Organizational Model
The four quadrants have been of the essence in all sorts of organizations. They have improved many organizations from different angles. However, it is important to note that not all organizations fit in each of the quadrants; based on the information that has been shared about the quadrants, my organization fits in the first quadrant. The paper will be highlighting the reasons for the position. Also, characteristics of the organization that fit the quadrant will be mentioned. It is important to note that the quadrants focus on different areas. The most important areas are strategies and leadership. In this respect, the assessment will focus on both leadership and strategies.
In what quadrant might your organization fit, and why?
The organization fits in the first quadrant. The reasons for stating so are as follows;
- The organization deals directly with the employees.
In an organization, there are different methods that can be used to deal with employees. Some of the organizations prefer dealing with employees directly. However, some of the organizations deal with employees indirectly (Fiorio, Gorli, & Verzillo, 2018). The following are the two major characteristics of organizations that deal with employees directly. The characteristics have been shared to assess them from the perspective of the organization.
- The employees can access the management team.
The management team of an organization has a direct impact on employees. The employees in an organization have the power to access the management team (Griffith, 2017). Therefore, it means that in the case of any issue, the management is the first to know. Based on the quadrant, it is evident that there is a connection between the quadrant and the organization.
- The supervisors are not given the power to take disciplinary actions.
When the supervisors are given the power to discipline the employees, they might affect the relationship between the employees and the management (Moggi, Bonomi, & Ricciardi, 2018). When they are denied power, the employees are protected (Fiorio et al. 2018). However, it does not mean that the employees are given the power or authority to break the ruled. The supervisors are expected to report cases to a higher authority (Griffith, 2017). As a result, it becomes easier for the management to know what is happening at the bottom line.
- The organization has strategies that are aimed at changing first-hand strategies.
The strategies that the organization has in place are supposed to directly affect the employees. In some cases, organizations employ strategies that meet the needs of the management, and in the course of meeting the needs of the employees, the management is able to discharge its mandate (Fiorio et al. 2018). In the case of my organization, the strategies are expected to target the employees. Therefore, in the case of making any change, it becomes easier. The characteristic is important because it develops a model that helps the organization to promote a good relationship between the employees and the management.
- The rules of the organization help to identify the needs of employees
The rules of the organization are not aimed at oppressing the employees, but they are aimed at making sure that the employee is motivated. An organization design comes in to affect the rules and regulations that are employed in an organization (Fiorio et al. 2018). When the rules and regulations of an organization favor the employees, they promote a working environment that is not only rewarding but also satisfying(Griffith, 2017).
- The leaders in place use direct strategies.
Direct strategies are essential because they promote direct change. The organization that I have used in this case makes sure that there are direct strategies in place. They make sure that the interests of employees are met (Maia & Sichman, 2018). In some organizations, there is a barrier between the employees and the management. Direct strategies consider the working environment of the employee. They make sure that an employee is valued as an important stakeholder in an organization(Griffith, 2017). They motivate the employees by making them feel as part and parcel of the organization(Maia & Sichman, 2018).
In what design aspects (the 14 from Burton et al.) does your organization fit?
The major design aspect that the organization fits is the connection between the organization and the employees(Maia & Sichman, 2018). Based on the explanations that have been provided about the organization, it is no doubt that the organization has done a good job of bringing the management and the employees together. With this in mind, it is evident that the aspect of relationships in the organization is a sure fit.
In what design aspects (the 14 from Burton et al.) does your organization not fit (misfit)?
The organization does not fit in the divisional design. The reason behind it is that the organization has focused more on hierarchical design. It, therefore, means that a divisional design is a misfit (Fiorio et al. 2018). Even though the organization promotes the connection of employees to the management, the organization has respect for authority. Employees who are in the lower levels of employment have the mandate to respect their superiors.
What areas of misfit can management address quickly, and what might they do to fix it?
The area of misfit that is evident is associated with the structure of the organization. The structure of the organization has affected the design. The best way to deal with the structure of an organization is by changing the rules(Griffith, 2017). The leaders can be given the power to deal with employees, but they must be considerate. The reason behind it is that the organization is looking for ways to bring the employees together and not ways to separate the employees (Maia & Sichman, 2018). Also, the organization must focus on how the management maintains a good relationship with the employees.
What areas of misfit will take longer to change, and what would you recommend to management?
The areas that might take longer are organizational culture and changing the mentality of both the employees and the management(Fiorio et al. 2018). The culture of an organization has an impact on the way people interact in an organization. The following are ways in which the culture of an organization is complex;
- It is highly practiced, and that means that changing the routine is a challenge. Changing the behaviors of people, all of a sudden is hard not only in the organizational setup but in real life(Maia & Sichman, 2018).
- The structure needs to be designed. Changing the culture of an organization is not something that happens overnight(Griffith, 2017). It is an initiative that needs a lot of time and resources. The management must come together and agree to make the changes. In this case, it means that this is a change that is hard to make.
Conclusion
It is no doubt that organizational models are essential. They bring sanity in the place of work. Also, they promote order. However, not all models are designed to fit every working environment. In some of the organizations, the quadrant model is a fit wherein others are a misfit. In the case of organizations that fit the model, the model can help the organization to attain the desired goals. In the case of misfit, the organization can change some of the aspects. Changing some of the aspects is likely to help an organization become competitive and profitable. It is important to remember that models do not bring order in an organization, but they also help to make profits.
References
Fiorio, C. V., Gorli, M., & Verzillo, S. (2018). Evaluating organizational change in health care: the patient-centered hospital model. BMC health services research, 18(1), 1 15.
Griffith, J. R. (2017). An organizational model for excellence in healthcare delivery: evidence from winners of the Baldrige Quality Award. Journal of Healthcare Management, 62(5), 328-341.
Maia, A., & Sichman, J. S. (2018, October). Explicit representation of planning autonomy in MOISE organizational model. In 2018 7th Brazilian conference on intelligent systems (BRACIS) (pp. 384-389). IEEE.
Moggi, S., Bonomi, S., & Ricciardi, F. (2018). Against food waste: CSR for the social and environmental impact through a network-based organizational model. Sustainability, 10(10), 3515.