Module 1 an introduction to organizations Organization : Construction company 1.

Our organization has shaped the skyline of Ahmedabad and surroundings with developments scanning across residential, commercial and leisure sectors. Over three decades our organization is into construction of residential and commercial projects. The experience has taught us the importance of giving our clients the resources of a large infrastructure company and with each experience we go an extra mile to understand the clients need to meet and exceed their goals and aspirations. Our organization has developed over millions of square feet of space all over Ahmedabad and enjoys a solid reputation of trust and quality with thousands of satisfied families and corporate. 2. Organization chart

Board of Directors

Chairman (Father)

Director (Uncle 1)

Director (Uncle 2)

Accounts Department

Legal Compliance

Site Administrator

Project Engineer

Site Administrator

Purchasing Department

Employees

Employees

Employees

Employees

Employees

Employees

Organization charts are an effective way to communicate organizational, employee and enterprise information. An organization chart is designed this way to make it easier for people to comprehend and digest large amounts of information as a visual picture. Organization charts allow managers to make decisions about resources, provide a framework for managing change and communicate operational information across the organization.

It is designed so that all the employees in the department work accordingly and engage themselves in the work given by the head of the organization.

The structure is easily adaptable to change as the employees in the organization do not work in a formal manner but work together in groups so that work is completed efficiently therefore any change in the structure does not affect them.

3. Work systems A work system is a system in which human participants and/or machines perform work using information, technology, and other resources to produce products and/or services for internal or external customers. Typical business organizations contain work systems that procure materials from suppliers, produce products, deliver products to customers, find customers, create financial reports, hire employees, coordinate work across departments, and perform many other functions. Our organization does not have such work systems as the employees do the work manually without use of information systems. 4. Grieners model Phases of Growth During its life, a company goes through well defined phases, each characterized by a gradual, evolutionary period followed by a shorter, revolutionary period. Greiner describes 5 such phases in the growth of a company. These are shown graphically in the following diagram:

Phase 1 Creativity The first phase is characterized by the following:

Founders are technically or entrepreneurially oriented Communication is frequent and informal Long hours and modest salaries Reactive to feedback from the marketplace

The Leadership Crisis As the company grows, new systems are needed accounting, personnel, etc. In our organization, the founders usually do not have the expertise to manage this new set of systems nor can they motivate new employees. This is the Leadership Crisis. The company may bring in management who can manage in this new environment or may flounder as founders try to maintain the old guard. Phase 2 Direction This phase is characterized by:

Functional organization structure Accounting systems Formal, impersonal communication Direction centralized to the new, top managers

Autonomy Crisis As our company grows further, centralized management is inappropriate. Lower level managers come to possess better knowledge of the marketplace but are unable to react quickly. The second revolution comes from a demand for greater autonomy. Thus, the solution to the first phase becomes the crisis for the second phase. The solution to this crisis is to push decision responsibility to lower levels. Phase 3 Delegation This phase is characterized by:

Greater responsibility in the plant and field marketing managers Use of profit sharing and bonuses for incentives Top managers manage by exception Management becomes active in acquisitions Communication from the top is infrequent

Control Crisis Field operations become diversified and inefficiencies creep into the system. Top management loses control over planning, money, technology, and manpower. Parochialism in field operations characterizes this new revolution. Our organization solves it by bringing in special coordination techniques. Phase 4 Coordination This phase is characterized by:

Decentralized units are merged into product groups Formal planning procedures are established and reviewed Staff is hired at headquarters to initiate company-wide programs Capital expenditures are reviewed and distributed across the organization Return-on-Capital becomes the criteria for measuring field operations Certain technical functions, such as data processing, are centralized Stock options and profit sharing are used to encourage identity with the firm

Red Tape Crisis A lack of confidence gradually builds between the line and staff. Systems begin to outlive their usefulness and field managers begin to resent formalized control by staff managers who do not understand the local markets. Staff personnel resent the uncooperative line managers. Our organization has become unwieldy and everyone resents the bureaucratic system that has evolved.

Phase 5 Collaboration This phase is characterized by:

Focus on solving problems through team action Teams are formed from across functions

Headquarters staff are reduced and reassigned to teams which consult with field units A matrix organization structure often develops Formal systems are simplified and combined Conferences of key managers are held frequently Educational programs are utilized to train managers Real-time information systems are used in decision making Economic rewards are geared to team performance Experiments in new practices are encouraged

The ? Crisis Here crisis comes about from employees who become saturated emotionally and who grow emotionally and physically exhausted by the intensity of teamwork and the heavy pressure for innovative solutions.

Module 2 The Internal Organization Organizational Processes 1. Decision making process Strategic business decisions, routine decisions, operational decisions about work planning and process are taken by my father who is the chairman of the organization. The financial decisions are taken in consent with my uncles who are the directors of the organization. All the three then take the decisions. The administrative and employee related decisions are taken by the chairman. The decision making process involves the head of the organization i.e., the chairman and the two directors of the organization. The decisions are finally taken by the chairman but the consent of the two directors is very essential in the decision making process. The decisions are not documented but are formulated in such a way that formal documents are not needed. If required they can be formulated as policy decisions but as such no formal documents are being prepared in our organization. 2. Culture The physical symbols that are seen in our organization are An OM symbol that signifies our brand. Idol of Lord Ganesh

Only one ceremony or rites are performed in our organization during Deepawali. On that particular day we do Choupda Pujan i.e., worshipping the books of accounts. A pooja is held for the same. No conflict as such arises in the organization. Even if it does it is at a minimum level so no such conflict resolution process takes place. The employees themselves resolve their conflicts or the chairman helps in resolving it at the end. 3. Innovation and Changes The changes in the construction sector are majorly about the capital intensity being increased rather than labor intensive. Also the consumer preferences have constantly been changing over the years. The consumer who first preferred for a 2bhk flat now prefers either a 4bhk flat or a lavish bungalow. So we cater to their needs accordingly. The consumers also demand various amenities such as a living room, a garden, a club house, a swimming pool, a party plot, children play

area, intercom facility, gymnasium, etc. So we cater to their demands and make sure our consumers are happy with our services being offered to them. Innovation in our company involves new designs and structures in the buildings being constructed by us. Also the innovation is involved in using the best raw materials to prevent the buildings from earthquakes. Our organization believes in providing the best to our consumers and satisfy their needs by constant innovation and adhering to their preferences as and when their needs changes.

Module 3: Learning Integration Life Cycle Stages