Organizational Design

Founded in 2007, Noida testing ground was conceptualized with a vision to provide a competitive R&D platform in wireless technology. Headquartered in Noida, aligning with first rudiments vision, Noida Lab is one of the fastest-growing companies in the mobile computer softw ar sector. Noida Lab produces efficient and dynamic mobile softw are that continu anyy pushes the boundaries of innovation to meet latest technology and provide the high quality harvest-homes. JourneyABC Ltd. has established Noida Lab in 2007 in India with a satisfying belief towards victor and the realistic goals. Noida Lab has transformed itself into one the most competitive and proficient R&D centers of ABC Ltd. worldwide. It is tensenessed on embedded and PC software development for ABC Ltd., in a variety of areas related to Mobile Phones. Noida Lab started its trading operations with Regional Adaptation and Multimedia testing while focusing to exercise great innovations and latest technologies in the era of wireless intercourses. Noida Lab is lock awayd in development of latest mobile software for all range of handsets.Noida Lab also focuses on Quality assurance which includes automation Testing, protocol testing, white boxful testing and GCF certifications Noida Lab is involved in development and testing of extensive range of mobiles software by the combination of exceptional gift and superior technology. The focus of Noida Lab is to produce best quality mobile phone software in both CDMA and GSM technologies.The center has givinged engineers for carrying out R&D whole kit and caboodle having development and quality squads. The research and development activities are carried out in ideal manner to stabilize every model in terms of quality, features and enhancement. The utilise team works in coordination with other centers across the world to produce high quality mobiles considering various factors much(prenominal) as market research, target customers, competing product s etc.Organizational surface & HierarchyTotal employee size of the organization is approx. 2000 employees and the average age of employees 30. Majority of higher-ranking management is home-country based and work in line with the local managers. Also many wee-wee come through with(predicate) transfer from other groups subsidiaries.Chapter 1Consider your organization and identify the stage where it creates maximum value? What are the reasons? Also identify untapped prospect for value creation by HR department of your organization. In growing complexities, its utmost important for the organization to redesign and transform its social organization and culture to move from present state to the desired future state and thus increase effectiveness , also creating value and enhanced performance cosmea of Maximum value.Since the company has recently developed its operations, its inseparable to focus at every level and identify strategies to engage human resources. HR team identified various initiatives during entire employee life cycle. Noida Lab has dictated down some of the best example in their transformation process since the company is voluntary to provoke an impact Flattening Too many levels of hierarchy slow decision-making and are a barrier to em great powerment. During the initial growth of the organization, ABC had many levels surrounded by the employee and the senior management.Decisions had to pass through many levels of approval before anything got done. Budding Bureaucracy was crushed and de-centralized was encouraged to tap the younger workforces mind. This change non only helped the employee further also the customers/ clients linked with the company. Strong emphasis on Onboarding Comprehensive onboarding platforms have been shown to have dramatic and lasting positive effects on retention and engagement rates of new employees. HR created on-boarding toolkit to for every department which included full series of trainings and seminars over an employees first year aiming to bring newest employees up to speed efficiently.Research shows that employees make the critical decision to stay or leave within the first six months and that having the newest talent participate in an onboarding program can maximize retention, engagement, and productivity (HCI White Paper, 2008). More inclined workforce can serve client with better inclination through achieving results with passion.Organizations success depends in large part on how come up employees communicate with each other as well as with various stakeholders. We Learn Club is launched to engage employee to enhance communication and provide healthy engagement platform at workplace. There are various meetingsconducted among teams, team-managers, team-HR, and employees-senior management. Also included are monthly meetings through which all the organizational updates are shared with the employees and changes are launched. These access codees encourage information sharing amongs t each and every level in the organization. With effect, employees are much clement while dealing with clients requirements, proving success in the projects.Learning & Development ABC has a vision that it cant develop unless there are strategic options for an employee to develop himself. There has been training programs right for a new joinee to a long lasting employee. Employees should observe that there is a growth opportunity for them and perceive the company as a development institution. Company has made tie-up with 