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Organizing International Organizations
Formal Organizational Designs• By role and organizational position
– Complexity• Horizontal vs Vertical• Spatial
– Formalization• Rules & procedures, documentation, discretion
– Centralization of Decision making
• Examples: Mechanistc, Organic
Low horizontal differentiation, low formalization, decentralized decisions
High horizontal differentiation, Higg formalization, Centralized decisions
Types of relationships with units located in other nations
• Collaborative– Informal cooperative
• Limited scope, no contract
– Formal cooperating• Contract, broader involvement
– Joint ventures• Joint ownership
• Non-Collaborative– Mergers & Acquisitions
Mergers & Acquisitions• STEP 1
– Integration processes
• Autonomy vs. absorption
• social integration –implement training, organize teams etc
• STEP 2– Control Systems– Management Practices
Mergers & Acquisitions– Types of Integration processes shapes
attitudes toward new org AND leveraging of different capabilities, learning opportunities etc.
– Control Systems– Management Practices
Mergers & Acquisitions• Culture shapes both acquiring firm’s
approaches and target’s reactions to..– Types of Integration
Understanding designs of Multi National Org (MNO)
• Typical framework– By product, function, location, ‘matrix’ or all
international grouped• similar to design framework organized by role
and org’n position
• Understand Organizational Design Via Strategy
Typical Framework to understand MNO Designs(by hierarchy, product, location)
country1 c2c3
Product 1
Understand Organizational Design Via Strategy
Strategy Multi-national Global Inter-national Trans-national
How are assets & capabilities organized
Decentralized self sufficient within unit
Centralized globally scaled
Core competencies centralized, others not
Dispersed, interdependent, specialized
What is the role of the international operation
Sense and exploit local opportunities
Implement Parent company strategies
Adapt & leverage parent company competencies
Different contributions by units to entire org
How is Knowledge developed & transferred
Knowledge developed & retained within each unit
Knowledge retained at centre
Knowledge retained at centre and transferred to int’l units
Knowledge developed jointly and shared
Discussion Qs re: Aerostar Case
• What is the strategy that the parent takes when establishing a relationship with Aerostar
Organizational Culture (informal design)
• Shared norms and meanings between organizational members,
• guides behavior,
• gives identity,
• differentiates from other org,
• socializes members to do things consistent with goals of org
Types of Org CultureFeatures
Relationship Diffuse, to whole org
Specified via role in org
Specific to tasks/obj
Diffuse, spontaneous
Authority Parental Superiors Contributing members
Achievers
Employees Family Human Resources
Specialists Co creators
Reward Intrinsic Promotion Performance participation
Management Subjective Job description
Objectives Enthusiasm
National Culture & Org Design
Societal Pressure family oriented, gov’t supported vs.inter-firm networks, bank supported
Manager valuese.g., power distance, collectivism etc, AEROSTAR
MANIFESTED Patterns of Organization
LEGITIMATED Patterns of Organization
Organizational Design Size,
Technology, Strategy
Performance of MNO
• Determined both by formal design elements & (informal) Organizational Culture elements– Recruitment, performance appraisal, training
& development• E.g., AEROSTAR CASE
Behavior of Managers in Subsidiaries
Adaptation to Local Environment Consistency to
Parent organization
Imperative forControl
Pressure for Organizational Replication
Cultural Norms
Structure & Practices of Subsidiaries
Managerial Behavior in Subsidiaries
Identification with parent organization vs. subsidiary
MNO Design Strategy
AEROSTAR CASE
Additional un-used slides
Psychological Contracts • Beliefs about what the exchange b/w
individual and org is – Perf requirements, training, compensation,
career development
Psychological Contract
Organizational Structure•Role differentiation, hierarchies within structure
Self Perception•Transactional vs. relational exchange with org•Importance of social cues, •shared with other members, •Violations of contract
•Norm for harmony vs. alternatives to organization