Organizational system: definition, main functions, management methods, tasks and development processes

When the organizational system is mentioned, then this means a certain structure, which consists of separate units. They are interconnected based on certain considerations. Namely, it depends on the goals set for divisions and the company and according to the functions performed. At the same time, it is envisaged to have senior employees (centers) who can make decisions and are responsible for the activities of the units.

general information

Issues considering the design and formation of organizational management systems are relevant not only for newly created enterprises, but also for those commercial structures that already operate, but they have to operate in other conditions. For this, it is necessary to change the composition and structure of the duties and tasks to be performed. The first step in this case is the analysis of the formal structure. Attention is paid to the composition of structural divisions, the number of employees involved in them, how much they correspond to the complexity and structure of the work performed, and the like.

During the analysis, it is necessary to consistently examine all the important elements of the enterprise. These include information support and interaction, resource and technological supply, compliance of labor resources with existing requests, interchangeability. When the organizational management system is studied, it is necessary to ensure that there are answers to two questions:

1. To what extent can what already exists now contribute or impede the implementation of the chosen action strategy?
2. What levels should be assigned to solving specific problems?

Search for answers

There are a fairly large number of approaches to deal with goals. Since it is rather problematic to consider all of them, only two will get attention:

1. Specific statements of personal tasks and goals for performers.
2. Brief organizational analysis.

Both approaches are aimed at revealing what is the personal contribution of the employee in fulfilling the main task of the enterprise. Organization management methods are also important. In short, it is necessary to act with the help of such techniques:

1. Introspection method. Particular attention is paid to administrative and managerial personnel. The aim is to increase the efficiency of mental workers. The main emphasis is on contributing to solving problems, implementing the company's strategy and achieving established goals. In fact, in this case, movement is provided from large to details. The following sequence is being realized: the tasks of the enterprise - its strategy - goals - a functional organization. Only then are the posts - employees - their responsibilities and motivation.
2. Bottom-up analysis method. He is already repelled by an individual employee and his formulated tasks and goals. This method allows you to connect the work of individual employees with the activities of the enterprise and the ongoing prosperity strategy. Although very often there are complaints that the theoretical principles are well thought out, but the implementation in practice leaves much to be desired.

More about introspection

This method allows you to prepare effective recommendations that are aimed at improving the entire organizational structure and productivity of the company by reducing duplicate work, reducing management costs, regulating the workload of managers, and separating the functions of executors. What is the end result of the work done? Organizational management system, built using introspection, provides orientation to the following principles and ideas:

1. Management receives a salary for the implementation of real management. Therefore, most of the time it is involved in guiding, measuring, preparing and instructing. This helps planning, assistance in organizational work, preparation of financial plans, analysis of the current situation and the like.
2. The leader must have enough people in his subordination to take all his attention. But at the same time should be enough time for everyone.
3. It should strive to ensure that the number of links in the organization is minimal.
4. Contractors must engage in a limited number of well-designed assignments, the implementation of which will directly approximate the achievement of the organization's goals.
5. A clear understanding of what management wants may be distorted due to inefficient communication of information. A fairly common reason is a very large number of links. As a result, the ability to make changes, independently solve the problem, and search for other ways is reduced.

Introspection is possible in any organization. This method has six stages: preparation, data collection, information processing, analysis, report, further monitoring. As a result, written recommendations are drawn up, which address issues of improving the organizational structure.

Bottom-up analysis method

Thanks to the setting of personal goals and objectives, it is precisely what the employee’s contribution to the process of achieving the set values ​​and parameters is fixed. Attention is paid to:

1. Consideration of the necessary conditions for integrating the work process of each employee with tasks, goals and strategies, which ensure the adequacy of the organizational structure.
2. Creating prerequisites so that everyone is interested in achieving the best result.
3. The bottom-up analysis method also allows you to evaluate individual labor.

It should be noted that this approach can be used not only for analysis, but also in solving some key problems that are associated with the management of the organization. These include:

1. Defining the process of achieving the goal through a dialogue regarding its setting and the path to implementation.
2. Focusing employees on expectations of performance.
3. Formation of the program of work due to the specification of the timing of certain tasks.
4. Facilitation of the management of the wage system, the ability to create a reasonable basis for issuing remuneration for the excellent performance of their duties and achievements in work.
5. Assessing whether an employee should be promoted and whether he has good makings.

