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Aug 2018
Performance-focused model
Business Performance
Organization climate
Organizational Structure
Structure
•The organisation is designed in such a way that the activities and responsibilities of individuals, teams, departments and
functions do not overlap nor are they overlooked. The structure, while strong, possesses flexibility and an innate
responsiveness to market dynamics, particularly involving customer needs and expectations. Spans of control are appropriate,
ensuring sufficient distance between levels to help establish clear accountabilities. Standards of excellence are defined.
Job characteristics
•Jobs are not ‘fractionalized’ down to the lowest possible scale; in other words jobs are complete entities that possess
significance when set against the organization's intent. Jobs are defined in such a way that they permit the jobholder
discretion and minimize the potential for conflict over confused accountabilities. Jobs make use of people’s skills and abilities
and, within themselves, provide feedback in terms of indicating whether the job has been done well.
•Jobs provide the appropriate degree of challenge and volume of work. They provide fulfilment.
Organization climate
Leadership Behavior
Planning
Relationships
Team effectiveness
Performance
• People know how decisions are made across the organization and
recognize the system to be effective rather than bureaucratic
• Resources are applied to tasks in a manner that efficiently matches skill
with task demand, which produces a high level of coordination and
cooperation between team activities
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