the work environment.
  • Involve employees in the department of organization policy and procedures.
  • Encourage employees to express their ideas and recommendations to improve the operation of the organization.
  • Provide timely feedback to employees regarding the organization’s consideration of their ideas and recommendations.
  • Solicit information from employees relative to their career goals and aspirations.
  • Provide employees with information they can use to make personal career decisions.
  • Inform employees of job openings within the organization.
  • Encourage employees to voice their problems and concerns.
  • Give timely consideration and response to employee problems and concerns.
  • Continually monitor what information employees want to receive.
  • Regularly measure the effectiveness of communication techniques.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

 

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