Faulty Organization Design or Worse Yet, Design by Default – A Friday Funny
By Michelle Malay Carter on January 30, 2009
I worked with an engineering firm this week doing job analysis and talent assessment work.? Whenever this firm hires degreed engineers, some straight from college, some with experience, they still put them through two years of internal training to learn their specific industry before they can work independently within the organization.
A Field in Need of Development – Management Science and Organizational Engineeri
ng
Employees the world over suffer at the hands of poor organizational design and management science ignorance every day.? It breaks my heart and breaks their spirits.
Best I
ntentions Don’t Equal Best Practices
Some organizations actually make thoughtful attempts at organization design, but my question is based upon what?? ?What science based principles are they using???Where are the getting their organizational engineering principles from?? Are they requisite? ?Degree, what degree?
The Hi
gh Cost of Default Design
More often than not, organization design is left to default.? The?consequences are not pretty, and worse yet, many organizational ills caused by poor design are not recognized as such!? Unlike the obvious faulty design issues pictured here, poor organization design is insidiously lowering engagement, effectiveness and mental health.
I’m OK.? You’re OK.? Let’s fix the system.
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Filed Under Employee Engagement, Organization Design, Requisite Organization, Talent Management
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