{"id":6512,"date":"2020-03-27T07:10:22","date_gmt":"2020-03-27T12:10:22","guid":{"rendered":"http:\/\/flevy.com\/blog\/?p=6512"},"modified":"2020-12-18T22:16:12","modified_gmt":"2020-12-19T03:16:12","slug":"4-organizational-design-od-elements-critical-to-yield-the-desired-organizational-behaviors","status":"publish","type":"post","link":"https:\/\/flevy.com\/blog\/4-organizational-design-od-elements-critical-to-yield-the-desired-organizational-behaviors\/","title":{"rendered":"4 Organizational Design (OD) Elements Critical to Yield the Desired Organizational Behaviors"},"content":{"rendered":"

\"\"Inculcating productive workforce behaviors is of utmost significance in Business Transformation<\/a>, successful Strategy Execution<\/a>, and Performance Improvement<\/a>.\u00a0 However, making people embrace productive behaviors involves a concerted effort across the organization.<\/p>\n

The realization of Transformation, Strategy, and Performance improvement goals can become a reality by developing a thorough understanding of the 4 components of Organizational Behavior<\/a>.\u00a0 These components act as powerful levers in shaping\u00a0the desired behaviors in the workforce:<\/p>\n

    \n
  1. Organizational Structure<\/strong><\/li>\n
  2. Roles and Responsibilities <\/strong><\/li>\n
  3. Individual Talent<\/strong><\/li>\n
  4. Organizational Enablers<\/strong><\/li>\n<\/ol>\n

    \"\"<\/a><\/p>\n

    These Organizational Design levers work effectively when combined and aligned. \u00a0Let\u2019s discuss the first 2 levers in detail now.<\/p>\n

    Organizational Structure<\/strong><\/h2>\n

    Organizational Structure represents the management reporting lines that create the organization\u2019s spans of control, layers, and number of resources.\u00a0 Organizational Structure is a foundational driver to Organizational Design<\/a>, which also has a strong positive bearing on promoting the behaviors critical to improve the overall performance of the enterprise.\u00a0 This is owing to the power that a position exerts on the subordinates based on factors that are important for individuals\u2014e.g., work, compensation, and career ladder.<\/p>\n

    The Organizational Structure indicates an enterprise\u2019s priorities.\u00a0 An organization is typically structured in accordance with its top most priority.\u00a0 For instance, functional organizational structure is adopted by enterprises having functional excellence as a priority.\u00a0 In present-day\u2019s competitive markets, most organizations have to deal with several priorities at a given time, which could be conflicting. \u00a0However, this does not mean adding new structures on top of existing ones, thereby increasing unnecessary complexity.\u00a0 Creating overly complex structures to manage multiple priorities results in red tape and delayed decisions.\u00a0 All roles are interdependent, necessitating cooperation.\u00a0 This means taking care of the needs of others\u2014instead of just watching over personal priorities\u2014and encouraging individual behaviors that boost the efficiency of groups to achieve collective objectives.<\/p>\n

    Roles & Responsibilities<\/strong><\/h2>\n

    Roles and responsibilities deal with tasks allocated to each position and individual.\u00a0 Organizational Design depends heavily on redefining clearer and compelling roles and responsibilities\u2014to avoid any duplication of efforts or creating adversaries among team members.\u00a0 In a collaborative culture where cooperation is the mainstay of an organization, individuals should not only be aware of what is required of them, but also appreciate the responsibilities of their team members, the authorities their roles exercise, the skills required, and the metrics to measure success.<\/p>\n

    A methodical way to outline roles and responsibilities effectively\u2014while minimizing complexity\u2014that encourages cooperation and empowerment is through the \u201cRole Chartering\u201d technique.\u00a0 The technique requires distinctly identifying all roles on the basis of 6 key factors:<\/p>\n