The document discusses organizational design and reasons for success and failure. It states that organizational design aims to align structures and workflows with business goals. Reasons for failure include causing too much disruption and not properly assessing the current state. For success, the document recommends building on strengths rather than mimicking others, going beyond traditional structures, clearly defining new roles before expanding teams, and supporting continuous learning.

1. Success and Failure in
Organization Design
E. Khayan Singh
RA1952001020120

2. Organizational Design
Organizational design is a step-by-step methodology to identify the non-functional aspects of the
workflow, structures, procedures and systems. It realigns them to fit the current business goals
and then develop plans to implement the new changes providing a new strategy for managing and
growing the business. These changes can achieve:
• Improved efficiency,
• Excellent customer service,
• Reduced operating costs, and
• Commitment from employees.

3. Reasons for Organizational Structure Failure
• Causing more disruption than required
• Breaking circle of confidentiality
• Skipping current state assessment
• Structuring an organization for specific personnel
• Not knowing what to achieve
• Bypass formal change management
• Making decisions outside the agreed upon process

4. Success In
Organizational Design

5. Success In Organizational Design
1. Build on the strength
• Showcase the unique role that the company holds against competition. To define where these strengths will take
you in the new order.
• Once clear, chances are way you shape the teams and not to mimic any other company’s organizational structure.
2. Go beyond lines and boxes
• Building on the strength doesn’t mean doing what has been always done.
• It starts by discovering the company’s unique strengths, shape how people work and act. Needs to be balanced
with where company isn’t currently serving the business goals.

6. Success In Organizational Design
3. Know your roles
• Expanding the team should happen after you have clearly defined the impact you need from new roles. Best time
to get org design right is before growing your team.
• The process of defining roles is traditionally the responsibility of Human Resources (HR). However, HR
departments struggle to update and create new roles as technology advances.
4. Support a culture of learning
• Organizations that make professional development is a high priority and provide a range of flexible training
options mapped to business needs are the most successful at keeping their teams at peak performance and skill
level.

7. Thank You