Is it possible to attain unity and efficiency in dividing your organization?
Managers tend to adapt to these challenges by simply treating different teams or divisions using different approaches (according to the specific needs of each), – but, alas, this usually produces mediocre to poor results. So how does one manage a fragmented organisation? How does it help in minimizing costs and effort of a company? Will it contribute to a positive development in your organisation?
In some cases, large organizations are heavy, slow and expensive. They sometime try to impose "unity" where it should not be imposed (different technologies, markets, dynamics). In these cases splitting the organization to autonomous divisions is effective, efficient and the right thing to do.
It is possible to divide an organization and still keep cooperating for cost effectiveness, in areas like purchasing, logistics etc.
Interesting Question. You need a strong team of managers who also are skilled in the different divisions. Promote from within those divisions for capable workers who want managerial experience and a promotion. Do not bring in this talent from outside the divisions. My experience at Sony Broadcast Europe was defined by too many divisions and everyone competing against one another for bonuses. From my MBA experience, I found it interesting that teams were only as good as those willing to take responsibility for the final product. In big organizations, I think you need entrepreneurial spirit and to come down hard on those managers that are politicking...make a stand that there will be no circumventing allowed.
The question is why do divide the organization? Is to gain greater productivity or respond to outside competition. I believe the key is to create vision for your company. Communicate that vision to the employees and let them give you ideas about how to organize the operation to improve productivity. They do the work every day and know what works. They know why one thing works and another will not. The key here is convince employees that you are open to their ideas. This inductive approach is more likely to work better because the people doing the work will have a larger stake both emotionally and psychologically. Communication is the key.
You can Use many Managers and change all with your planing, sure you have to tell me what is your business to tell you more.good luck.
Dividing or not dividing your organization will not create unity but it could facilitate it depending on other steps being taken to improve the the performance of the overall organization. Unity comes from creating a common purpose throughout the organization, implementing systems and processes that connect every employee in the business and managers skilled in developing and motivating their team.
With these in place, the most effective organizational structure is driven by alignment of functions, logistics, customer needs, employee engagement.
Your question relates to organizational structure and development but OD is driven by the factors listed above rather than the other way around. Call us if you would like to discuss or understand this more specifically.
Will Moore, Moore Performance Group
Yes Its dividing your organization into divisions may not effect the organization work by keeping all organization work in serial by documentation , if the work moves towards the division without any delay by using chain of documents , I was working in same situation , In fact managers can keep the work smooth without any delay , If they are having minimum understanding in between of them , But the organization policy towards managers shall be equally maintained or according to their results .
whenever you set clear objectives, empower employees and supervise them without micromanagement is possible.its my mind. regards.
It really depends on how the divisions came about. Some bosses us it as a divide and rule feature and for obvious reasons that will always produce mediocre results. It then really takes someone who has a no fear attitude to bring people together to improve the situation.
how does one manage a fragmented organisation? - Simply by maximizing on the skill set of the ones that you are remaining with, this will show how you value them and they will tend to contribute much more as they will look at themselves and appreciate the fact that they have been valued to work at that particular division still. Working with employees not commanding.
How does it help in minimizing costs and effort of a company? - Frankly you only need a particular number for a job, I believe its all about efficiency and ability to be able to know who did what.
Will it contribute to a positive development in your organisation? - It will if you show a positive sign to it. Explaining to the employees the reason for the particular fragmentation, and telling them this is now an opportunity for them to show their value to the entity.
You have to take inventory of the culture of the organization and then address the staff and see where there level of commitment is to the organization. Unity starts with just that UNI (You & I) & INU (I & You). A effort to meet people where they are and build the team from there!
The question is, in my opinion, Is a framented organization can be unified in the same time ... Indeed, a company is dividing in different divisions, and it's not rare that the divisions are not in the same city or country ... And at the opposite, the better way to ensure the development is to have an unified company ... So the idea is : How to link the division, so the employee ?
According to me you shall begin by establish inside your company an ambient who represent it, the same in each division, to insure employees commitment. Then, thanks to some events or internal campaign, made to meet the division, or show and explain them what the other divisions do ... And so the employee will finish by understand that they are linked to each other ... It's just some idea I share there, but that kind of operation will renew there motivation and generate links who will palliate to the fragmentation and provide new ressources in your development ...