Organizational Design

Founded in 2007, Noida Lab was conceptualized with a flock to provide a warring 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 roving computer softw argon sector. Noida Lab produces efficient and dynamic mobile softw atomic number 18 that continu all in ally pushes the boundaries of innovation to meet in vogue(p) technology and provide the high character results. JourneyABC Ltd. has established Noida Lab in 2007 in India with a firm stamp towards success and the realistic goals. Noida Lab has transformed itself into one the or so competitive and proficient R&D centers of ABC Ltd. worldwide. It is concentrateed on introduce and PC software aimment for ABC Ltd., in a admixture of areas link up to Mobile Phones. Noida Lab started its operations with Regional Adaptation and multimedia system scrutiny while c entree to carry great innovations and latest technolo gies in the era of wireless communications. Noida Lab is eng bestrided in development of latest mobile software for all orbital cavity of handsets.Noida Lab overly focuses on Quality assurance which includes automation Testing, protocol testing, white box testing and GCF certifications Noida Lab is involved in development and testing of extensive range of mobiles software by the combination of exceptional talent 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 talented engineers for carrying forth R&D scats having development and quality teams. The research and development activities are carried out in ideal port to stabilize every pretense in terms of quality, features and enhancement. The dedicated team works in coordination with other centers crosswise the world to produce high quality mobiles considering various factors such as market research, target customers, competing prod ucts etc.Organizational Size & HierarchyTotal employee size of the validation is approx. 2000 employees and the average age of employees 30. Majority of senior care is home-country based and work in demarcation line with the local managers. Also some(prenominal) open come through seweralize from other groups subsidiaries.Chapter 1Consider your organization and pick out the stage where it creates maximal economic mensurate? What are the reasons? Also station untapped opport building blocky for value creation by HR department of your organization. In growing involvedities, its utmost important for the organization to redesign and transform its structure and destination to move from present state to the desired future state and and then increase potence , excessively creating value and enhanced surgery human beings of Maximum value.Since the come with has recently developed its operations, its essential 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 position down some of the best example in their transformation process since the social club is willing to have an impact Flattening Too many levels of pecking order s junior-grade decision-making and are a barrier to em male monarchment. During the initial growth of the organization, ABC had many levels between the employee and the senior management.Decisions had to pass through many levels of favourable reception before anything got done. Budding Bureaucracy was crushed and de-centralized was encouraged to tap the junior work forces mind. This vary not only helped the employee but also the customers/ leaf nodes linked with the company. Strong emphasis on Onboarding Comprehensive onboarding curriculums have been shown to have dramatic and lasting positive effects on retention and naming rates of new employees. HR created on-boarding toolkit to for every department which inclu de blanket(a) series of trainings and seminars over an employees first year aiming to bring newest employees up to speed efficiently.Research shows that employees become the slender decision to stay or pull within the first six months and that having the newest talent participate in an onboarding program apprize maximize retention, competitiveness, and productivity (HCI White Paper, 2008). More inclined workforce layabout hang client with ruin inclination through achieving results with passion.Organizations success depends in large part on how intumesce employees circulate with each other as well as with various stakeholders. We take on 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 divided with the employees and c hanges are launched. These approaches encourage information sharing amongst each and every level in the organization. With effect, employees are more compassionate while dealing with clients requirements, proving success in the projects.Learning & Development ABC has a vision that it cant develop unless in that location are strategical options for an employee to develop himself. There has been training programs right for a new joinee to a pine lasting employee. Employees should observe that there is a growth opportunity for them and descry the company as a development institution. Company has made connection with 2-3 go along universities to provide higher education assistance program. On-line study 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 bud talent within the company. With improved Internal processes and focused interna l customers, company can achieve the success in its value chain.ABC has recognized current values as important to corporate ethics and operational success. To make these values pervade at all levels there are many un-tapped opportunity. Creating a values statement for an organization involves examining the organizations purpose and goals. Once it is invite where the organization wants to go through the value creation process (input, conversion, and output), objectives can be achieved. ABC vision laid emphasis highly on customer satisfaction with effectiveness whereas resembling 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 in a higher place objectives.Chapter 2Identify important difference of opinions involving employees and other stakeholder groups in your organization. Explain inducement and contributions for relevant stakeholders involved. Is there any ethical cater involved in above mentioned conflict? Which ethical model is appropriate for solving identified ethical issue?Stakeholders can be defined in many ways and several(predicate) kinds of entities can be stakeholders, such as persons, groups inside as well as right(prenominal) an organization. The stakeholders act according to their interest and use their ply to influence the product in the direction they desire. To develop good work kinds 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 postulate often lead to interventions which displace 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 thusly the opportunity to intervene early.b. Clear parley There are no gaps i f communication is clear. In organization, right from main vision to mission and evening team goals, all should be strategically aligned 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 celebrate conflicts of interest and find a common purpose to agree on.c. colonial way Since organization deal with human which is complex, hence difficult behavior are encountered often within stakeholders. Its necessary to be aggressive but use neutral language to defuse any aggression. Stakeholder occasion 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 on a lower floor. 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 legal salary or local cost of living is incorporated Employee diversity theatrical role of several(a) groups and designed policies to cater different gender and races as follow 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 service Measures/ practices adopted to ensure effective service delive ryInvestorstransparence Availability of procedures to inform shareholders about corporate activities Stakeholder rights management litigation involving violations of shareholder rightsCommunity/ Society developmentPublic health and safety egis Availability of emergency-response plan Minimizing the use of energy Type, amount, and designation of waste generatedThe model of human behavior called the economic man model has been identified to cultivate ethical issues, which assumed the following The decision-maker had access to perfect information concerning all facial gestures 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 resource solution.Multiple goals of an organization could be combined into a single, simple mathematical equation. A rational decision-maker would always select the alternative solution that would produce the maximal benefit to the organization. All decision-makers process information in the same manner and make similar decisions.Chapter 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, sextuplet Sigma is used as an all-encompassing concern performance methodology. This has helped ABC labs to order their business dodging to critical improvement efforts thus Mobilize teams to approach high impact projects, accelerate improved business results and also order 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 comp any 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 Foundations of Organization Learning (FOL) and Visionary and leading 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 phase purely as a leadership development tool, completely divide fromannual appraisals, which are mostly about meeting targets. ABCs top executives have each been assessed by at least quartette subordinates, four peers and their immediate boss. Each executive, in turn, has assessed at least ten others. wedded that the 360 degree assessment form is five pages long and contains 50 questions, this makes for a massive 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 posit ions to meet the organizations talent needs. Also to get around this, ABC labs has designated counselors, called leaders Group Facilitators (LGF), senior managers who are not in the recipients immediate work orbit, assigned the task of presenting the feedback dossier and immediately 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 externally, 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 improvemen t 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 financial perspective was aligned through the Balance card.2. Based on resource dependence theory, identify one good and one giving illustration for inter-organizational relationship (which involve some other organization) involving your chosen firm.Key researchers doyen 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 construe quite differently by managers in different organizations or even within the same organization. Resource Dependence Theory tries to explain the relationship of different variables that affects decision making and al so acts as a sovereign approach in contemporary strategic management.Mergers and acquisitions have been one of the essential domains of inter-organizational action to be analyzed under a resource-dependence perspective. In past(a) 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 between global product groups. As per the ABC Labs strategy, in this way management attention would be focused and balanced dimensions. Also given a clear condition 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 lucubrate 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, but with the series of management discussion and meetings, all were synced for the intended outcomes which include An improved report structure that is helpful in complex decision making streamlined usage of shared resources that provide opportunities for skill development Competencies to deal with ordered 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.