Kanika Sardana Nishtha Behal Rachit Khanna Rahul

Organizational Design
Organizational structure

Organizational climate

Organizational effectiveness

Organizational culture

Organizational structure:
The structure in which job tasks are formally divided, grouped, and coordinated. The managers need to incorporate six elements when they design their organization's structure: 1. Work specialization. 2. Departmentalization. 3. Chain of command. 4. Span of control. 5. Centralization & decentralization. 6. Formalization.

Types of organizational structure:

1.)Simple structure A structure characterized by low degree of departmentalization, wide span of control, authority centralized in a single person and little formalization.

2.)Matrix organizational structure An organizational structure that creates a dual line of authority and combines functional and product departmentalization.

3.)Bureaucracy An organizational structure that is highly routine operating tasks achieved through specialization, very formalized rules and regulation, that are grouped into functional departments, centralized authority, narrow span of control, decision making that follows the chain of command.

Organizational structure and employee behavior

y Work specification contributes to higher employee

productivity-but at the price of reduced job satisfaction. Problems start to surface when the human diseconomies of doing repetitive and narrow tasks overtake the economies of specialization. y Centralization and job satisfaction, one employee may value freedom and another may find autonomous environments frustratingly ambiguous.

Organizational culture:
1. Culture includes deeply held values, beliefs and assumptions, symbols, and rituals. 2. Cultures are often studied and understood at a national level, such as the American or French culture. 3. Organizational culture tends to be shared by all or most members of some social group; is something that older members usually try to pass on to younger members; shapes behavior and structures perceptions of the world. 4. A system of shared meanings held by members that distinguishes the organization from other organizations. Example : y Innovation and risk taking (3M) y Outcome orientated (Bausch & Lomb)
y People orientated (SWA) y Aggressiveness (Microsoft) y Family-friendly (SAS Institute)

Organizational climate:
Organizational climate (sometimes known as Corporate Climate) is the process of quantifying the culture of an organization. It is a set of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behavior. Example : Satyam.

Importance of organizational climate

y Its acts as a talent attractor y Helps in retaining talent y Engages employees in work y Changes the view of work y Gives sense of belongingness to employees y Creates greater synergy

Organization climate and culture

Organizational climate, is often defined as the recurring patterns of behavior, attitudes and feelings that characterize life in the organization, while an organization culture tends to be deep and stable. Although culture and climate are related, climate often proves easier to assess and change. Example:

Examples
Financial auditing company

Bank

Information technology

Retail company

y Delivering audit, tax, consulting, enterprise risk and

financial advisory services through its member firms. y Its global headquarters is located in Paramount Plaza, Midtown Manhattan, New York City, New York. y It is among the big 4 auditing companies. y Here we will be talking about Deloitte India.

Organizational Structure:
Partner Manager senior Manager assistant Audit senior Audit assistant

Working culture at

Provides concern for the environment

Believes that from start till end provide services to the clients

Culture is very motivational

Cricket league organized by Deloitte which acts as a ice breaker

Various cultural fests are organized to cope up with the cross cultural differences

Organizational climate:
y Freedom of work and

bring in new ideas. y The ratio women employees to male employees presently is 9:2. y No harsh conditions are imposed on them.
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Effect on employees working in the organization

Organizational structure The structure of Deloitte is simple which increases the effectiveness and efficiency of employees as there is good authority responsibility relationship. The employees feel very relaxed and motivated in the organization because the culture offered to them. Also the culture acts as a icebreaker. The output level increases with the climate of the offered to the employees.

Organizational culture

Organizational climate

ROYAL BANK OF SCOTLAND

 The Royal Bank of Scotland is the second largest

bank in united kingdom and Europe and the fifth largest in the world. One of the world leading financial service provider ,RBS was founded in Edinburgh, Scotland, by royal charter in 1727.  It has around 700 branches, mainly in Scotland though there are branches in many larger towns and cities throughout England and Wales.

RBS IN INDIA
 In 2008, ABN AMRO Bank in India became part of the

Royal Bank of Scotland (RBS) Group.  Royal bank of Scotland coverage spreads right across the country, with more than 3,000 staff in Kolkata, Mumbai, New Delhi, Chennai, Pune, Baroda, Hyderabad, Bengaluru, Noida, Gurgaon and Surat.

Organizational structure at RBS

CEO Head of branch network Head of retail

I.T

Transaction services

Costumer proposition

Self service banking

Mobile banking

Internet banking

marketing

Call centre

Internet public site

Organizational culture
50 Countries 01 Commitment At RBS they believe in making it happen Corporate Culture of RBS: y Social Commitment y Corporate Social Responsibility Approach y Code of ethics y Respect for diversified employees

WORK CULTURE IN RBS

 Open working environment  Academic culture is adopted  Friendly atmosphere  Open door policy  Suggestions are always welcome  Appraisal system  Friendly relation with management

Good appraisal system

Organizational climate at RBS

y Inspirational. y Climate Week.

Green living. Substantial investments in fossil fuels. Animal welfare.

Effect on employees working in the organization

Organizational structure Helps in increases the synchronization between the employees and increases the consensuses.

Organizational culture

The culture inspires the employees to work towards the organizational goals.

