1.
SUCCESS AND
FAILURE
Organization DesignG.Vijay
1st year MBA –B section
RA1952001020069

2.
SUCCESS IN
ORGANIZATION
DESIGN

3.
1. Teamwork and Collaboration
Promoting teamwork and collaboration aids in fostering a sense of
community. Establishing teams for projects and embracing the act of
sharing helps to build camaraderie as individuals work toward the same
goals. Collaboration opens individual employees to other strengths and
can encourage learning and growth because of it. Working on it a team
gives participants the opportunity to improve their problem solving
skills. Overall, companies who frequently implement teamwork and
encourage collaboration benefit from the increased creativity and
learning that occurs in group environments.
2. Candorr
Candor, in its simplest form, is complete transparency. It is synonymous
with directness and sincerity. Demonstrating and rewarding candor in
business builds trust between employees, management and customers.
Candor invites open, honest and healthy communication to effectively
solve problems and provide feedback. Companies that practice candor
in all of their communications between employees and the public are
more likely to improve business performance. Open discussion and
feedback is essential to identifying and solving problems and exercising
appropriate oversight.

4.
3. Thinking Outside the Box
Encouraging creativity and thinking that goes beyond the tasks at hand
paves the way for innovation and problem solving. Thinking outside the
box often leads to new insights that were previously unclear. Creative
thinking is beneficial to employees in all departments and at all levels
because issues and hiccups do not discriminate between industry, skill
or company position. Businesses that encourage problem solving
outside of what is normal for the industry or department can correct
issues sooner and offer benefits from innovative solutions.
4. Employee Development
One of the most important investments that a company can make is in
the development of its employees. Development involves consistently
training, coaching, mentoring and communicating with each employee
to make sure he or she is growing within the company. This action
proves to employees that they and their skills, talents and ideas matter to
the organization. Developing employees helps them feel more
connected and integrated into company values and goals, thus
encouraging them to work better. Development also helps to point out
talents and opportunities for growth. Discovering these qualities enables
management to better direct teams because they will know which skills
employees possess to drive results.

5.
5. Accountability
Keeping yourself and others accountable for decisions and actions helps
to promote transparency. Accountability involves doing what you say
you will do and communicating openly about why you could not keep
that promise. It involves following up, admitting to mistakes and
correcting unsatisfactory behavior and outcomes. Leaders who do what
they say they will and expect the same from employees strengthen the
company culture and promote responsibility. Accountability is
important to maintaining integrity and customers and clients are more
likely to buy from or work with a company that they trust to do the right
thing.

6.
FAILURE IN
ORGANIZATION
DESIGN

7.
1. Lack of Communication
No, it’s not that management fails to communicate what the change is or
what it should look like, but rather, they fail to communicate why the
change is needed. The number one reason why organizational failure
occurs is because the case for making a change is not adequately
articulated to the troops, and therefore, is never fully embraced. In fact,
a recent study found that only 40% of front-line supervisors felt they
were “getting the message” about the reasons behind major
organizational shake-ups, which leaves at least 60% of employees in the
dark at best.
2. Differing Agendas
Poor communication will have many children. One of those will be
staff members who resist the change due to ego and self-interest.
Without a full understanding of why a change is needed, some
employees will be threatened by it and thus will resist it out of
perceived self-interest; they need to protect their little fiefdom.
Another bastard child of poor communication are those employees
who will feel alienated or excluded. If, for instance, the change is a top-
down dictate where the team had no real chance to give their input,
the result will likely be people who don’t own the change and
therefore resist it.

8.
3. Insensitivity
What is a business? It is a group of people united to create a desired,
profitable result. Who is tasked with implementing a change in that
business? Yep, those same people.
Change is not easy for most folks. If you want your team to buy into a
change, then you need to be cognizant of that fact and take it into
account in two ways:
•First, to the extent possible, understand how important it is to involve,
early on, those who will be asked to implement the change. Get their
thoughts and feedback.
•Second, be sensitive to the fact that change is challenging and that it
will cause individual, personal stress.
4. A Lack of Leadership
It is incumbent upon management to create an atmosphere where the
troops buy into the new corporate vision. But if employees feel
alienated or otherwise don’t trust their higher-ups, getting them to
buy into any new direction will be quite difficult.

9.
5. Poor Planning
Changing the direction of an organization requires forethought. If the
change is entered into willy-nilly, or too quickly, or without a proper
plan, a likely outcome will be a false start, resistance, and/or eventual
failure.

10.
THANKYOU