Published work on organisation design often sets out very inclusive accounts of the scope of the subject, extending for example from corporate strategy to detailed design of operational processes, and from the shaping of organisational culture to detailed design of HR policies and procedures. While this is no doubt helpful in defining the scope of organisation design as a concept, it is difficult to derive from this work a realistic account of what the individual organisation design practitioner actually does. I would be very grateful if you could please signpost me to any available published work on what organisation design practitioners actually spend their time doing.
Dear Davis,
Please visit http://www.orgdesigncomm.com/ -- the Web site of the Organizational Design Community -- to get an impression of OD practitioners' activities.
Journal of Organizational Design - https://jorgdesign.springeropen.com/ outlines some current problems OD practitioners are working on.
Very bests,
Igor Gurkov
I think they try to adapt organizational structure with organizational culture within a certain environment
Organization design is a domain that is of high interest to many organization development (OD) professionals. The topic of change management cannot get separated from the topic of organization design. Challenges to implementing organization change are a perennial topic of concern in the organization design field. Another topic around which there was a great deal of interest is how to build organization design capability within an organization.
Organisation design has come of age and is no longer a one-off event, but a constant process to adapt to meet market demands. This is all done in the context of the ever greater impact of digital and social technologies and the need to work in more agile, adaptable and fluid ways. Those who are thinking about the design of their workplaces need to not only keep pace, but learn how to adapt their own thinking and behaviour as they apply theory and big methodologies
Some of the responses resonate with the McKinsey 7-S Framework as far as all of the internal aspects that must be considered by OD professionals, Organization Designers, and managers/leaders when analyzing and implementing change.
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