Organizational climate

Climate leads the employees to go well with the expected behaviors and standards.

y In the year of 1945, in pre independent India, a vision was born,

which would eventually stand out as a brand name synonymous with innovation and integrity. Starting off with consumer products business, Wipro then diversified into newer areas including IT hardware and IT services. Such has been the dynamic power of the organization that over the past 50 years, Wipro has evolved into a leading global IT company, a company which has pioneered many an innovation in the IT services, BPO and R&D services space. y Headquartered at Bangalore, India, we at Wipro implement the philosophy of 'Applying Thought', thereby helping clients to "Do Business Better". Our path breaking innovations and ideas have culminated into the `Wipro Way' a process which directly impacts customer benefits by improving time-to-market, enhancing predictability and reliability, and cutting costs.

Organizational structure at
Business head

D.M

Project engineer Senior engineer Junior engineer

Work culture at WIPRO

y The believe in costumer satisfaction. y Wipro has one of the most mature Six Sigma programs

in the industry ensuring that 91% of the projects are completed on schedule, much above the industry average of 55%. Six Sigma provides the tools for continuous improvement on existing processes. y Eco eye

Climate of WIPRO
1.)Spirit of Wipro Intensity to win Act with Sensitivity Unyielding Integrity

2.) Stay connected and make costumers happy

Make costumers successful

Believe in staying connected

3.)Respect for individuals and delivering commitments.

Respect for individuals

Delivering commitments

Effect on employees working in the organization

Organizational structure It provides understanding and consistency in the working in the organization.

Organizational culture

The culture provides self satisfaction for the employees.

Organizational climate

Employees get committed towards the working of the organization.

Tesco is the UK's biggest food retailer offering a variety of services for food and non-food products to include insurance, entertainment, electrical goods and many more. It employs over 440,000 people around the world with over 280,000 in the UK. It has over 2,000 stores in the UK and a growing number of stores abroad in countries such as Thailand, China, Hungary and the United States. Tesco is the biggest private sector employer in the UK and offers a competitive package of pay and benefits for all jobs, whether as assistants or managers in stores and depots. More specialised roles such as finance and HR, are based at its head offices based in Hertfordshire.

Organizational structure at
Work level 1 frontline jobs working directly with customers.
Various in-store tasks, such as filling shelves with stock. Requires the ability to work accurately and with enthusiasm and to interact well with others.

Work level 2 leading a team of employees who deal directly

with customers. Requires the ability to manage resources, to set targets, to manage and motivate others.

Work level 3 running an operating unit. Requires

management skills, including planning, target setting and reporting.

Work level 4 supporting operating units and recommending

strategic change. Requires good knowledge of the business, the skills to analyse information and to make decisions, and the ability to lead others.

Work level 5 responsible for the performance of Tesco as a

whole. Requires the ability to lead and direct others, and to make major decisions.

Work level 6 creating the purpose, values and goals for

Tesco plc. Responsibility for Tesco s performance. Requires a good overview of retailing, and the ability to build a vision for the future and lead the whole organisation.

Work Culture At Tesco:

At Tesco, we treat everyone as we'd like to be treated. That's what makes our working culture what it is. We support each other by sharing what we know, working as a team, enjoying work and, when it's time to celebrate, doing just that. Lots of companies say they're a fun place to work. But our values back it up. Just as we listen to our customers, we listen to what our staff want. It's simple: To be treated with respect A manager who helps you An interesting job An opportunity to get on

Now, three more little words about TESCO s culture:

Better - for our customers by helping them with their shopping experience which in turn means they want to keep coming back to us Simpler - for our staff to make us work more efficiently and with less stress Cheaper - for Tesco by keeping our customers loyal and our staff happy These principles run through everything we do. We use them to check we're doing the right thing by our customers and our people. So there you have it. Our whole working environment in one page. Why make things complicated?

Tesco: Every Little Helps

SPIRIT OF TESCO

Environment friendly Policies: Tesco Reduces Waste Reuse of Carrier Bags Seafood sustainability

We believe in saving time and money

Great Staff at service

Effect on employees working in the organization

Organizational structure The organizational structure increases discipline in the organization. Also, they are directly related to costumers.

Organizational culture

Feeling of belongingness in the organization, and increased productivity.

Organizational climate

Provides healthy working environment and stress free organization.

Conclusion
Deloitte Organizational structure More of a simple kind of structure. RBS There are large hierarchies as they provide various functions for the costumers. Aggressive, family-friendly and Open working environment. Costumer centered Wipro Matrix organizational structure. TESCO Matrix organizational structure.

Organizational culture

Liberal and friendly, outcome oriented. Employee centered

innovative and risk taking also it has an Environmental eye. Costumer centered

People oriented, Passionate and eco friendly. Costumer centered

Organizational climate

Conclusion
Successful organizational design requires greater focus : y Clarity on critical success factors and design principles. y Critical to have clear accountabilities and interfaces between connecting parts of the operating model.

References
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http://www.enviro-news.com/policies/tesco.html http://www.tesco-graduates.com/home/working/our-culture/working-environment http://freshneasybuzz.blogspot.com/2008/09/guest-contributor-tescos-approach-to.html www.wikipedia.com http://www.m1creativity.co.uk/innovationclimate.htm&docid http://www.thetimes100.co.uk/case-study--skills-and-behaviours--132-323-3.php www.deloitte.com/ www.wipro.com/ Employee survey Deloitte, and Wipro en.wikipedia.org/wiki/Royal_Bank_of_Scotland