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ESTABLISHMENT

ESTABLISHMENT

The Establishment and Organisation of

 

corporations

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The establishment of organisations is the process of putting one there, keeping it there and  sustaining it's future potential.  

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Having first established a purpose, an organisation starts on the development and evolution of product and services, with consideration to micro economic targets, such as costs, quantity and quality.

 

The organisation  develop itself, starting with an organisational structure, with processes around production, management, economics, viability, profitability, whilst also considering and accommodating the complexities and variability of human participation, human performance and judgement.  The following are some of the points of consideration in the development of organisational processes;   

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  • What must be done

  • How it must be done

  • The sequence in which processes must be done

  • The service objective or product standard it is aiming for

  • Who will do what function

  • Who will take responsibility along that line; police and fix it accordingly.

  • Who will make the relevant decisions.

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The organisation design must result in a cohesive, aligned and functioning form, that includes the weaving of the right personnel into the right positions, competently managing their respective executive and officer roles, responsibilities and functions.

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Working with organisations to optimise structure, Xecology produces conditions of operation that are fast, efficient, thorough and powerful. 

THE MODEL 

ORGANISATION

Modelling for Organisations and Business Operations

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EVOLUTION OF ORGANISATIONS

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The evolution of Organisations hasn’t resulted in any radical changes over the last two thousand years; the head of the organisation delegates tasks to a senior strata of executives whilst collecting information and making key decisions; such as a government, consisting of a head of State and a cabinet of ministers. This is the simplicity of organisation hierarchy and the division of functions. An organisation is a reflection of the structure in the community or economy it participates in and the country it resides within.

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HISTORICAL ORGANISATION OF STRUCTURES

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Historical structures have ptreviously included many different forms; especially where emphasis was focused on a particular part of that structure that required greater attentionand where existence for the organisation may have been more sensitive. This may have been due to the type of organisation it is or the type of product it specialises in.

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Examples of historic structures:

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  • Functional structure.

  • Divisional structure.

  • Matrix structure.

  • Flatarchy structure.

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The various structures each have their own benefits and advantages, giving cause for an organisation to adopt that particular structure.

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FUNCTIONAL

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If you’ve had a job, you likely worked in a functional organizational structure.

The functional structure divides a group into smaller group based on organisational functions such as marketing, treasury, production and management. The various sections are headed by managers and directors. In the commercial environment, this is a common structure; going across it is divided by ogansational function and going up and down, there is an established heirarchy.

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DIVISIONAL

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Many larger organisations that have diversified into various different commodities, have also separated from each other based on the handling of each commodity. There are many organisations employing tens of thousands of staff, managing software, finance, transportation, energy and aviation. Such organisations are organisations that continue managing divisions covering the various specialties or they manage the various companies as a single group.

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Matrix

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The matrix is a hybrid organisational structure that is fluid in it's form, allowing for an executive or technical specialists to be involved in various aspects of the organisation as well as various projects. Many organisations around the world rely on such forms in order to be able to function with independence, autonomy and with the spread of executive or technician resources where required. The concept is particular and highly favourable amongst those a part of such a structure.

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FLATARCHY

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The Flatarchy is a hybrid system, blending both Functional and Flat structures together.

Suited more for the smaller company; a Flatarchy allows individuals to hold multiple functions, oriented under their executive role within the company, where a small team share organisational responsibilities whilst they develop the product and wrestle with economic constraints and minimal investment.

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Xecology Standard Form and Structure

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An overview on what we deliver;

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  • Positive organisational design and structure

  • Simplicity, Conformity and transparency across the organisation

  • Individual, Departmental, Divisional, Organisational and Social Responsibility

  • Co-ordination between sections and individuals based on understanding

  • Active, Efficient and Productive Internal Communication

  • Co-operation that adds force and correct focus.

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Taking any organisation, of any size, we will determine where and how it is able to redevelop it's structure for enhanced performance, viability, reduced risks, greater efficiency and stronger potential for longevity.   

STRATEGIC ELEMENTS OF ORGANISATION

Organisational Lines and Executives

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The Design of organisation will consist simply of lines that represent the structure from which communications and responsibilities flow; these demarc where an executive or officer stands in relation to the rest of the organisation and who they communicate to.

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The form and structure are purposefully arranged in the way that they are, personnel are allocated according to the requirements of the organisation; the position they hold and the lines on which they communicate are of a form that is most natural to the dynamics of a group and it's will to survive. It is unlike an individual and thus, the form and structure we demonstrate will be applicable to an individual, all the way up to the largest organisation.

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It is the method and judgement applied in application that demonstrates our expertise and ability to navigate through the complexities of personnel and responsibilities of existing organisations.

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Organisational Policy and Administrative Processes

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An organisation won't expand on it's own, no matter how goog the structure is but further to the comments made earlier on establishing a form that contributes to the expansion of the group; this also incorporates the operation of the various functions of the organisation in concerted magnitude; ie: all sections of the organisation opoerating at the same level of competence and production level. This is the trick of any CEO; to get orchestra playing the same tune, at the same volume, with every musician performing their part in accordance with the whole piece.

 

The form and structure we establish is undoubted backed by the policies we are ready to implement at every aspect of the organisation, with each executive and each officer. We will educate each inidividual and coach each of their skills to perform their role standardly in a standard form organisation.

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Executive Intra Networks

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The form and structure we implement will easily and most definitely will include a combination of systems that sit on top of each other. Thus, we actually practice and implement a three dimensional system of organisation that has the benefit of a heirarchy, the division of functions, project management, management support, management direction, executive support, production support and micro organising within and amongst executives and officers. The system is too complexed to second guess but simple to learn and powerful, effective to apply.

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We implement structures over structures, networks over and above networks; this is an area of expertise that is very particular, backed by hundreds of policies on the subject and 24 years of experience.

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Structured Growth

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Xecology's unique approach towards organisational design and structure is it's consideration, focus and resulting contribution towards strategic growth; fixing and evolving organisational design to enhance a company's growth potential, embracing the pressures of growth; thus allowing the CEO, executives and staff to focus on the drive towards generating actual growth.

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If you're a single individual or 100,000 manned organisation; contact us for a revolution in organisational management.

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