"Management" Chapter 5 Organization (MOOC+Mind Map)

"Management" Chapter 5 Organization (MOOC+Mind Map)

Preface

On September 28, I wrote the organization part of the textbook ( "Management" Chapter 5 Organization ). Today, write a note on MOOC.

Organization (textbook) mind map

The textbook introduces four parts: organization definition, organization design, type of organization structure, and organization change.

MOOC notes

Carbon atom, geese and organization

Carbon atoms: graphite and diamond.

The same group of people, with different structures, produce different effects and efficiencies.

Structure determines function/price.

Geese: social animals, organizational structure is very important.

What is an organization?

"Functions of Managers": common goals, willingness to collaborate, and information communication.

Real organization chart: Sinochem Group.

Resource 1: Barnard's "The Functions of Managers"

Resource 2: The biggest organizational change in the history of Xiaomi, handing over the front line to the post-80s generation.

Resource 3: Bureaucracy and its challenges

Data 4: Vanke's 20-year history of organizational changes

Q&A: The role of organizational structure

For a company you are familiar with, please briefly talk about the role of the company's current organizational structure in carrying organizational goals, information communication and joint collaboration.

Nordic Thinking is a start-up company that started in 2018. The boss is a PhD supervisor from Shenzhen University. He is a GIS and often comes into contact with spatiotemporal big data. So he set up a company by himself and pulled a team for development.

The project is obtained according to contacts, and the direction of project development is planned by the boss. There are three development groups within the organization, a data mining group, a data analysis group, and a front-end visualization group.

The organizational goal of the company's organizational structure is for the boss to do spatio-temporal big data, and for employees to work together. Communication and collaboration are arranged by the boss.

Toolbox for organizational structure design

Vertical: authority; Horizontal: departmental;

It feels the same as high cohesion and low coupling in software engineering. Reduce command conflicts.

Refine the six elements: work specialization, departmentalization, chain of command, management scope, centralization and decentralization, and formalization (employee manual).

Basic principles of organizational structure design

• In line with strategic goals
• Someone does everything, everyone does their best
• Equal balance
• Relative stability and dynamic adjustment
• Command clear and unified principle

Source: Centralization and Decentralization in Enterprise Management

Where did the department come from

The prerequisite of departmentalization: there is a specialization in the technical industry.

The more specialized the job, the better? In the modern era, Chaplin's screwing.

Departmentalization: Ministry of Education, Ministry of Finance. Human Resources Department.

Functional departmentalization (common)

Product sectorization (suitable for diversification)

Regional sectorization (transnational)

Customer departmentalization

Process departmentalization (production)

R&D departments are very common. It's all from planning, to design, to research and development, to testing, to deployment, operation and maintenance.

Data 1: The principle of division of departments

Data 2: Analysis of the typical organizational structure of e-commerce companies (marketing and sales, operation, purchasing, technology, logistics, customer service, logistics, such as administrative and financial personnel)

Resource 3: Commonly used division methods

Data 4: The basic form of organizational departmentalization and its advantages and disadvantages

Q&A: If you were the owner of a campus supermarket, how would you set up your department?

Students, if you are the owner of a campus supermarket, how would you set up your organizational structure? How many departments will you set up? Why do you set up these departments? What function does each department play? How many employees are allocated to each department? Students may as well go to the field to investigate, and then express your views.

Sales department (5), material purchasing department (2), logistics department (2), marketing and planning department (1).

The premise is that there is income to be paid.

The sales department is responsible for sales and customer service: on the one hand, cashiers, on the other hand, receiving feedback from students.

Material purchasing department: purchasing materials

The logistics department is responsible for administrative and financial manpower. Support organization operations.

Marketing and Planning Department: According to the student feedback from the sales department, the goods feedback from the logistics department, and the profit feedback from the finance department, analyze the purchase bias of the products in the next period. Conditions permit to launch interesting promotional activities in conjunction with festivals or events to open up sales. For example, you can push a small cart downstairs to sell spicy and water in the dormitory, and you can fill in forms in the small square for discounts.

How many people are right

Vertical authority.

Authority: straight line authority, staff authority

Responsibilities: equal rights and responsibilities.

Range of management: the number of employees effectively managed.

In ancient times, there were centurions and thousands. There are military division brigade battalions in modern times.

The flatter the communication, the more convenient and the lower the cost. However, due to various factors, everyone's level is different, so the management range is also different.

The size of management: depends on manager factors, employee factors, job characteristics, and organizational characteristics.

Centralization and decentralization

• Centralization: Decisions are made by the top
• Decentralization: formulated by the front line.

Centralization helps control, and decentralization helps quick response.

Material 1: Lockheed method (variable basis method) and determination of management range

Material 2: How does Internet technology change affect management

Inexplicably thinking of education, Internet education, one person educates everyone online.

