Organizational design and leadership

 

 

 

 

 

Organizational design and leadership

Name

Institution

Organizational design and leadership

Organizational design is the process of arranging and shaping the operations of an organization to help it run activities, implement strategies, and achieve its goals. The procedures involved in organizational design are systems and structures set-up and adoption of new ways of doing things. Organizational design involves workplace aspects such as shift patterns, the formation of teams, decision making, reporting, communication, and others. Some of the benefits of organizational design include increasing the efficiency of firms, improving decision making, improving the quality of products and services being produced, increased profits, creating safe working conditions, and developing a motivated and happy workforce (Burton et al., 2020). A good organizational design should come up with a structure that advocates for diversity in the workplace in terms of age, race, gender, disabilities, and status. This strategy can be critical in firms with a historical trend of being biased towards a particular gender, race, and age. Besides, there should be a good line of communication. A good organizational design should adopt the strategy of incorporating horizontal communication that allows people to voice their ideas and opinions. There should also be good power dynamics that promote good cohesion between top management and lower-tier employees. This strategy is fundamental, especially in firms with a history of alienating employees from the organizations’ leadership.

The concept of the University of Phoenix scholar-practitioner-leader Model combines skills, knowledge, and leadership capabilities. It leads to high individual effectiveness and contributes to effectiveness in organizations, schools, communities, and a combination of the groups. The qualities of this leadership model focus on supporting scholarship or lifelong education, workplace, and social contribution as well as the personal life of the individual. The practitioners of this model strive to impact schools, organizations, and their communities positively. SPL has practices and qualities that build good relationships and professional networks, addresses problems immediately, and forms a common objective, purpose, and vision for solving problems and seizing opportunities. There is also the fundamental quality to tolerate the irrational trait of human beings through emotional agility (Underwood and Smith, 2018). As a scholar, I will socialize with other scholars to get experience and study findings that will ensure a broad reach of my work and ultimately increase the impact of my work. At the workplace, I can practice SPL by transforming myself from a speech and thought leader to a person that acts and make changes. This can be done through the application of skills, knowledge, and leadership capabilities to regenerate solutions, ideas, and support that can help the society, firm, and community grow. These PL competencies can be developed in many ways. First and foremost, they can be developed by learning and studying the concept from the book and the internet sources to understand their theories and basis of operation. The competencies can also be developed through experience. The experience can be by working with an individual or in an institution that acknowledges this concept. When this concept is applied well and completed with a good mission and purpose, it will achieve great success in organizations, communities, schools, and at personal levels.

References

Burton, R. M., Obel, B., & Håkonsson, D. D. (2020). Organizational design. Cambridge University Press.

Underwood, K., & Smith, D. (2018). Building the Perfect” Pracademic.