Organizational Blueprints for Success

From Clever Camel Wiki
Jump to navigationJump to search
  • There was a study on how people build their firms
  • There are three dimensions on which how a firm is build vary:
    • Attachment - would employees be retained by emphasizing love, work or money
    • How were employees controlled? - direct supervision, organizations culture, professional control (people who are committed to excellence)
    • How were people hired - skills and experience to complete specific tasks, long term potential, or cultural fit
  • There are five basic combinations of these qualities:
    • Star - top talent, top wages, autonomous
    • Commitment - people stay till they retire
    • Bureaucracy - tight control of process and jobs
    • Engineering - committed, autonomous, binding energy
    • Autocracy - if "you work you get paid"
  • These blueprints differ in the following regards:
    • How early HR expertise is brought on
    • Timing of various milestones: drafting a values statement, making a personnelle manual, etc.
  • Change in blueprint is more likely when the CEO is not a founder.
  • Spend time shoring up your blueprint --> it is less likely to change.
  • It is hard to shake the influence of your initial blueprint
  • Change in blueprint can be disruptive to a company (there will be higher turnover, which can have bad effects)
  • What has been successful?
    • organization building and high commitment human resources management
    • Autocratic worst as far as market cap and failure rate
    • Companies with blueprint do better. Why? A culture helps cope with stress and thus allows adaption
  • "In short, even after going public, technology companies apparently pay a significant and enduring price for having altered the HR blueprint at an earlier point in time. On balance, “staying the course” seems to be a winning HR strat- egy for technology start-ups, particularly for firms founded along Commitment model lines."
  • Lessons
    • Pick a structure that can be adapted rather than one that is the best fit
    • Star model --> best for huge successes; Commitment --> best for chance of success; both these models have instability
  • Each of the models are
    • coherent
    • resonant within the potential employees
    • are different logics on how to organize an institution