Organisational Design

 

Organisational design is the driving force of your business. It provides the infrastructure for the business processes and ensures that your employees pursue and achieve the goals and the objectives in an efficient and cost-effective way.   

 

 

Why Organisational Design Matters

To be successful and competitive in the long run, you need to align your strategic goals with your organisational design. Organisational design determines organisational behavior and influences organisational culture.

When your organisational structure is unresponsive to external and internal changes, and when the processes are inappropriate or obsolete, your business faces some or all of the following issues:

  • Inefficiency,
  • Slow and inappropriate decision-making,
  • Lack of internal coordination,
  • Confusion in the roles of organisational units and jobs,
  • Overlapping or lacking functions and responsibilities,
  • Failures and conflicts,
  • Customer complaints,
  • Prolonged or disrupted work flow,
  • Multiple superior/supervisor issues,
  • Inadequate utilization of resources,
  • Inappropriate staffing,
  • High unjustifiable costs and losses,
  • Employee dissatisfaction and bad performance,
  • High staff turnover.

 

Benefits of Organisational Design

To maintain focus, functionality and efficiency, an organisation should continually revise and update how it is organised and check whether it is in line with internal and external changes. 

Redesigning the organisational structure helps to improve processes and to increase employee engagement and contribution. Both have positive impact on the individual and organisational performance, as well as on customer satisfaction. 

To help your staff do the job efficiently and in line with your business goals, you need efficient organisational design.

Key Considerations

While we work on organisational (re-)structuring, we take into consideration:

  • The purpose, objectives, goals and strategies of the organisation and its units,
  • The structure of units and jobs,
  • The work flow and processes that need to be improved, related, simplified and standardised,
  • The document management practice, 
  • The flow of communication across the organisation, horizontally and vertically,
  • How efficient and effective is the utilization of the resources, 
  • Procedures and legal compliance.

The Process

The process of organisational (re-)design involves certain stages:

  • Assessment of the organisation’s structure,
  • Identification of the root causes of reduced organisational performance,
  • Assessment of the organisational culture, strategic goals and business objectives,
  • Future goals, objectives and needs,
  • Revision of the organisational structure and jobs,
  • Implementation of structural changes.

 

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