Therefore, this method is very well complemented by the organizational and legal management system, which standardizes approaches to the maximum number of situations.

About features

The main and most important are: organization, planning, rationing, coordination, motivation, control and regulation. This is manifested in the structure, rules, culture, processes. Management of the organizational system involves the use of a combination of methods and techniques, their rational combination, the established relationship in order to manage the elements in time and space. It is necessary to strive to ensure that the most favorable conditions are created. In this case, the functions of managing organizational systems should be clearly defined, agreed upon, and the responsibilities of different people should be differentiated.

And it's not just words. It should be remembered that functions are special types of specialized management activities that have been distinguished in the process of division of labor. Each of them is implemented in a complex of management tasks. You must also remember that functions are a recurring activity. They can be carried out by one person, unit or their group. The number of functions and composition depends on a number of factors: the scale, level and structure of production development, the size of the organization, the company's relations with other similar facilities, independence, and the level of technical equipment.

The specifics of the duties performed

Management functions should provide guidance and service to the organization. Each of them should have a specific purpose, repeatability, uniformity of content. Functions are also required to be objective. This is determined by the need for the management process itself in conditions when joint work of people is ensured. In addition, functions are the basis for determining the size and structure of the control apparatus. It should unite all relatively isolated, although generally inextricably linked structures. In many ways, they are influenced by the goals of the organizational management system.

Feature List

To better understand this topic, let's look at what you have to deal with in practice:

1. Organizational function. Engaged in the practical implementation of plans and programs. It is realized thanks to the creation of the organization, the formation of its structure, the distribution of work between departments and employees, as well as through the coordination of their activities.
2. Motivational function. She specializes in determining the needs of people, as well as in choosing the most effective and appropriate way to meet them in this case. All this is done to ensure maximum interest of employees in the process of achieving the goals that the organization faces.
3. The control. It is necessary in order to timely identify errors, impending dangers, deviations from the required standards, and creates the basis for continuous improvement.

Additional functions

The organization should be adequate:

1. Normalization functions. They should be considered as a process of developing scientifically based calculated values. With their help, quantitative and qualitative parameters are evaluated.
2. Scheduling function. It is necessary for strict regulation of the behavior of objects in the process of implementing the goals and objectives set for employees.
3. Coordination function. Provides organization of coordinated and coordinated work in the performance of planned tasks.
4. Regulation function. Directly intersects with control and coordination. If, under the influence of the external / internal environment, deviations from the required parameters occur, it is necessary to adjust the situation so that it is within the allotted framework.

About Tasks

An organizational system is created in order to achieve a specific goal. For example, getting the maximum possible income. Or 100 million rubles. Whatever it was, but on the way to the goal we have to solve a number of tasks that will allow us to achieve it. It should be noted that they differ in their scale, consequences, importance, impact on the future and complexity of implementation.

The tasks of managing organizational systems at the highest level are the most important and essential in terms of obtaining results. After all, if the grassroots worker does something wrong, then this can still be experienced relatively. Especially if you quickly identify and nip. While the mistakes of the highest leadership have much more devastating consequences. In addition, stopping them is quite difficult, for this it is necessary to enlist the support of shareholders / founders.

But the identification process is also relevant. Indeed, in our conditions it is so arranged that top management is not checked on an ongoing basis. And to find out that the course of events is not going as it should, you can either exercise control, keeping your finger on the pulse of events, or notice an anomaly in the reporting that managers provide to the owners. In order for the tasks set to be carried out efficiently, it is necessary to make sure that there is an adequate organizational structure of the management system for which there would be no unaccountable person.

About development

Organizational systems do not stand still like stones. Some kind of movement is always carried out (not necessarily for the better). But if you look from the height of millennia, then the management of organizational and economic systems is still being improved and developed. Sometimes this is influenced by the development of new techniques and approaches. Scientific and technological progress may also have an impact. For example, what is management without the use of information technology? Even if a person works himself in the status of an individual entrepreneur, a computer / smartphone helps to keep records, send data to the tax service, statistics agencies and a number of other structures.

But can it be said that we have now managed to reach the crown in development? Unfortunately no. Even despite the technologies and techniques that already exist, it is too early to rejoice. After all, how many different amazing discoveries are still waiting for mankind in the future. Take, for example, artificial intelligence. When a sample of this solution with good performance indicators is developed, what an employee who does not need to sleep, relax and receive wages can do will simply amaze and force him to adapt to new conditions.