Organizational design is a systematic process that enables an organization to establish principles and structures in support of its objectives.
Understanding organizational design
In a technical sense, organizational design can simply be defined as the administration and execution of a company’s strategic plan.
Consider the example of a market-leading company seeking to maintain its position.
It will employ the cost-leadership strategy with a strong, centralized authority, hierarchical chain of command, and many standardized operating procedures.
A more innovative and fast-growing company, on the other hand, will employ an organizational design that enables it to be fluid and adaptable.
The structure on which the design is based will be characterized by looser control, decentralization, and greater employee autonomy.
Effective organizational design clarifies all aspects of organizational life and the roles, processes, and structures that ensure objectives are met.
It also results in several benefits such as increased profitability, improved efficiency, superior corporate culture, exemplary customer service, and reduced operating costs.
Organizational design principles
The notion of designing an organization can be difficult to grasp for some companies. What is an organization, exactly? And what is it about an organization that needs to be designed?
The answers to these questions will of course vary from one situation to the next.
But a worthwhile starting point is the five principles outlined by Michael Goold and Andrew Campbell in their 2002 book Designing Effective Organizations: How to Create Structured Networks.
These principles, which are impacted by various internal and external factors, include:
- Specialization – boundaries should exist to foster the development of specialist skills. Higher specialization reduces inefficiencies, and these specialist skills should be sufficiently protected from the prevailing company culture.
- Coordination – tasks and activities should be carried out and coordinated within a single unit. This can be a business unit, business function, overly unit, sub-business, shared service unit, or project unit, among others.
- Knowledge and competence – the third principle states that responsibility for tasks should be handed to the individual or team that is most qualified. For example, the CEO must not be involved in situations where subject-matter experts possess substantially more knowledge.
- Control and commitment – a principle where managerial control is balanced with employee engagement and motivation. Whilst easier said than done, control processes should be cost-efficient, foster employee commitment, and be aligned with the particular unit’s responsibilities.
- Innovation and adaptation – lastly, organizational design should be sufficiently structured to enable the organization to be flexible and dynamic. Again, this structure will be different from one organization or industry to the next.
Organizational design models
In this section, let’s take a look at some of the models that define common approaches to organizational design:
McKinsey 7S model
Galbraith’s star model
One of the oldest and most common models developed by American theorist Jay Galbraith.
Here, there is less of a focus on culture with more attention devoted to employee rewards and incentivization.
Developed by the Center for Organizational Design in 1995, this model assists leaders in better understanding their companies and instituting a successful redesign.
It considers eight elements: environment, strategy, core process, structure, systems, culture, results, and leadership.
Organizational design example
Let’s conclude by taking a general look at the organizational design of Costco. For the sake of this example, we’ll use the seven elements from the McKinsey 7S model.
The company operates a membership-only warehouse club where consumers pay a subscription fee to access its stores.
This business model allows Costco to offer deeply discounted prices that undercut competitors since most revenue is collected from the annual subscription fee.
Costco utilizes a matrix organizational structure with predominant functional groups and secondary geographic divisions.
Functional groups house the processes necessary to maintain operations in the retail industry such as merchandising, accounting, depot operations, and human resources.
Twelve separate geographic divisions help Costco manage its strong North American presence.
An effective inventory management system is a key component of any retail business.
Costco stocks fewer items than its competitors to reduce the costs associated with carrying inventory.
What’s more, the company utilizes just-in-time (JIT) inventory management where data is shared with many of its main suppliers.
Proctor & Gamble, for example, is able to determine re-order points in real-time and send more inventory only when it is needed.
Costco has a simple but vital mission to provide quality goods and services at the lowest prices. This is supported by the following four ethics:
- Take care of our members.
- Take care of our employees.
- Obey the law, and
- Respect our suppliers.
Costco’s corporate culture is one that co-founder James Sinegal spent decades perfecting. It is built on values such as passion, pride, respect, and integrity.
Costco suits employees who are energetic, ambitious, and enjoy the challenges and opportunities that arise from working in a fast-paced retail environment.
Employees must also be service-oriented, strong communicators, and possess basic mathematical aptitude.
Those in middle and upper management are also highly skilled in merchandising, purchasing, marketing, conflict resolution, information systems, and accounting, to name a few areas.
Costco employs around 288,000 full and part-time employees around the world.
The company’s recruitment process starts with an online application that includes a personality questionnaire, with successful candidates progressing to an interview.
Candidates may be interviewed two or three times and screening normally involves drug and alcohol testing.
Costco has an attractive remuneration structure by retail standards with affordable healthcare coverage and biannual contributions to employee retirement funds.
The company is also an advocate of individual progression and prefers to promote from within.
Over 70% of its warehouse managers started in entry-level roles and many corporate team members started their careers in stores, depots, and business centers.
Costco’s management style furthers its people-first culture, with CEO Craig Jelinek cognizant of the fact that employees who are treated well tend to stick with the company for longer. Jelinek understands the trials and tribulations of cashiers and other subordinates because he was one himself when he joined Costco in 1984.
Jelinek’s three pillars of people-centrism permeate the entire organization. These include:
- Leading with respect.
- Practicing empathy, and
- Treating employees fairly.
- Organizational design is a systematic process that enables an organization to establish principles and structures in support of its objectives.
- To help define organizational design and its components, five principles were created by authors Michael Goold and Andrew Campbell. These relate to specialization, coordination, knowledge and competence, control and commitment, and innovation and adaptation.
- Models which clarify common approaches to organizational design include McKinsey 7S, Galbraith’s star model, and the transformation model developed by the Center for Organizational Design.
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