Great Little Box Company Case Study Essay Example for Free

Great Little Box Company baptismal font Study EssayProblem Statement Idea Points The companys original informal, simple construction has moved on to an organic structure has now outgr give birth itself. How does GLBC implement a structural revival and however retain and absorb customers in a trade that is no longer suffering an economic experience turn. How burn down this new structure be used against the competition in a global market How do we influence and delegate various directs of Authority and Legitimate powerfulness to employees to further organizational capability How do we implement different concepts of power type to our current and future organizational design? With the erudition of new companies, interorganizational conflict give arise. structural and private factors lead to conflict in organizations. What key factors can we work on to heighten Emotional Intelligence?Symptoms We can see that the company started as a sm every(prenominal) structure. The p ower was in the hands of Robert Meggie taking orders to making gross sales calls to running one of the machines and cargo ships out the sinless orders. Expert Power has been implemented by dint of the hiring of a recently laid stumble salesperson from one of its largest companies (supply shipping first). The member of the organization Upped our business 80 percent overnight and highlighted the sizeableness of a strong sales force Eventually Meggie required the skills and expertise of a nonher person (for sales and market) Meggie was then responsible only for administration and production (we can see a change into a slightly more(prenominal) divisional structure, found on the services) * Administration* occupation*Marketing*Sales The sextuplet types of OD structures can fall under two comprehensive categories (Mechanistic and Organic) we can key out GLBC as existence closer to the organic gradient. (No one company can be purely be from one side or the other) We can see that size is increasing for the company (Absorption of Parrot Label (label capabilities), Vanisle Packaging (P appendr on Vancouver Island), and Action Box Company (Lead provider of protective packaging in BC). This also send the Formalization and Specialization of the company. This in turns decentralizes decision-making. The past economic downturn had the small, agile company cut into an adjoin in the market. However, the now growing expansion has the need for strategic leader ship that can promote access to the companys capabilities and knowledge. We do not stupefy any type of standardization randomness present for this company. We energize nothing that points to identification of a standardization of company management. (Rules, Policies, Documentation) As the company is proceed to grow, centralization is also growing. This is demonstrated by the monthly meetings that Meggie administers. The information sh ard is a vehicle of authority for the mickle below him at the va rious locations. Meggie also meets with everyone twice a year in groups, to provide a state of the nation (Centralized Authority Structure) It is possible to assume that as the complexity of the structure increases, so does the political element of the strategic decision processes- As the company grows Meggie may be faces with a problem where he may have to balance efficiency orientation and the quality orientation of the organization.Problem abridgment Information Technology and communication systems can lead to interworking with the company. These companies be less hierarchical and more tenanted into external networking. This will monish a delay in decision-making, and increase the quality of the decisions being made. The undecomposed information is meeting with the right people. And no one is being overloaded with data. Coordinating plans can be not as effective in a changing structure, if the it is designed poorly GLBC at multiplication may experience powerlessness can due to existing staff being grouped with impudently acquired companies, and experience conflict. (Changing OD Structure) We must share power between people to project empowerment to the people? Information Power is the access and control to information that can be used by managers to grant power. We should use current technologies to share the proper information to the right people A high level of Vertical Differentiation must be in place for the organization to consider growing in size (global market). Horizontal Differentiation must be at a level where the needs of the customers are met by the specific Organizational Units (domestic and foreign operations). Conflict can arise from the improper grouping of processes. revive to page 253 (Technology) Formalization, specialization, standardization, and centralization. Must allow the proper authority to make key decisions, but allow the nurture firm to allow the goals of the organization to be in check at the same time. Page 253 (Size) Structural Factors can lead up to a cause of conflict in an organization. We can identify this finished the specialization of companies that have been absorbed by GLBC. In a big box company, Interdependence will become prevalent. All the groups rely on each other to create the finished product. It one subdivisionalisation where to fail, it will be easy for one of the groups to blame another group.( Negative Consequences ) Functional Conflict ignore be used to promote new solutions to problems and promote creativity.Recommended Solutions We want to lead up to a equipage autonomous system. Where organizations can self-manage and controls themselves. o The negative consequence in choosing this route is the possibility if a section of the company to lose track of the focus of the company. o A section might be presumptuousness so much freedom that they can lead to a huge economic loss in not in check o Can be positive due to authority based decisions to be transferred completely to another autonomous unit, thus having speed and being unhampered by politics. o Delegation of tasks (Semi-Autonomous) will always answer to the organization but still be allowed to do its own thing Authority, Legitimate Power Can be deployed to specific people with the use of information engineering science (For an example, Microsoft Domain Networks with separate Organizational Units) the proper people with have the proper knowledge, (The higher ups can be exposed to more but not actually work with it, people lower in the hierarchy can see less but more action orientated with it. (Goal setting mechanism)) o actually similar to authority, Based on mutual agreement of the structure and the target.We must make it visible to all workers, who is where and what they can do. o The negative side is that, people can choose to ignore people they do not respect. And later be swayed by referent power (They persons charisma) o Its crucial to identify the groups main source of authoritativ e inspirations and deploy someone who can meet the power needs. o A engineer is more likely to Expert Power and Reward Power more than the other power types. We can tell this by their personality type ENTJ INTP (Intuitive types). Perhaps even if we have a lot of EN** we can find a charismatic person that can a lot of expert power J If we cannot show a proper power structure to a changing organization, we may find people attempt to resort to political power to gain power. For an example, subject assassinations. People may start to take favourites or put down people that will not help them achieve their power goals. -People may try to gain people under a personal agenda book-Make themselves look socially better-Influence people without using power ethically To deter this, again legitimate power can be instilled Vertical Differentiation We have to have secure management with Authority. Progression up the company is clear and hierarchical. Communication flows vertically up and down Di sadvantagesWe have individual containers for each section of a geographical area that is in charge of it owns sales, BUT drudgery is to remain consistent across all locations to have the brand product remain the same. The respective marketing is left up to the location is thus does not have to answer to the higher ups CEO in the company. This will prevent information overloading with the OD. The (Project Manager) will have the ability to work in two discrepancy areas. As a regular projects manager in the Marketing Dept and as a functional Production manager.The right people to complete the tasks will be pulled from the locations thus leading to a organisations intimacy through the location. Also this provides for a need for achievement and affiliation. People will not feel like they are stuck in a certain area. In addition, the ability to flex positions would be present. Once they task is completed staff can be returned or combined with several structures creating a hybrid entity.