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There is no doubt that every organization working stably is submitted to several rules and organizational plans that presuppose full accountability to the internal requirements. The organization is a group of people working cohesively together for a primarily predetermined purpose using financial, material, and most important human resources. A constructional organization’s definition is likely to follow the same statement outlined above; it is a formal organization that is characterized by specific features. One of those is the divisions where people are divided into different sub-units that are responsible for their specific tasks. Another thing is the chain of commands, which indicates who reports to whom and on whose behalf.
This, of course, develops hierarchical relationships within the constructional company. To make the work efficient and make sure that the organization is going to be successful there is an organizational design developed. “Organizational design is the deliberate process of configuring structures, processes, reward systems… capable of achieving the business strategy” (Kates, p.1). The purpose of this paper is to show the necessity of organizational design and possible good outcomes that can be achieved via using the chain of command in the design of constructional organization because with more competition, the need to improve performance increases (Roberts, p.3). Below you will find three effective ways to make the organizational design of a constructional company better because to keep to the vents of the current market it is necessary to improve internal policies, besides, organizational innovation has taken on significantly greater prominence in recent years (Gaynor, p.4).
First of all, the managerial posts have to hold efficient people. The prior requirement, of course, is a PhD degree or at least a Master’s one. This may mean that a person had already had an internship and is ready to present their insight of the position’s obligations to contribute to the company’s success. Besides, it is necessary to find a motivating and inspiring since we are talking about the chain of command. This presupposes inspiring employees who happen to be under the managers’ command. Once the right person is chosen for this position this entails many fruitful results. Moreover, a person we are talking about within this chain of command has to be experienced in terms of task tasks’ assigning because those have to be relevant to employees’ capabilities to submit professionally completed work on time.
The second variant to use the chain of commands to make the organizational design of the constructional organization better is to make the employees feel important disregarding their place in the chain of command. Informing people of the purpose they are working for along with changes is required. Besides, making the purpose common for everybody in a chain of command is necessary to create one big team of people accomplishing their different tasks for one single aim.
Before demanding an experienced work completion it is important to make sure the people of a specific establishment get enough information – that communication is perfectly planned across the company because increasing size and complexity result in chaos and missed opportunities (Simons, p.3). Hence, this will enable the seniors to convey useful knowledge to the subordinates. Here it can be transparently seen how the chain of command works effectively.
In conclusion, it is to be said that a chain of command is very beneficial for the organizational design of a construction company. It serves as a perfect opportunity to teach people, give them a chance of promotion, and as a result reap the fruits of their labour performed within a cohesively structured hierarchy.
Works Cited
Gaynor, Gerard, H. Innovation by Design: What It Takes to Keep Your Company on the Cutting Edge. New York, AMACOM: 2002. Print.
Kates, Amy., Galbraith, Jay R. Designing Your Organization: Using the STAR Model to Solve 5 Critical Design Challenges. San Francisco, Jossey-Bass: 2007. Print
Roberts, John. The Modern Firm: Organizational Design for Performance and Growth. New York, Oxford University Press: 2007. Print.
Simons, Robert. Levers Of Organization Design: How Managers Use Accountability Systems For Greater Performance And Commitment. Boston, Harvard Business Press: 2005. Print.
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