Material 3: Transform the process through management scope, sharing + overall planning + integrated thinking

Q&A: The stronger the manager's ability, the larger the management range should be

Usually we think that the stronger the manager’s ability, the more people who can manage, and the greater the management scope. However, some people questioned that the stronger the manager’s ability, the higher the management level they are in, and the smaller the management scope should be. . Which point of view do you agree with? Or you think their views are biased, then please talk about your views and thoughts.

It depends

The relationship between the scope of management and the ability of the manager is not determined by the manager. It is determined by actual demand.

Managers at the decision-making level are more inclined to make decisions. People who manage too much will be distracted, so they will arrange team leaders or representatives to help them manage. At this time, no matter how strong the manager is, doing everything personally will involve too much energy, and the gain will not be worth the loss.

Executive managers prefer to communicate. Respond to the above and enlighten the next. Their main job is to manage and arrange personnel. At this time, the stronger the manager's ability, the greater the management range.

The management of the business layer needs to arrange the operators and lead the team by themselves. Part of their essential work is work and part of managers. At this time, the stronger the manager's ability, the greater the management range. Promoted to executive level with strong management ability, and promoted to R&D level with weak management ability.

Pyramid and flattening

Two typical organizational structures

Organic organizational decentralization is greater.

Mechanical organization is more centralized.

mechanical

Organic

Each has its advantages. See demand adjustment.

Today's external environment is more turbulent and more organic. However, in traditional industries, the disease of large enterprises is that mechanical methods are not suitable for turbulent external changes.

Material 1: The difference between mechanical organization and organic organization

Material 2: Procter & Gamble’s large enterprise disease diagnosis certificate

Material 3: How to apply flat organizational structure in technology-based enterprises?

Q&A: Will middle managers disappear?

An enterprise generally consists of a grass-roots, middle-level, and high-level. The grass-roots are the legs of the company and the realization of the plan; the middle-level is the waist of the company and plays the role of connecting the past and the next; the top-level is the brain of the company, responsible for the strategic direction. There is also a saying within the enterprise called "Win at the middle level." Why is the middle level so important? Because the middle level determines the intensity and speed of execution.

However, in recent years, Zhang Ruimin said that "the middle layer in the enterprise is a group of roasted geese. They have no nerves and will not reflect the market situation." In Zhang Ruimin’s view, the future companies are all Internet companies, insisting on user thinking. Haier proposes enterprise platformization, user personalization, and comprehensive reform and transformation of the enterprise. It is a successful representative of the transformation of 100 billion-level companies, including removing the middle layer and internal Middle-level cadres and channel middlemen. More than 10,000 middle-level cadres were laid off.

Due to the informatization and networking, the management radius of a manager will be much larger in the future, and a senior may manage hundreds or even thousands of people. In the past, most of the middle-level tasks were information transmission, data analysis and issuing orders, which were relatively mechanized and repetitive. In the future, these tasks will be replaced by artificial intelligence. High-level strategic thinking and grass-roots leg functions are the most difficult to be replaced. of.

So, how do you view this phenomenon from "winning in the middle class" to "killing the middle class"? Please make a point and explain why.

Answer: Keep up with the times. The middle level will not disappear, but the middle level will be more streamlined, and the management scope is much larger than the traditional management scope.

Just as traditional manpower is replaced by machinery, ancient porters have evolved into current excavator drivers. In the past, moving mountains required endless generations. Now, moving mountains involves a few excavators and trucks, which greatly improves efficiency. As long as the need for transportation exists, the person who carries it exists.

The same is true for middle-level managers. In the future and current middle-level managers will use computers and Internet tools to let machines do things that are mechanical fools, and handle non-programmed management tasks themselves.

In short, if the needs remain unchanged, the middle managers will not disappear.

Material 4: What is a borderless organizational structure?

Influencing factors of organizational structure design

Environmental factors: turbulent (organic), stable (mechanical)

Scale factor: small (organic), large (mechanical)

Strategic influence structure: defense strategy (mechanical), offensive strategy (organic), cost priority strategy (mechanical), innovation strategy (organic).

Technology and structure: task variability, problem analysis;

Material 1: Strategy determines structure, Huawei’s twist organization setting

Material 2: How to design an effective organizational structure (Chen Chunhua)

Material 3: How does Google do organizational structure design

Material 4: High-growth companies must consider four factors when choosing an organizational structure (Chen Chunhua)

Q&A: What factors will be considered when the organizational structure design or organizational structure changes?

Management guru Harold Kontz said: “In order for people to work effectively to achieve their goals, a job structure must be designed and maintained. This is the purpose of organizational management functions.” Generally speaking, few companies At the beginning of its establishment, a perfect organizational system is designed. The enterprise generally develops from small to large, and its organizational structure is constantly changing and improving. In the process of continuously adjusting and improving its internal organizational structure, what factors will companies consider?