2-3 top universities to provide higher education assistance program. On-line acquire platforms like Learntrak and Harvard Mentor are available free of cost, also certifications options are available. Company has also identified SMEs (Subject Matter Expert) to identify and highlight budding talent within the company. With improved Internal processes and focuse internal Customers, company can achieve the success in its value chain.ABC has recognized certain values a s important to corporate ethics and operational success. To make these values pervade at all levels there are many un-tapped opportunity. Creating a values story for an organization involves examining the organizations end and goals. Once it is clear where the organization wants to go through the value creation process ( introduce, conversion, and output), objectives can be achieved. ABC vision laid emphasis highly on customer satisfaction with effectiveness whereas corresponding can be achieved if employees are treated highly valued and their attitudes, interests and preferences are more stable. Customer value proposition play an important role in meeting above objectives.Chapter 2Identify important conflicts involving employees and other stakeholder groups in your organization. Explain inducement and contributions for germane(predicate) stakeholders involved. Is there any ethical disclose involved in above mentioned conflict? Which ethical model is appropriate for solving ide ntified ethical issue?Stakeholders can be defined in many ways and different kinds of entities can be stakeholders, such as persons, groups inside as well as outside an organization. The stakeholders act according to their interest and use their power to influence the product in the direction they desire. To develop good working affinitys with colleagues and stakeholders, and to avoid conflict, it is essential to share a common purpose. Often conflicts are observed which can induce the scope for inefficiency.a. Interventions Ambiguity in roles and demand often head to interventions which end ownership and hinder performance. Through management skills, stakeholders should be able to identify what these conflicts might be before entering into the communication process and hence the opportunity to intervene early.b. Clear Communication There are no gaps if communication is clear. In organization, right from main vision to mission and even team goals, all should be strategically alig ned and link in meeting each others objectives. One process output should be value input for the next, hence clear communication through positive relationship is important to prevent conflicts of interest and find a common purpose to agree on.c. building complex behavior Since organization deal with human which is complex, hence difficult behavior are encountered often within stakeholders. Its necessary to be assertive but use neutral language to defuse any aggression. Stakeholder mapping using power/interest matrix as adapted from Mendelow (1981) and Johnson & Scholes (1993) can be used as a powerful tool to identify contribution of every stakeholders. ABC ltd. has developed similar approach as mentioned in the fig below. They indicated that power and dynamism are relevant factors low to high and static to dynamic.Too often relationships with stakeholders are conducted in an ad hoc or intuitive manner. A strategic approach (a plan with clear objectives, milestones and an evaluation ) builds better ongoing relationships and is more likely to realize the benefits for the department and the stakeholders. There can be enormous ethical issues if the stakeholder management is notproper in the organization. Keeping in view working model of ABC Ltd, below are some instances records Stakeholders Group and Issuesindicators EmployeesPay and Benefits Atleast minimum heavy wage or local cost of living is incorporated Employee diversity Percentage of diverse groups and designed policies to cater different gender and races as tint Communication open-door policies/ ombudsmenCustomersProduct authencity/ quality/ safety No of defects/ recalled projects Customer complaint management Availability of set procedures and system to cater all queries Customer do Measures/ practices adopted to ensure effective service deliveryInvestorsTransparency Availability of procedures to inform shareholders about corporate activities Stakeholder rights management litigation involving violation s of shareholder rightsCommunity/ indian lodge developmentPublic health and safety protection Availability of emergency-response plan Minimizing the use of energy Type, amount, and designation of waste generatedThe model of human behavior called the frugal man model has been identified to solve ethical issues, which assumed the following The decision-maker had access to perfect information concerning all aspects of the decision situation. The decision-maker could process all the relevant information when identifying and diagnosing problems. The decision-maker could identify all possible solutions to a problem and evaluate the outcomes of each alternative solution.Multiple goals of an organization could be combined into a single, elemental mathematical equation. A rational decision-maker would always select the alternative solution that would produce the maximum benefit to the organization. All decision-makers process information in the same manner and make similar decisions.Chapt er 31. Map generic and specific environment related to