Scale Model Club of the Philippines

Organizational structure. Need for expanding size of executive management team and adding new corporate layers in the corporation.

4. Reorganization at the management level in order to keep a clear focus, shorten lines of communication and build an efficient management team.

• Given the changes in the company, there should be some periodic review of the organizational chart to assess whether changes are needed (having the same organizational structure for over 30 years may not be the most effective or efficient)

(Refer Annexure for the Figure 1 and Table 1 for the Organizational Structure before the Restructuring and Figure 2 and Table 2 for the Organizational Structure after the Restructuring.)

Structure is the basis through which an organization seeks to create control the direction of an organization. This is completed through clear definitions of the allocation of work, differentiation, and the coordination of having those responsibilities working together towards the efforts of the organization, integration (Bolman & Deal, 1993, pp). Through these methods, the organization is able to devise a division of labor that collaborates to bring about the missions and goals of an organization. The structure that comes about from this can be varied in their rigidness and flexibility it allows, and to an extent this is a great contribution to its success.

Organizational change is a very critical and yet very inevitable process ofan organization’s structure. It can create a lot of pressure from the workers as well as management as a result of fear of the unknown.

There is a tendency of developing unhealthy competition between the departments. The control and effective supervision of various departments is also difficult.

The e-learning activity claims that the organization is the central component of competitive advantage as increasing the strategy of an organization is the behavior on its people. We conceive organization structure as a chart consisting of boxes in which the names of positions or designations ore personnel are written in a hierarchical order, along with the depiction of relationship that exist between various positions. For a strategist an organization structure is of much more importance. From strategy implementation standpoint, an organization structure is the arrangement of tasks and subtasks required to implement a strategy. The organization strategy is use for estimates and institute the allocation

Change takes time and would be more successful if there is buy-in for the organization and community. Making sure that there is a mutual vision for the reason of the change may make these changes easier.

Any change in an organization’s mission, strategy, or structure elicits a certain amount of resistance. Some employees adapt to change more readily than others. The creation of new teams in

Restructuring the organization will be considered to be a major reconfiguration of the internal administrative structure that is associated with an intentional management change program. The goal of the restructuring will include results such as productivity improvements, cost reductions, increased shareholder value, and/or a better alignment of the organization with a changing environment. It’s important to recognize that although management views restructuring as a source of order during a turbulent time, their subordinates view restructuring as a source of disorder because it

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

Restructure the departments based upon the needs of the new organizational structure and the company goals.

It did so in order to better focus its resources on changing customer needs as well as emphasize its strengths in the market place. The organizational structure now consists of centralized engineering and marketing organizations. This way the company has the ability to prevent product and resource overlaps and more effectively allocate its resources to areas yielding optimum profitability. The engineering side has eleven technology groups with people heading multiple groups and reporting to one person who then reports to the CEO. The marketing side has one head who reports to the CEO as well.

I realized there are several steps an Organization Developer must consider in order for a company to have a successful outcome when they go through a transition. The OD must be able to identify several different components to produce a positive outcome. For instance, the OD must identify what needs to change with the company and communicate the problem in a clear and concise manner. It is also important to put together a team that can help with the process to ensure that everything goes accordingly. Also, if additional training is necessary then that must be factored in for others to understand the different aspects of someone else’s job. Employees must also understand why the change was necessary; therefore, the OD must be the one to convey that message in order for employees to understand the process of reorganizing. Once employees understand why the change is taking place, they must understand the new plans and goals