Answer: Consider cost performance. Organizations at different stages, environments, strategies, and technologies have different organizational structures.

The choice of organizational structure needs to be based on its own situation, the purpose and motivation is to improve efficiency and quality. If there are only ten people, there is no need to make too many regulations, as that would affect efficiency too much. At this time, choose a straight-line organizational structure. If there are more than 8,000 people, if it is still one-to-one communication, it is not easy to manage. At this time, standardization is needed. Standardization can significantly improve efficiency when there are many people. At this time, you can choose the linear function system.

Well, it is environmental factors, scale factors, strategic factors, technical factors.

Classic organizational structure

Simple linear system (start-up, simple organization)

Functional system (more specialized, with different departments)

Business department system (more yuan)

The disadvantage is easy redundancy and waste.

Matrix system (projects and departments)

Ensure flexibility. Increased demands on managers.

Real example: bank branch

Combination of linear system and functional department.

Material 1: Beware of multi-headed leaders, a fatal trap in the matrix organization structure

Material 2: The internal driving source of Midea Group-Division System

Material 3: Deconstruction of Tencent's organizational structure

Material 4: The evolution of corporate organizational structure

Q&A: Which companies are applicable to the organizational structure of the linear function system, the division system, and the matrix system?

Through the study of the types of organizational structure, we know that the common types of organizational structure are linear function system, division system, and matrix system.

Then please answer:

(1) What are the applicable conditions for the above three commonly used organizational structures?

(2) Give examples of which companies have applied the linear function system? Which companies have applied the division system? Which companies have applied the matrix system?

The applicable conditions of the linear function system are a team of forty or fifty people, with a small organization, a fine division of labor, and clear responsibilities. Such as supermarket chains.

The applicable condition of the business department system is an organization of 8,000 people, with a medium-sized organization, such as schools, hospitals, and traditional enterprises.

The applicable condition of the matrix system is an organization whose business often changes, and teams are often formed to deal with special external environments. Such as Internet companies. Anti-drug police organization.

The commonality of the three is that there are departments, and the difference lies in whether there is a business, whether it is a fixed business or a temporary business. The main points of selection are the size of the personnel and the speed of changes in the external environment.

New trends in the development of organizational structure

Inverted triangle and decentralization.

Leader-centric becomes user-centric

Platform organization (centered on user needs)

Cross-functional collaborative organization (centered on user needs)

Such as medical

Virtual organization

The current trend of organizational structure evolution: dynamic innovation, eclectic, technological empowerment, dynamic blur (handling the changing external environment)

Material 1: The direction of organizational reform in the Internet + era

Material 2: A case study of the “platform + small and micro enterprise” organization structure of a service-oriented manufacturing enterprise based on Haier

Material 3: Handu Clothing Store "Group System"

Material 4: Platformization will lead future organizational changes

Material 5: The Chinese Evolution of Platform Organizations, 64-character Key Features and In-depth Analysis of 12 Cases

Material 6: Contrastive thinking between the Amoeba organization and the Haier inverted triangle organization

Q&A: What do you think is the most promising organizational structure in the future?

Students, the development of organizational structure is showing new trends, and new organizational structures are constantly emerging, such as platform-based organizations, cross-functional team organizations, etc., so what do you think is the most promising organizational structure in the future? Please briefly talk about the reasons. If you can analyze contingently, your analysis will be even more exciting.

Each has its own priorities. Start-up teams can borrow chickens to lay eggs, while virtual organizations and platform organizations can take what they need, allowing professional teams to do professional things.

However, you cannot rely on other organizations forever. It is very necessary and profitable for your own organization to form an ecology. Backing on the mountain and falling down, the tricky method of shifting a thousand catties in two or two is a strange time, but you can't always make dangerous moves. When it is strong enough in the later stage, stability is needed.

MOOC mind map

test

Feel

Can not help but make me think:

Sacrifice efficiency and improve maintainability. Maintainability drives higher efficiency

This is not only the organizational structure of the enterprise. The same goes for writing code. Especially when the team is writing code, everyone is very familiar with their own code, but it will be very uncomfortable to mobilize other people's code, and you need to read through each modification. Therefore, code specifications are particularly critical in the team. With the code specification, other people can better take over and use the code, and the post-secondary development can also improve the efficiency.

Of course, it will be particularly uncomfortable at the beginning of the change. The code specification is more convenient for secondary development. Some projects do not need secondary development. Naturally, you can write whatever you want, which is more efficient. However, if you consider maintenance, whether you are yourself or others, it is necessary to have a certain code specification.

The video on MOOC is pretty good, and the example is very appropriate.

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