When an organizational system is mentioned, it means a certain structure, which consists of separate units. They are interconnected based on certain considerations. Namely, it depends on the goals set for the departments and the company and according to the functions performed. This provides for the presence of executives (centers) who can make decisions and are responsible for the activities of units.
General information
Issues regarding the design and formation of organizational management systems are relevant not only for newly created enterprises, but also for those commercial structures that are already operating, but they will have to function in other conditions. To do this, it is necessary to change the composition and structure of the duties performed and the tasks to be solved. The first step in this case is an analysis of the formal construction. Attention paidthe composition of structural units, the number of employees involved in them, how they correspond to the complexity and structure of the work performed, and similar aspects.
During the analysis, it is necessary to study all the important elements of the enterprise in sequence. These include information support and interaction, resource and technological supply, compliance of labor resources with existing requests, and interchangeability. When studying the organizational management system, it is necessary to provide an answer to two questions:
- To what extent can what is already in place help or hinder the implementation of the chosen strategy of action?
- Which levels should be assigned to solve specific problems?
Search for answers
There are quite a few approaches to deal with goals. Since it is rather problematic to consider them all, only two will receive attention:
- Specific setting of personal tasks and goals for performers.
- Short organizational analysis.
Both approaches are aimed at identifying the personal contribution of the employee to the achievement of the main task of the enterprise. The methods of managing organizational systems are also important. In short, you have to act using the following methods:
- Introspection method. Particular attention is paid to administrative and management personnel. The goal is to improve the efficiency of employeesmental labor. The main emphasis is on contributing to the solution of problems, the implementation of the company's strategy and the achievement of established goals. In fact, in this case, movement from large to details is provided. The following sequence is implemented: the tasks of the enterprise - its strategy - goals - functional organization. Only then positions - employees - their duties and motivation.
- A bottom-up analysis method. He is already starting from the individual worker and his formulated tasks and goals. This method allows you to connect the work of individual employees with the activities of the enterprise and the prosperity strategy being implemented. Although very often there are complaints that the theoretical provisions are well thought out, but the implementation in practice leaves much to be desired.
More on introspection
This method allows you to prepare effective recommendations that are aimed at improving the entire organizational structure and performance of the company by reducing duplication of work, reducing management costs, regulating the workload of managers, separating the functions of performers. What is the end result of the work done? The organizational management system, built using introspection, provides for orientation on such principles and ideas:
- Management receives wages for real management. So most of the time it is guiding, measuring, preparing and instructing. In thathelps planning, assistance in organizational work, drawing up financial plans, analysis of the current situation and the like.
- The leader must have enough people under his command to keep all his attention. But at the same time, there should be enough time for everyone.
- You should strive to keep the number of links in the organization to a minimum.
- Performers should engage in a limited number of well-designed tasks, the completion of which will directly advance the achievement of the organization's goals.
- Clear understanding of what management wants can be distorted by inefficient communication. A fairly common reason is a very large number of links. As a result, the ability to make changes, independently solve the problem, find other ways decreases.
Introspection is possible in any organization. This method has six stages: preparation, data collection, information processing, analysis, report, further control. As a result, written recommendations are issued that address issues of improving the organizational structure.
Bottom-up analysis method
Thanks to the setting of personal goals and objectives, exactly what the employee's contribution to the process of achieving the set values and parameters is fixed. Attention paid to:
- Considering the right conditions for integrating the work process of each employee with tasks, goals andstrategies that ensure the adequacy of the organizational structure.
- Creating the conditions so that everyone is interested in achieving the best result.
- The bottom-up analysis method also allows you to evaluate individual work.
It should be noted that the approach under consideration can be used not only for analysis, but also in solving some of the key problems that are associated with the management of the organization. These include:
- Definition of the process of achieving the goal through dialogue regarding its setting and the way to achieve it.
- Focusing employees on performance expectations.
- Formation of the work execution program due to the concretization of the deadlines for solving certain tasks.
- Facilitation of the management of the payroll system, the ability to create a reasonable basis for issuing remuneration for the excellent performance of one's duties and achievements at work.
- Assessing whether an employee should be promoted and has good makings.
Therefore, this method is very well complemented by the organizational and legal management system, which standardizes approaches to the maximum number of situations.
