The design of organizations has been an ongoing concern of management theory and practice over the past several decades. Over this time, there has been little change in the fundamental theory, principles and concepts of Organization Design (OD). Recently organizational life has changed dramatically with the advent of: new communication systems, adaptive mechanisms, information technology, knowledge management systems, innovation processes and more. This book systemically examines these developments and their impact on OD with contributions from leading scholars in the area.
The individual chapters are organized into five sections: (1) Putting Contingency Theory in its Place, (2) Focus on Individuals who make up the Organization, (3) Innovation Processes and Organization Design, (4) Adaptation and Technology, and (5) Design for Performance. Each chapter examines aspects of the book s threefold theme: (1) core issues in organization design, (2) emerging perspectives in OD, and (3) new developments and directions in organizational design. A special feature of each chapter is: 1) implications for theory, and 2) implications for practice.
DESIGNING ORGANIZATIONS: 21st Century Approaches is a benchmark publication in the field of organization design. By focusing on recent developments in organization design, this book will help to create more thoughtful research and stronger empirical analyses in this important area of management and organization. This is a benchmark publication in the field of organization design (OD). Featured in the book are the more practical elements of implementing OD in organizations. The recent development in organization design has been sporadic; hence, this book will be an important step in creating more thoughtful research and stronger empirical analyses that take advantage of advances in estimation methods allowing for more complex causal modeling and stimulation technologies.
I: Contingency, Institutional, and Evolutionary Theory.- The Conflict Between Contingency and Institutional Theories of Organizational Design.- Resolving the Conflict Between Contingency and Institutional Theories of Organizational Design.- Comparing Evolutionary and Contingency Theory Approaches to Organizational Structure.- II: The Design of Organizational Processes.- Rational Emotionality: Integrating Emotions into Psychological Climate.- Organizing for Asymmetric Collaboration.- Asymmetric Adaptability of Team Designs: Change and Back Again.- Tstrive for Greater Efficiency and Effectiveness within a Human Resources Division.- III: Innovation: Overcoming Inertia and Conflicts.- Opening up the Innovation Process.- Doing a While Hoping for B?.- IV: Firm Performance.- Will Modular Products and Organizations Improve Lead-Time in Product Development?.- Strategic Planning and Firm Performance.- Erratum.
The conflict between contingency and institutional theories of organizational structure and its resolution for organizational design.- Evolutionary and contingency approaches to organizational structure.- Methodological considerations in testing structural contingency theory.- Integrating organizational emotions into psychological climate - the effect on organizational information processing.- Organizing for asymmetric collaboration.- The adaptability of team designs.- The strive towards effectiveness and efficiency.- Opening up the innovation process via different organizational design strategies.- Understanding and managing contradictions in large and mature firm innovation.- Exploratory innovation, exploitative innovation, and performance: effects of organizational antecedents and environmental moderators.- Will modular products and organizations improve lead-time in product development?.- Organizational change in response to technological change.- Explaining high firm performance: a synergetic approach.- Strategic planning and firm performance: the influence of organizational and environmental context?
PThis is a benchmark publication in the field of organization design (OD). Featured in the book are the more practical elements of implementing OD in organizations. The recent development in organization design has been sporadic; hence, this book will be an important step in creating more thoughtful research and stronger empirical analyses that take advantage of advances in estimation methods allowing for more complex causal modeling and stimulation technologies./P