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Transcript of 1021 Mize Pres
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The Horizontal Organization
Mize (10-23-02)
THE HORIZONTAL ORGANIZATION
MIT Course 16.852J/ESD.61.J – Fall 2002
Dr. Joe H. Mize
October 23, 2002
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REFERENCES Portions of this presentation were adapted from the following:
Ostroff, Frank, The Horizontal Organization (New York, Oxford University Press, 1999)
Hammer, Michael, Beyond Reengineering (New York, HarperBusiness, 1996)
Hammer, Michael, “Process Management and the Future of Six Sigma”, MITSloan Management Review (42:2, Winter 2002)
Majchrzak, Ann and Qianwei Wang, “Breaking the Functional Mindset in
Process Organizations”, Harvard Business Review (Sept – Oct 1996)
Galbraith, Jay, Designing Organizations (San Francisco, Jossey-Bass, 2002)
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ORGANIZATIONAL STRUCTURE
• Comprises the organizational components (units), their relationships and hierarchy
• Portrays where formal authority and power are located
• Provides a “home” and identity for employees
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FUNDAMENTAL QUESTIONS REGARDING
ORGANIZATIONAL STRUCTURE
• Who goes where?
• What do they do?
• What are the positions and how are they grouped?
• What is the reporting sequence?
• What is each person, and each unit, responsible for?
• How does authority/accountability flow?
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DEPARTMENTALIZATION
Definition: The grouping of employees
Bases for departmentalization• by function or specialty
• by product line
• by customer/market segment
• by geographical area
• by work flow process
• combination
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Functional Organization StructurePresident
Finance Legal
HR Corporate Develoment
Public Relations Product MarketingCustomer Support Research & Development
Production Operations Distribution
Receiving & Storage
Quality Assurance
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Product Oriented Organization
Structure
President
Finance HR
Accounting Accounting
Production Production
Marketing Marketing
CD Cabinets Disk Boxes
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Geographic Oriented OrganizationStructure
President
Finance HR
Accounting Accounting
Production Production
Marketing Marketing
Western Division Southeas Division International
Europe
South America
Asia
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Process Organization Structure(Horizontal Organization)
General Manageer
New Product Development Process Order Fullfillment Process Customer Acquisition and Maintenance
New Product Teams Product Teams Customer Teams
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VERTICAL (FUNCTIONAL) ORGANIZATION MODELInherent Shortcomings
• Internal focus on functional goals rather than outward-looking concentration onwinning customers and delivering value
• Loss of important information as transactions travel up and down the multiple
levels and across the functional departments
• Fragmentation of performance objectives brought about by a multitude of distinctand fragmented goals
• Added expense involved in coordinating the overly fragmented work anddepartments
• Stifling of creativity and initiative of workers at lower levels
• Slow responsiveness to changes in the external environment and to customer issue
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LEGACY OF THE INDUSTRIAL REVOLUTION
• A foundation of the I.R. was “specialization of labor”
• Business processes were decomposed into narrower and narrower tasks
• Efforts were focused on improving the performance of those individual tasks
• Organizational units (functional departments) also reflected this narrowspecialization
• Tasks – and the organizations based on them – formed the basic building blocks of 20th century enterprises
• We lost sight of the totality of the business processes
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TASKS vs. PROCESSES
• Same as “Parts vs. Whole”
• A task is a defined unit of work, usually performed by one person or small group
• A process is a related group of tasks that together create an outcome of value to a
customer
• Only when all the tasks are performed together as a wholistic process is value
created
• When rewards are based on task performance, the total process performance will
usually be sub-optima
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MAJOR (CORE) BUSINESS PROCESSES
Core Processes
• end-to-end work, information and material flows
• extends across a business (and even beyond the business boundaries) and drives the
achievement of fundamental performance objectives to an organization’s strategy
• usually no more than 4 to 10 in a typical organization
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TYPICAL MAJOR (CORE) BUSINESS PROCESSES
Order Acquisition Process – transforms a sales potential into a firm order in hand
Order Fulfillment Process – transforms an order into delivered goods, a satisfied
customer, and the paid bill
Product Development Process – transforms a customer need and/or an advanced concept
into a manufacturable design that satisfies the value proposition
New Business Development Process – transforms technological and conceptual
advancements into new businesses
Customer Support Process – transforms customer concerns and needs into value-adding
solutions
Major processes are divided into sub-processes, which are then
describable in terms of basic tasks or activities
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FUNDAMENTAL PRINCIPLES FOR
ORGANIZING HORIZONTALLY
• Organize around cross-functional core processes, not tasks or functions
• Map processes, eliminate waste
• Re-deploy personnel and resources
• Install “process owners” who have responsibility for an entire core process
• Make teams, not individuals, the basis of organizational design and performance
• Empower individuals and teams to make decisions directly related to their activitiesin the work flow; provide essential training and education
• Ensure cross-trained work teams
• Retain down-sized functional units as “centers of excellence” for expertise and career-path “homes” for professionals
• Measure for end-of-process performance objectives (which are driven by the valueproposition)
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COMMON CHARACTERISTICS OF
HORIZONTALLY STRUCTURED ORGANIZATIONS
•Core processes group employees according to the sets and scope of multiple skillsneeded to meet performance objectives
•Teams constitute the fundamental units of the organization and are largely self-supervised
•Process owners are responsible for leading and managing the entire core processes
•The primary focus is external rather than internal, emphasizing the delivery of thevalue proposition to customers
Value Proposition Definition
The set of benefits an enterprise offers at a price attractive to customers andconsistent with its financial goals
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ADVANTAGES OF CORE PROCESS GROUPING
• Eliminates the numerous handoffs that occur in functionally organized
companies
• Facilitates a tight alignment with what the customer wants
• Highly compatible with the “lean paradigm”
• Fewer levels of hierarchy, reduced “overhead” effort
• Facilitates agility, rapid re-configuration, as external environment changes
• Performance measures and incentives/rewards can be tied more directly to
tangible, measurable work progress
• Enhances morale
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HORIZONTAL (PROCESS-ORIENTED) ORGANIZATIONS
Question: “Do they really work?”
Answer: “Yes, provided . . .”
See HBR article by Majchrzak and Wong
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PROCESS-COMPLETE DEPARTMENTS
Definition: Departments that are able to perform all the cross-functional steps
or tasks required to meet customers’ needs
• product design
• manufacturing
• supply chain
• support tasks
• interfaces with customers
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Sample size: 86
31 were “process-complete”
55 were functionally organized
Primary Measured Variable: Cycle Time
Result: Process-complete departments had shorter cycle times only if theirmanagers had taken steps to cultivate a collective sense of responsibility
Result: Those process-complete departments which had not taken such steps had
longer cycle times than the functionally organized departments
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MEANS OF FOSTERING COLLECTIVE RESPONSIBILITY
• Structure jobs with overlapping responsibilities
• Arrange work areas so that people can see each other’s work
• Base incentives/rewards on group performance
• Design procedures so that employees with different jobs are better able to
collaborate
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CONCLUSIONS FROM STUDY
1. Restructuring by process can lead to faster cycle times, greater customer
satisfaction, and lower costs, but only if the organization has a collaborative culture
2. If companies are not willing to change their culture, they may be better off
leaving functional departments intact
GENERAL CONCLUSIONS
1. Process oriented organizations are superior to functional organizations for many
situations2. “One size does not fit all” in organizational focus. There are still many situations
in which the classical vertical organization is superior