About Functions
The main and most important are: organization, planning, regulation, coordination, motivation, control and regulation. This finds expression in structure, rules, culture, processes. Management of the organizational system providesthe use of a set of methods and techniques, their rational combination, the established relationship in order to manage the elements in time and space. It is necessary to strive to create the most favorable conditions. In this case, the functions of managing organizational systems should be clearly spelled out, agreed, and the responsibilities of different persons should be delimited.
And these are not just words. It should be remembered that functions are special types of specialized management activities that have emerged in the process of division of labor. Each of them is implemented in a complex of management tasks. You also need to remember that functions are repetitive activities. They can be performed by one person, unit or group of them. The number of functions and composition depends on a number of factors: the scale, level and structure of production development, the size of the organization, the company's ties with other similar facilities, independence, and the level of technical equipment.
Specific duties performed
The functions of management should provide direction and service to the activities of the organization. Each of them should have a specific purpose, repeatability, uniformity of content. Also, the functions must be objective. This is determined by the need for the management process itself in conditions where the joint work of people is ensured. In addition, functions are the basis for determining the size and structure of the administrative apparatus. It should unite all relatively isolated, although generally inextricably linkedstructures. In many ways, they are influenced by the goals of the organizational management system.
List of functions
To better understand this topic, let's look at what we have to deal with in practice:
- Organization function. Engaged in the practical implementation of plans and programs. It is implemented through the creation of an organization, the formation of its structure, the distribution of work between departments and employees, as well as through the coordination of their activities.
- Motivational function. It specializes in determining the needs of people, as well as choosing the most effective and appropriate way in this case to meet them. All this is done to ensure the maximum interest of employees in the process of achieving the goals that the organization faces.
- Control. It is necessary in order to timely identify errors, impending dangers, deviations from the required standards, and creates the basis for continuous improvement.
Additional features
The organization should have adequate:
- Rationing functions. They should be considered as a process of developing scientifically based calculated values. With their help, quantitative and qualitative parameters are assessed.
- Scheduling function. It is necessary for strict regulation of the behavior of objects in the process of implementing the goals and tasks set for employees.
- Coordination function. Ensures the organization is consistent andwell-coordinated work in the implementation of planned tasks.
- Regulation function. Directly intersects with control and coordination. If, under the influence of the external / internal environment, deviations from the required parameters occur, then it is necessary to adjust the situation so that it is within the allotted limits.
About tasks
Organizational system is created in order to achieve a certain goal. For example, obtaining the maximum possible income. Or 100 million rubles. Be that as it may, but on the way to the goal, you have to solve a number of tasks that will allow you to achieve it. It should be noted that they differ in their scale, consequences, importance, impact on the future and complexity of implementation.
The tasks of managing organizational systems at the highest level are the most important and essential in terms of getting results. After all, if a grass-roots worker does something wrong, then this can still be relatively endured. Especially if you quickly identify and stop. Whereas the mistakes of the top management itself have much more devastating consequences. In addition, it is quite difficult to stop them, for this it is necessary to enlist the support of shareholders / founders.
But the identification process is also relevant. Indeed, in our conditions it is so arranged that the top management is not checked on a permanent basis. And you can find out that the course of events is not going as it should, either by exercising control, keeping abreast of events, or by noticing an anomaly in the reporting, whichmanagers provide to owners. In order to effectively fulfill the tasks set, it is necessary to ensure that there is an adequate organizational structure of the management system, for which there would be no unaccountable person.
About Development
Organizational systems do not stand still like stones. There is always some movement (not necessarily for the better). But if you look from the height of millennia, then the management of organizational and economic systems is still being improved and developed. Sometimes this is influenced by the development of new methods and approaches. Scientific and technological progress can also have an impact. For example, what is management without the use of information technology? Even if a person works himself in the status of an individual entrepreneur, a computer / smartphone helps to keep records, send data to the tax service, statistics authorities and a number of other structures.
But is it possible to say that now it has been possible to reach the crown in development? Unfortunately no. Even despite the technologies and methods that already exist, it is too early to rejoice. After all, how many different amazing discoveries are still waiting for humanity in the future. Take, for example, artificial intelligence. When a sample of this solution is developed with good performance indicators, what an employee who does not need to sleep, rest and receive a salary can do will simply amaze and force him to adapt to new conditions.