training initiatives in your organization. How will you rank identified elements. As a statistically-based method to reduce variation in organizations processes, Six Sigma is used as an all-encompassing note performance methodology. This has helped ABC labs to Align their business strategy to critical improvement efforts thus Mobilize teams to attack high impact projects, accelerate improved business results and also govern efforts to ensure improvements are sustained. Since the launch of Six Sigma, it helped the organization to increase their effectiveness by 60% and provided ample security checks for improvement. Other important aspect is developing leadership skills in the organization which is itself a very complex task.Amongst senior cadre in the company are people from diverse background, ethnicity and race, hence was key focus area. As part of its HR initiatives, the company conducted advanced programmes such as Foundati ons of Organization Learning (FOL) and Visionary and Leadership Planning (VLP). It also conducted a series of communication exercises about the change initiatives to all its employees across the country. ABC labs are also using 360 degree purely as a leadership development tool, alone separate fromannual appraisals, which are mostly about meeting targets. ABCs top executives have each been assessed by at least tetrad subordinates, four peers and their immediate boss. Each executive, in turn, has assessed at least ten others. Given that the 360 degree assessment form is five pages long and contains 50 questions, this makes for a broad logistic exercise.But assessing only the top management doesnt quite serve the purpose, since it is the middle managers that need to be promoted to senior leadership positions to meet the organizations talent needs. Also to get around this, ABC labs has designated counselors, called Leadership Group Facilitators (LGF), senior managers who are not in the recipients immediate work orbit, assigned the task of presenting the feedback dossier and straightway discussing its findings.Strategy mapping is a powerful business tool. Strategy maps show graphically how organizations create value for customers and stakeholders. Good strategy maps communicate strategic intent internally and out-of-doorly, and are one of the most effective communication tools an organization can use to build alignment, accountably, and a focus on results. Hence ABC labs has created well defined performance management system which binds individual KRAs with identified Organizations competencies.Out of strategic initiatives, Balance scorecard is the most prominent and identified element. ABC labs started with critical approach about what and why, before how. Remember, performance improvement initiatives are hows organization vision, goals, and strategy are whys and whats. This strategy was entirely focused to develop all the stakeholders within and outside the organization. Missing pieces like customer value proposition, strategic themes, mission and results in pecuniary perspective was aligned through the Balance card.2. Based on resource dependence theory, identify one good and one bad illustration for inter-organizational relationship (which involve some other organization) involving your chosen firm.Key researchers Dean and Sharfman, (1993) Dutton, (1993) & Haley and Stumph,(1989) studies the nature of the decision and says that research intodecision making cognition and labeling suggests that the same internal or external stimulus may be interpreted quite differently by managers in different organizations or even within the same organization. Resource addiction Theory tries to explain the relationship of different variables that affects decision making and also acts as a dominant approach in contemporary strategic management.Mergers and acquisitions have been one of the primary domains of inter-organizational action to be analyzed under a resource-dependence perspective. In past 1 year, ABC labs have acquired 2 business entities which lead to power imbalance. During acquisition, it was priority to ensure to enroll matrix structure as a way to create a balance among global product groups. As per the ABC Labs strategy, in this way management attention would be focused and balanced dimensions. Also given a clear specification of the purpose of a unit and of type of relationship with other units, unit managers will be able to work out most of the details for themselves.However the stakeholders of acquired companies were quite firm on maintaining the pre-dominant structure in their groups when got acquired. This created conflict, however with the series of management discussion and meetings, all were synced for the intended outcomes which include An improved reporting structure that is helpful in complex decision making Efficient usage of shared resources that provide opportunities for skill development Competen cies to deal with legitimate multiple sources of power, and The sharing of knowledge between divisionsThere were some inadvertent outcomes too which included excessive overheads in management, time losses with the frequent meetings also to resolve conflict and power struggle between divisions. ABC Labs is however being able to conceptualize now its organization structure and bring strategic power in action. Different theoretical approaches, such as institutional theory, strategic contingencies theory, resource dependency theory and decision-making theory were explored.