Organizational design is a methodology that identifies dysfunctional aspects of an organization's workflows, structures, and systems. It realigns these elements to fit current business goals and develops plans to implement changes. Good organizational design improves communication, increases productivity, and inspires innovation by creating an environment where people can work effectively. Poor organizational design can be attributed to most productivity and performance issues. Common reasons why organizational change efforts fail include a priority focus on systems over people, a lack of resources, and poor planning that does not adequately prepare the organization for change.

1. M.SOWMIYA
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I MBA A

2. What is Organizational Design?
 Organizational design is a step-by-step methodology
which identifies dysfunctional aspects of work flow,
procedures, structures and systems, realigns them to
fit current business realities/goals and then develops
plans to implement the new changes. The process
focuses on improving both the technical and people
side of the business.

3. SUCCESS
 Why is organizational design important?
The Importance of Organizational Design &
Structure. ... Good organizational structure and
design helps improve communication, increase
productivity, and inspire innovation. It creates an
environment where people can work effectively. Most
productivity and performance issues can be attributed
to poor organizational design.

4. Success In
Your Organization
 1. Connect the changes you make with the vision
you have for your organization
As part of my plans to rejuvenate the garden, I wanted
to transplant some of our perennials in order to make
room for some new ones. As my wife is not a gardener,
I knew she wouldn’t see there being a need to buy
more plants as we didn’t have any unsightly gaps or
empty patches in our garden.

5.  2. Make sure you put the right people in the right places
When we went to our local nursery, I asked my daughters to
help me find some “showy” plants to put in these new empty
spots in our garden. As they meandered around the large
grounds, they would run back to me with a plant in their hands
asking if this one would be a good fit. In some cases, the plants
required too much room to grow; others bloomed at the same
time as the other plants in our garden.
 By taking note of the plants we already had in our garden, we
were able to find the right plants that would ensure we’d have a
garden in bloom from spring to fall, with a few vibrant
colourful ones to complete the effect.

6.  3. Give all your employees the opportunity to
contribute to your shared purpose
When you look at a landscaped garden, it’s easy for our
eyes to focus on the more showy and colourful plants.
That is, after all, the reason why gardeners incorporate
such plants into their garden as a means of helping to
direct the viewers’ eyes in a particular direction.

7.  4. Provide resources and environmental
conditions that encourage employee growth
One of the ongoing challenges I’ve had with my
garden was with plants that did so well that they
started to crowd out the surrounding plants. For the
last few years, I’ve dealt with this by repeatedly
pruning back these fast-growing plants. While this
helped with controlling the growth of these plants, it
didn’t prevent the surrounding plants from being
stunted in their own growth.

8. FAILURE
1. Priority Focus on Systems vs. People
 Leaders often focus more on the system changes than
the people that have to make and live with them. Don’t
forget that while you need to have systems in place, it’s
the people who matter most. “Sustained change is
always driven by people,” says Lee Colan in his article
“10 Reasons Change Efforts Fail.” “Even implementing
new software successfully is more about the people
who will use is, install it, train it, and support it than it
is about the system itself.”

9. 2. Lack of Resources
 Lack of resources is one of the most common reasons why
organizational change fails in most organizations.
Adoption and sustainment of change are long term
investments. They don’t occur just because an awesome
solution was designed. It has to get implemented, and then
tested, refined, and reinforced. This generally is a longer,
and costlier endeavor than most change leaders realize. If
you don’t plan and resource the latter phases of change,
you’ll not realize the full benefits you set out to achieve.

10. 3. Poor Planning Sets Up Organizational Change for Failure
 Often, leaders are so focused on getting their “content” solution
designed that they dive right into the design phase of
organizational change without adequately doing the upfront
planning work required. This sets the effort up for failure right
from the start. Instead, identify all the conditions and activities
that must occur early to set the project up for success, like: 1)
change roles, governance and decision-making, 2) stakeholder
engagement strategy and communications, 3) timeline,
resources and capacity, and 4) key initiatives and how to
integrate them for maximum speed and efficiency. Without a
well-designed change process plan, a likely outcome will be a
false start, resistance, and/or eventual failure.