Great Little Box Company Case Study Essay

Problem Statement Idea Points The ships companys original informal, simple structure has moved on to an organic structure has outright outgrown itself. How does GLBC implement a structural revival and still retain and describe customers in a market that is no longer suffering an sparing down turn. How potful this new structure be employ against the emulation in a global market How do we influence and deputise various levels of Authority and genuine king to employees to further arrangingal might How do we implement different concepts of causation type to our current and forthcoming presidencyal design? With the acquisition of new companies, interorganizational conflict will arise. morphologic and personal factors lead to conflict in organizations. What key factors support we mesh on to heighten Emotional Intelligence?Symptoms We back end throw that the company started as a small structure. The power was in the hands of Robert Meggie victorious orders to making g ross revenue calls to running unmatched of the machines and shipping out the entire orders. happy Power has been implemented with the hiring of a recently located off salesperson from one of its largest companies (supply shipping first). The member of the organization Upped our none 80 percent overnight and highlighted the importance of a strong sales force Eventually Meggie required the skills and expertise of a nonher person (for sales and marketing) Meggie was then responsible only for administration and production (we put forward see a change into a slightly more divisional structure, establish on the services) * Administration* Production* trade*Sales The Six types of OD structures heap fall under deuce comprehensive categories (Mechanistic and Organic) we can strike GLBC as being closer to the organic side. (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 promotion (P provider on Vancouver Island), and Action Box Company (Lead provider of protecting(prenominal) packaging in BC). This also forwards 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 boundary line in the market. However, the now growing expansion has the need for strategical attraction ship that can facilitate access to the companys capabilities and knowledge. We do not nominate any type of standardization reading wassail for this company. We ready nothing that points to identification of a standardization of company management. (Rules, Policies, Documentation) As the company is continuing to grow, centralization is also growing. This is demonstrated by the monthly standings that Meggie administers. The information shared is a vehicle of empowerment for the citizenry beneath him at the various 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 abide 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 hassle where he may have to balance efficiency orientation and the character reference orientation of the organization.Problem Analysis Information Technology and communication systems can lead to interworking with the company. These companies are less hierarchical and more engaged into outside(a) networking. This will deter a delay in decision-making, and increase the role of the decisions being made. The right information is meeting with the right people. And no one is being overloaded with data. Coordinating plans can be not as effective in a ever-changing structure, if the it is designed poorly GLBC at times may experience powerlessness can due to quick round being grouped with newly acquired co mpanies, and experience conflict. (Changing OD Structure) We mustiness 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 establish power. We should use current technologies to share the priggish information to the right people A high level of just Differentiation must be in place for the organization to pick out growing in size (global market). Horizontal Differentiation must be at a level where the needs of the customers are met by the unique(predicate) Organizational Units (domestic and foreign operations). Conflict can arise from the improper class of processes. Refer to page 253 (Technology) Formalization, specialization, standardization, and centralization. Must allow the proper authority to induct key decisions, provided allow the parent 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 through the specialization of companies that have been absorbed by GLBC. In a big box company, Interdependence will decease prevalent. All the groups rely on each other to create the ideal product. It one section where to fail, it will be easy for one of the groups to commit another group.( Negative Consequences ) Functional Conflict Can be used to promote new solutions to problems and promote creativity.Recommended Solutions We want to lead up to a semi 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 encompass of the focus of the company. o A section might be minded(p) so much freedom that they can lead to a commodious economic loss in not in check o Can be positive due to authority based decisions to be transferred go offly 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 technology (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 pecking order can see less but more action orientated with it. (Goal setting mechanism)) o Very similar to authority, Based on common 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 send away people they do not respect. And later be swayed by denotative power (They persons charisma) o Its crucial to identify the groups main source of authoritative 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, character 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 consentaneous management with Authority. Progression up the company is clear and hierarchical. Communication flows vertically up and down DisadvantagesWe have individual containers for ea ch section of a geographical area that is in charge of it owns sales, BUT Production is to stick around consistent across all locations to have the brand product hang in 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 continue information overloading with the OD. The (Project Manager) will have the ability to work in two difference 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 interbreeding entity.