Case Presentation On "Organizational Design at Iqmetrix: The Holocracy Decision"

Case presentation on
“Organizational design at
IQMetrix: The holocracy decision”
By group 3
Name Roll Number
Prathik D 19BM63029
Aayush Srivastava 19BM63107
Aaratrika Brahmachari 19BM63109
ShreeKrishnaa 19BM63111
Shrinidhi Raghuveera 19BM63127
Question 1: How do you replicate the fluidity of a small
organization in a single office in one with 500 people spread across 4
offices?
Restricting the maximum employees per office to 150

Proper and strong communication channel should be built, so that the entire
organization gets the information needed and also provides a strong bridge between
the upper management and the employees
A structure should be built to organize weekly and monthly meetings, which can be
the forum for knowledge sharing, understanding the commitments and also updates
from the individual team
As the organization is wide spread, there is a huge risk of having a communication
gaps which might affect the business
A strong system should be built to escalate issues to pertaining to business and
which needs high level approvals. This would bring down the time lost in approvals
Question 2: As a consultant suggest Mr Krywulak to develop an effective
organizational structure for his organization that satisfies his intention of
ultimate organization
Ultimate organization:
 Centred on the ability of individuals to create and contribute
Based on innovation
 Environment to flourish created by sharing information and measuring results
The following framework can be used to arrive at possible organizational structures that resonates
with the concept of an ultimate organization by taking into account the following factors:
Line of authority:
 IQMetrix culture does not encourage in having a line of control
The organization believes in empowering its employees with the authority and power to make
decisions
 It stressed on the fact that the right person should have access to the right information at the
right time to take the right decision
Question 2: As a consultant suggest Mr Krywulak to develop
an effective organizational structure for his organization that
satisfies his intention of ultimate organization
Span of control
IQMetrix does not believe in implementing a span of control
The organization did not believe in having managers
 The company’s culture was rooted in employee autonomy and employee empowerment
Centralization and de-centralization
IQMetrix encourages a decentralized decision making process in which each employee is
empowered to take decisions
Employees were encouraged to be self-organized and act entrepreneurially regardless of the
number of people in the organization
Grouping/Departmentalization
The organization believes in grouping people around common tasks or projects
Does not believe in having a departmental head
Question 2: As a consultant suggest Mr Krywulak to develop
an effective organizational structure for his organization that
satisfies his intention of ultimate organization
Division of function
 IQMetrix encourages employees to assume clear roles and responsibilities
 Each of its offices catered to a particular function
Unity of command
IQMetrix does not support unity of command as it does not believe in having superiors or managers
Chain of command
 The organization does not believe in practicing any chain of command
It does not believe in laying down a clear-cut reporting channel
Employees are encouraged to be self-organized and take decisions
Thus, with the help of this we can think possible organizational structures which can help IQMetrix
to achieve its intention of “ultimate organization”
Question 3: Suggest Mr Krywulak all possible organization structures
that would suffice the current needs of IQMetrix
The possible organizational structures which can possibly suffice the current needs of IQMetrix are:
 Adhocracy or innovative forms
 Less formalization of behaviours and standardization of procedures
 Cross functional task forces are common
 Absence of hierarchical barriers
 Employees are given appropriate decision-making authority
Entrepreneurial forms
 Mutual trust among employees
 Presence of flexible norms and systems
Divisional forms
 Presence of several autonomous divisions
 These divisions enjoy autonomy, control and decision making power most of the times
Question 4: What type of organizational design and structure would
help IQMetrix employees?
Considering the culture of IQ metrix, we believe that Adhocracy would be the organization structure
and team would be the organizational design that would benefit the employees the most because the
organization believes in:
 Sharing information among employees through collaboration

 Absence of hierarchy and empowering employees to take decisions
 Fostering creativity and innovation
 Collaboration and transparency fuelled by free flow of information
 Encouraging employees to be self-organized and act entrepreneurially
 Eliminating job titles and replacing them with job roles but at the same time adding accountability to
these roles
 Organizing people among common tasks and projects and stressing on cross functional collaboration
 Employees are encouraged to work towards a common goal while working on their individual tasks
by forming circles which disband as soon as the work is accomplished
Question 5: What would you suggest Mr. Krywulak on distributed leaders in various
locations? Do you see a need for change? If Yes, Detail the required changes?
Yes, There is a need for a change

Because, the organization is not performing as effective as it was when
the company size was less
This evidently shows that management has weak control over the
organization
The word ‘control’ specifically means, overseeing goals achievement,
communication gaps, designing collective group goals etc.,
As the organization have expanded to 500 employees across 4
different locations, there is need for leaders to be distributed
Leaders can oversee the goals of their respective locations and can
drive employees to the collective goals of the organization
THE CHANGES NEEDED!!
Create simple and basic rules for recognizing, articulating and creating
the task to be achieved
Prioritize the tasks and communicate it to the entire organization
Make employees own the job they do – essentially promotes
accountability, freedom and innovation
Ownership by employees would also reduce the time taken for approval
from the authority
Promote ‘Commitments’ and ‘Nimble’ across the organization which
would help to develop self-organizing teams, autonomy, accountability,
entrepreneurship, communication and transparency within the business
Question 6: Assess IQMetrix and report SWOT analysis Basis on which map the best
possible structure that would help IQMetrix
Strength Weakness
• Organization development strategies through • Lack of work force diversity, need to hire
unrestricted flow of information internationally
• Diverse portfolio of products • Internal competition leads to negative
• High quality of services provided outcomes
• High margins • Past product failures
• Strong brand equity and brand awareness • Improper distribution of company leaders
Opportunitie Threat
s
• Lucrative Opportunities in International • External competition
Markets • Government Regulations and Bureaucracy
• Growing Market Size and Evolving • Sticky prices in the industry
Preferences of Consumers • Geo-Political Factors
• Increase in Consumer Disposable Income
• Can explore adjacent industries
Organizational structure for improvements
Question 6: Assess IQMetrix and report SWOT analysis Basis on
which map the best possible structure that would help IQMetrix
Recommendation:
We believe adhocracy structure is best suited based on IQMetrix work
culture and the SWOT analysis
The job roles are non specific and encourages job interchangeability
Cross functional teams help foster sense of oneness among employees
Decentralized approach in most of the cases
Absence of hierarchy
Thank you!

Case Presentation On "Organizational Design at Iqmetrix: The Holocracy Decision"

Uploaded by

Copyright:

Available Formats

Case Presentation On "Organizational Design at Iqmetrix: The Holocracy Decision"

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Case Presentation On "Organizational Design at Iqmetrix: The Holocracy Decision"

Uploaded by

Copyright:

Available Formats

Case presentation on

Restricting the maximum employees per office to 150

 Sharing information among employees through collaboration

Yes, There is a need for a change

You might also like