Analysis framework of analysis organization (Second Edition)

Analysis framework of analysis organization (Second Edition)

Preface

During the lunch break today, the brain was working. I really want to have a new understanding of organizational structure design.

Analysis framework of analysis organization (first edition)

Organizational design is one purpose, two response plans, four influencing factors, five design principles, and six design factors.

The existence of the organization exists for the purpose. It is also driven by goals. So, what is the purpose of organizational design first? Is it to maintain world peace or to help each other. Understanding the purpose of the organization can achieve a common will.

An organization is a collection of people. People have personalities, so organizations have personalities. According to introversion, extroversion, logic, and feeling, people's personality is divided into perfect type, strength type, lively type, and peaceful type. In fact, the same is true for organizations. Organizations have two states according to different strategies, organic organization and mechanical organization. Organic organizations adopt innovative and radical strategies, and mechanical organizations adopt stable and efficient strategies. People with different personalities will take different decisions, and thus have different execution methods, corresponding to different organizational structures.

Four influencing factors, five design principles, and six design factors need to be considered in the organizational structure. Comprehensive consideration and then arrange the division of labor. The arrangement of division of labor is actually horizontal division of departments and vertical division of powers. Departmentalization means letting professional people do professional things, while centralization and decentralization means letting people at different levels do things at different levels. Take a Journey to the West for example. Tang Seng is a high-level manager who is responsible for making decisions on macro issues. Monkey King is a grassroots manager who is responsible for making detailed decisions. Bajie and Drifting are middle managers who are responsible for communicating with superiors and subordinates and implementing details. There is actually a division of labor in terms of power.

In the eight functions of management planning, decision-making, organization, leadership, motivation, communication, control, and innovation. It is the sentence that management is decision-making. Management to the end is to manage people. In the final analysis, it is the cooperation and division of labor. The division of labor is usually based on different decisions. And making different decisions is related to the personality of the person.

Facing structured problems, that is, conventional problems, problems with high credibility are usually procedural decisions, which can be organized mechanically; when facing non-structural problems, that is, unconventional problems, they need to be made based on experience Non-procedural decisions can be organized organically;

In the face of rapid changes, decision-making needs to be efficient and fast, which requires individual decision-making. When faced with long-term decision-making, decision-making needs to be correct and stable, which requires collective decision-making.

Human personality is divided into risk and insurance. It can also be regarded as a rule-abiding type and a rule-breaking type. Those who break the rules are suitable for non-procedural and personal decision-making. They are highly subjective and suitable for organic organization. Those who abide by the rules are suitable for procedural and collective decision-making, with comprehensive considerations, and suitable for mechanical organization.

The purpose of saying this is to show that different decisions have different division of labor arrangements.

In addition, organic organization and mechanical organization are not black and white. The two are like Tai Chi Bagua Diagrams and can coexist. There is also a division of labor responsible for procedural decision-making in organic organizations. There is also appropriate innovation in mechanical organization.

notes

Because my undergraduate degree is a computer science, I try to use programming ideas to understand organizational design. In my opinion, doing an organizational design is like writing a program. Faced with four influencing factors, abide by five design principles, and choose different algorithms (plans) through judgment logic (decision-making).

For example, in the face of rapid changes and frequent emergencies, choose an organic structure and deal with them separately. There is one in programming called exception handling.

In the face of things that need to be considered for a long time and things to be done repeatedly and regularly, we choose a mechanical structure, comprehensive analysis, and efficient processing.

In production, education and research, production is actually a routine matter, so we adopt a mechanical structure to reduce costs and increase output. Learning is actually a routine thing, because we already have the experience of the predecessors and can learn from the experience of the predecessors to get started quickly, so we can adopt a mechanical organization to understand. Research alone is a very subjective thing, it is an irregular thing. This kind of thing is often accompanied by opportunities. Therefore, in the face of this situation, we need to adopt an organic organization, demand innovation, demand to break past experience, and demand to question authority. . At the same time, it is precisely because of the research of organic organization that the learned knowledge can be precipitated, and the production has a new production line.

Organizational setting is one goal, two response plans, four influencing factors, five design principles, and six design factors. Below I will focus on the choice of organization (decision-making) and the division of labor (organizational design)

Organizational choice (decision) (person)

Management is decision-making. In fact, it makes sense, because the division of labor is based on different decisions. It is like the division of labor in a game of play. There are offensive and defensive types.

However, decisions vary from person to person, different people will make different decisions, and these decisions may even conflict with each other.

In the face of conflict, we have five ways to cope.

Below we have to further consider why there are different decisions. In fact, this can start from the character of the person.

From the perspective of human personality, it is simple to divide human personality into active type, power type, perfect type, and peaceful type; the characteristics of organic organization are dynamic, like strength type and active type, and the characteristic of mechanical organization is stability. , Like perfect type and peace type. Decisions made are also divided into thinking and feeling. Thinking more mechanically and feeling organic. In fact, the same is true from the constellation. Fire, water, terroir, and land also represent this logic. The theory of human temperament put forward by the ancient Greek doctor Greek Crate in the 5th century BC is the same logic. Confucianism talks about benevolence, Buddhism talks about peace, Taoism talks about nature, and Demonism talks about destruction. However, they can actually be self-consistent in their respective theoretical systems. Confucianism talks about being righteous and likes to let others be like yourself, but there are also others who do not do to others what you don’t want; Buddhism says that harmony is the most important thing, compromise and tolerance, but there are also Buddha's wrath and vajra; Taoism talks about being clean and governing by doing nothing. But it also talks about cause and effect; the demon sect is characterized by hostility, and those who follow me prosper and those who oppose me perish. Demon Sect is entirely from one's own point of view, it is an egoist, and Buddhism is entirely from the perspective of others.

