Example of flexible organization. Flexible Organizational Structure 2022-12-12
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An example of a flexible organization is a company that has the ability to quickly adapt to changes in the market or industry. This type of organization is able to pivot its strategy, operations, and resources to meet the evolving needs of its customers and stakeholders.
One example of a flexible organization is a technology company. In the fast-paced world of technology, trends and consumer preferences can change quickly. A flexible organization in this industry would be able to respond to these changes by adapting its products and services to meet the changing demands of the market. This might involve launching new products, updating existing ones, or shifting the focus of the company to a different area of technology.
Another example of a flexible organization is a small business. Small businesses often have to be flexible in order to survive and thrive in a competitive market. They may need to adjust their business model, marketing strategy, or operations in order to respond to changes in the market or to take advantage of new opportunities.
To be a flexible organization, a company must have strong leadership and a culture that supports and encourages change. This might involve having a leadership team that is open to new ideas and willing to take calculated risks, as well as a company culture that values innovation and encourages employees to think outside the box.
Flexibility is also often supported by a company's organizational structure. For example, a company with a flat organizational structure, where decisions are made at the team or individual level, may be more flexible than one with a hierarchical structure, where decisions must be approved by multiple layers of management.
Overall, a flexible organization is one that is able to adapt to changing circumstances and take advantage of new opportunities. This type of organization is well-equipped to navigate the challenges and uncertainties of the business world and emerge as a leader in its industry.
Flexible Organisations
A customer in the chain seeks to work with the most efficient and responsive supplier. Companies can also choose job sharing in cases where specific tasks have a short deadline. Employees who would need to commute to work may save on travel costs. With flexible workforces, employees can divide their energy and time between personal activities, family, and work. Next, clear product ownership was induced which enabled structuring the agility scaling efforts as well as organizing the company product portfolio. For instance, students work part-time and gain vital industry skills as new parents get a chance to work and still care for their children.
Leadership sets goals and monitors results, defines the vision and strategy, and designs the organization. The failure of the approach pushed management to start from scratch and this time the goal was to spread agility across the company starting from leadership. How to Be Flexible at Your Job Professional flexibility requires many different traits to succeed. It takes commitment by both employers and employees to make sure their respective needs are met. The study shows that a new order seems to be emerging in the way in which the leading organizations operate. The only limitation to flextime is that it can be challenging to implement in some industries, such as healthcare or production facilities.
For instance, some departments may be slow during the summer and hectic around the winter. Improved workplace diversity A flexible workplace is a clever strategy that companies can use to increase diversity in the workplace. You should consider your strengths and weaknesses before you approach flexibility. This makes you a more dependable worker. Your new work organization, your new operations or your new management must allow you to gain efficiency and to adapt quickly to any prospect. Instead, entities can get a wider pool of employees across the globe. Leaders at Recently, a Westminster household was struggling to implement the agreed-upon changes.
Organizational Change and the Importance of Flexibility
Encourage collaboration among your team Collaboration can be a challenge with a flexible workforce. Changes are made according to what works for people, their learning needs, and what inspires staff. By applying values, proactivity, mindfulness, diverse skills, optimism and resilience, you can build a framework that is best for you. A flexible company can diversify its products, simplify the management of its processes, and innovate both in terms of human resources management and organizational structures. In 2018, the company started its transformation to business agility employing Scrum teams. These businesses tend to have a wide span of control where a manager oversees many workers and where communication happens more often among workers than from management to employees.
Organizational Flexibility and Why It Matters More Than Ever
Trademarks of Agile Organisations There are five characteristics of agile organisations that distinguish them from more traditional companies in terms of management and outlook. With the advancement in collaboration and communication tools, employers are now open to offering team members flexible work arrangements. They can control this by the number of employees they need at the time. Flexible structures can be the best way for speeding up the learning process. This would be the best organizational structure for a company which is very cautious about administration and managing costs as the costs are a minimum in this case. For instance, companies can implement policies requiring employees to report to the office once or twice weekly.
Find Out What's Different in a Flexible Organizational Structure
For example, a company may offer a Likewise, an employee may ask for a flexible office arrangement that allows them to Flexibility provides both organizations and individuals The Most Important Types of Flexibility Skills Adapting to change takes place at every level of the professional environment. Check out this 2. Transformational models As the practice and methods of organizational design have matured, the focus has been on managing successful change more than diagnostics. Aspects such as social, technological, economical, legal, political and other global factors in which a business operate within are changing all the time, so organisations should be able to adapt when these changes happen. As we saw from the Agile organization examples above, truly Аgile companies tend to focus their efforts around the same goals.
Find an experienced partner who has helped organizations achieve tangible results in creating autonomous teams. While change models can still be excellent diagnostic tools, they are more concerned about the journey to greater effectiveness. Index to determine your degree of flexibility ACE Allied Consultants Europe , together with the participation of Improve, has designed an index to determine the degree of flexibility of an organization. True, many businesses are only coping and hoping to survive, waiting for pre-COVID conditions to return. As an individual you will first want to understand yourself, your strengths, and your limitations, to assess how you would handle changes. This helps in employee retention which in turn can also positively affect the business.
The study also concludes that highly flexible organizations are more likely to be leaders in their market or have excellent results compared to their competitors. What can you do differently? These arrangements offer employees the right working tools while reducing operating costs for entities. Without that solid footing, your efforts can be derailed. The cookies send information back to the originating website or another website that recognizes that cookie. Learn more about Boa Vista Agile Transformation 2.
Here is detailed information about our You can learn more about each type and block incoming cookies from the settings menu on the left. They named the model on the concept of the double helix structure of a DNA molecule. The model is based on the spread of production between many different producing companies, i. Тhe final phase was introducing KPIs to measure the entire transformation project. Transitioning to continuous planning, on the other hand, enabled faster adaptation to emerging changes and made the company more flexible.
