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Creating A Mission Oriented Organisation Chart
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Creating A Mission Oriented Organisation Chart



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  • 1. Creating a Mission-OrientedOrganisation Chart
  • 2. Creating a Mission-Oriented Organisation Chart
    Explanation of how Organisation Charts are designed
    Summary of the steps to design a Mission-Oriented Organisation Chart
  • 3. An Organisation’s structure should help achievement of the Mission by removing obstacles
    What is your Vision/Mission?
    The Organisational Structure, and hence its Organisation Chart should not contain any blockages to achieving the Vision/Mission
  • 4. Organisational Design Theory
    The design of an organisation is based on the inter-relationship between 4 elements:-
    People - capabilities, personalities, commitment
    Structure – the organisation chart
    Routines – work procedures and legislative requirements
    Corporate Culture – shared values and beliefs, language, norms
  • 5. Organisational Design Theory
    The element of “Structure” has to be designed while keeping in mind the other elements or it will not work
    The design of the Structure can be based on either:-
    “the design of the organisation structure follows strategy” or
    “the way the organisation structure works sets the context for strategy”
  • 6. The Structure follows strategy...or The Structure sets strategy?
    “the organisation structure follows strategy”
    A mission, goals and strategy are set, the organisation is designed to allow the strategy to be followed
    “the organisation structure sets the context for strategy”
    Due to the internal environment (organisational inertia/size, history, capabilities, resources) a desired strategy is compromised to a secondary achievable strategy
    The reality is that in designing an organisation chart, you need to balance both – what you desire to achieve in time and what is achievable right now
  • 7. Steps to design a Mission-Oriented Organisation Chart
    Create or review the Vision/Mission
    Analyse and understand blockages in the current structure:-
    People – capabilities, personalities, commitment
    Culture – shared values and beliefs, norms
    Routines – work procedures & legislative requirements
    Structure – architecture of work
    Design structure to suit fulfilment of Vision/Mission rather than to fulfil “tasks”
    Detail “Roles” of teams and sections to clarify their part in achieving Vision/Mission
    Model “What-If’s”
    Communicate, sell, train, and implement