Research Paper Help on Basic Challenges of Organizational Design

Basic Challenges of Organizational Design

Aquinas, P G. Organization Structure and Design: Applications and Challenges. New Delhi: Excel Books, 2010. Print.  

            Aquinas asserts that for an organization to remain effective, it has to evaluate its design. This is because the organization design incorporates hard choices about how to coordinate organization tasks and motivate the work force to enhance productivity. According to Aquinas’s article, organization design involves the following dimensions differentiation, integration, centralization, organization roles, and formalization and socialization. Therefore, the main purpose of this article is to identify the challenges of each dimension of the organization design. Similarly, Aquinas seeks to identify whether the challenges of organization design can be overcome. Aquinas breaks down the most basic challenges how they influence managers during organization design.

            Before outlining the challenges, Aquinas reviews the existing literature regarding this research topic. He asserts that the success of an organization relies heavily on the efficiency of the management. Previously, delegation of tasks ran down from the top-level management to the bottom level where bosses delegated duties and confronted the subordinates to perform it better. However, the productivity was not very pleasing and the employee motivation diminished. According to Aquinas, administration has evolved and new models such as organization design developed to solve this issue. However, organization design has faced challenges that the managerial team should prevent in order to experience its efficiency.

            Aquinas defines differentiation as segmenting an organization system into subsystems that enhances specialization of labor into departments. Each subsystem has a correlated attributes in relation to the required objectives; for instance, sales and marketing department. The challenges associated with differentiation include deficiency in tasks or personnel. In this case, Aquinas says that employees may be less-task oriented or person-oriented. Secondly, employees of certain subsystem may be concerned with their departmental goals rather than objectives of the entire organization. Lastly, there can be laxity in communication, feedback and initiation of an action.

            Integration is also a form of organization design where it allows cohesion among the work force to accomplish the organization goals collectively. The main challenge is to balance differentiation and integration because in differentiation, members are grouped into departments and they fail to intermingle. An organization requires a central hub of decision-making and a hierarchy of authority in order to control and delegate tasks. At the same time, it requires opinions and suggestion from the lower level employees; hence, decentralization is inevitable. Therefore, there is a challenge in balancing centralization and decentralization. According to Aquinas, formalization is incorporation of written rules and socialization is the cohesion in the organization. Managers who draft and enforce these rules have a problem integrating with employees.

            Aquinas gives various solutions to these challenges such as integration mechanism, vertical and horizontal differentiation. The integration mechanism enables members of different departments meets in committees to enhance integration. In centralization, the challenge can be overcome by delegating lesser authority and centralizing the greater authority. Aquinas also asserts that the managerial team should organize social events in order to balance the enforcement of rules and socializing with the work force. The article also propagates for organic structures that allow employees to specialize as a group. Working together sharpens their skills and promotes integration. The task force tasked with work delegation is allowed to use face-to-face supervision in order to participate in realizing the organizational goals. Finally, Aquinas states that communication is the integral thing in reducing the challenges of organization design.

Works Cited

Aquinas, P G. Organization Structure and Design: Applications and Challenges. New Delhi: Excel Books, 2010. Print.