Human personality is divided into introversion and extroversion, and the way of thinking can be divided into thinking and feeling.

The four Tang Seng masters and apprentices represent these four personalities:
Tang Seng—perfect introvert, thinking, meticulous, sensitive, pessimistic,
Wukong—strength extrovert, thinking, firm, decisive, arrogant
—lively extrovert, feeling, lively , Enthusiasm, changeable
Drifting-peaceful, introverted, feeling, stable, easy-going, reticent.
Take a simple example: a house is on fire;
perfect people will think: what is the cause of the fire, is it an electric short circuit or a kitchen ?
Powerful people will act: turn off the switch, find the fire extinguisher, go to the fire immediately!
Lively people will yell: upstairs and downstairs yelling, it’s amazing, it's on fire!
Peaceful people will watch: Someone will call the police anyway, the fire brigade will be there soon, don’t be so rushed~~

Because of different personalities, different people will take different measures.

When faced with the need to make procedural decisions and correct judgments, the people who need to follow the rules and those who implement the rules are usually middle managers.

When non-procedural decision-making and personal judgment are needed, the people who need to break the rules and innovators are usually high-level managers and grass-roots managers.

Organizational division of labor (plan) (things)

After making a good decision, doing things. Doing things requires human eye arrangements. This personnel arrangement is horizontal division of departments and vertical division of powers. In the planning stage, we must first analyze the requirements, then analyze the feasibility, and finally prepare the plan. In this process of analyzing demand, it is actually analyzing incentives. When analyzing feasibility, it is analyzing control. In addition, the division of labor also requires a feedback mechanism. This feedback mechanism requires communication. The feedback structure is conducive to controlling the implementation of things.

In the past few thousand years, the decision-making of senior managers was crucial, but with the development of the past ten years and the rapid progress of society, in the face of the changing market environment in half a year, the flexible response of grassroots managers has begun to emerge.

In fact, the basic structure is the division of labor. Centralization and decentralization actually depend on whether decision-making is made by the higher-level or the grass-roots system. High-level formulation helps control, and grass-roots formulation helps rapid response.

Organizational Analysis Framework

The above two actually explained the two steps of organization, organization selection and personnel appointment. Organization selection is affected by four influencing factors, and an organic organization or mechanical organization is made. Personnel appointments are divided into departments and functions with reference to six design factors and five basic principles.

Decision-making and division of labor in classic organizational structure

Still the same idea as above. The first is to analyze the situation and make decisions, and then arrange the division of labor according to the decision.

At first I wanted to classify these organizational structure types organically and mechanically, but later I discovered that it can change the organizational structure over time. For example, at the beginning, it was all about responding to changes, and then an organic organizational structure, but after a few years of development, it was still the original structure, but this structure was a mechanical structure and could not face the new market environment.

So I decided not to divide the simple linear system, the functional system, the division system, and the matrix system according to the organic and mechanical methods, but to explain the organic and mechanical methods based on time.

Generally speaking, the newly changed organization is organic, which requires a strong self-driving force. As long as the self-driving force is present, the organization will remain in an organic state, flexibly responding to irregular changes, but self-driving The force will gradually disappear, and in the end only the mechanical components in the organization will remain, because the mechanical components are universal and do not require high self-driving ability. Finally, if the organization fails, the organization will change and then be reborn. .

At first I understood that the organic type is flexible, but later I discovered that there are actually mechanical components in the organic organization. For example, personnel, finance, etc. are all mechanical, because the mechanical type is more efficient; and the existence of the mechanical type can Effectively improve efficiency.

Organic and mechanical are not completely opposites, but mixed. In an enterprise, the department dealing with conventional problems adopts the mechanical method, and the department dealing with unconventional problems adopts the organic method.

Linear function system (departmentalization)

In fact, it is an innovation in the linear system, which allows professional people to do professional things. Departmentalization has appeared. What appeared at the beginning was a great increase in efficiency. And because there is not much business, I can handle it.

However, with the development, when faced with a large number of repetitive services, the information transmission path is longer, the power is concentrated in the upper level, and the lower level lacks autonomy, so a fixed service is required.

Business department system (diversified)

On the basis of the linear function system, a small unit of fixed business has been added, special affairs are handled. The organization design is diversified. It can greatly ease the processing of a large number of repetitive services. Partially mechanical.

Matrix system (flexible)

The matrix system is actually an organic evolution in the division system. It can handle temporary business flexibly, with a short business lifeline, temporary formation, and returning to each department after the formation.

Organic is the best organizational structure, but the personnel requirements are very high, requiring self-drive and understanding. The linear system is organic and there is no fixed department. Its upgraded version is the linear functional department, which is more mechanized. The division system is more mechanical, and its upgraded version is the matrix system, which is more organic.

Holding system, virtual system, process type

They are all flexible, because the current market changes too fast, so most Internet companies are organic.

new trend

The inverted triangle and decentralization allow grassroots managers to make decisions and respond quickly. In fact, different routes lead to the same goal.

to sum up

That's it for the time being.

Update address: GitHub

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