SYNAPSE - 2014
SYNAPSE - 2014
Changes in Organizational Designs in the Future
- Dr. Gloryson R B Chalil, An Interview
Dr. Gloryson R B Chalil is currently
Area Chairperson (OB) and Professor at
XLRI Jamshedpur (India). He has
attended and presented papers in
various conferences including
international conferences organized by
Academy of Management, US and IIRA
Asian Regional Congress.
Dr. Gloryson R B Chalil was kind enough to
share his thoughts on how organizational designs may evolve in the future.
From your perspective, considering
organizational designs, do you think
any new structures will evolve in near
future? How do you think change is
going to happen?
Literature suggest that in future most of the
structures may become customer centric.
Since the competition is increasing and organizations are finding it necessary to adapt themselves to increasing demand and competition,
it is important to have market based structure.
Even the literature suggest that 40% of organizations may move in some form of market
based structure, hence multi-dimensional structure or some variant of it may become more
popular over the period of time.
Even the literature
suggest that 40% of
organizations may
move in some form of
market based structure
Now that most of the organizations are
moving towards operations in multiple
countries, what kind of cultural issues
do they face and how can they tackle
these issues in the future?
With increasing globalization it is necessary to
ensure diversity in the organization. Maintaining diversity is important while you work in
different geographies with different cultures.
The first aspect is to sensitize the employees
regarding the necessity to have diverse workforce across all the hierarchical levels. It is not
only at a board level, at all hierarchical levels
you need to have a diverse workforce. It starts
with recruiting people from diverse back-
ground, also organizations need to consider their
future growth plans across the globe including
the growing economies. We need to start with
sensitization of employees with cultural requirements, then we may go for recruiting people from
diverse background and training them. There
should be well designed assignments, so that they
can develop the ability. Even while choosing
people for higher level, the skill sets like working
ability across multiple cultures, ability to empathize with them, and understanding the requirements of people belonging to different backgrounds will become an added benefit. The HR
practices need to evolve in such a way so that
they can accommodate such a requirement.
When we talk of leadership, leadership
also needs to evolve with time. Dictatorial
leadership was present in the past and
currently participation in leadership is
present across various levels. Do you foresee any changes in the way organizations
will be led in the future?
The uncertainty is increasing, organizations will
not be able to focus only on profit maximization.
Pressure is increasing from the stakeholders, they
need to adopt the triple bottom-line approach, so
it is very difficult to judge whether the decision
will prove to be right for future. Leadership
should understand multiple concerns, think on
long term basis and then take very tough calls. So
to convince the director board, their subordinates
and to address the shareholders will be a severe
challenge. So when we look at the top echelon,
the things are going to be very complex for the
future CEOs. At the same time the future CEOs
are looking for leader at all hierarchical levels.
Employees should be able to exhibit tendencies
of self-leader, ability to manage themselves.
You talked about customer centricity,
recently organizations have started to
talk about employee centricity. Please
share some insights on the same?
Most of the organizations that are moving towards employee centricity, there objective is to