Boundaryless Organization Breaking the Chains of Organizational

Question: Discuss about the Boundaryless Organization for Breaking the Chains of Organizational? Answer: 1. The organizational structure best suited for Patagonia is functional. It is because almost all the major decisions of the organization are internally grouped. It is a very small organization with around twelve hundred employees and therefore, do not require a more complex structure in their organization. The company has evolved from using a very simple structure of organization to the current organizational structure, i.e., functional structure. The CEO, Casey Sheahan has taken the responsibility to address the problems or issues of the functional areas of the organization and coordinate the assimilation of every functional area within the organization. The hierarchy continues with the Vice Presidents that include the Vice President of Production, the Chief Financial Officer, the Vice President of Product Merchandising and Design and the Vice President of Marketing. They directly report to the Chief Executive Officer. They work collectively to increase the productivity of the firm . It helps the organizational structure of the company to flatten out. The functional structure of the organization helps it to gain a control over the other firms and their activities. [1]This further helps in increasing the productivity of the company along with an increase in their sales. This is why the organization becomes successful and gain competitive advantage in the target or the potential market.[2] 2. If the company chooses to switch to making of beach and resort ware, the organizational structure would remain just the same. It is because the type of product remains the same. They deal in sports clothing presently. Therefore, if they start making beach ware and resort ware, the hierarchy would remain the same. The departmental heads need to report to the Chief Executive Officer. All the members or staffs of the organization would collectively do the tasks. The senior level of management would supervise the lower level staffs to get the tasks performed. The productivity and sales of the company will increase, as the company will offer variety of products.[3] 3. Patagonia is an employee-centered organization. It believes to satisfy its employee as well as retain them. Therefore, the company adopts every possible measure to keep the employees satisfied to ensure the smooth functioning of the company. However, the company has adopted the decentralized strategy, which says that there are limited departments in the hierarchical process. The head of the department of every department takes the decisions. Most of the time, the employees are not consulted in the decision making process of the organization. The structure becomes flattened.[4] It does not have any specific hierarchy. The senior managers and the officials take the decisions of the organizations. It does not allow everybody to work collectively. This stands as an obstacle in the smooth functioning process of the organization. Therefore, the company has to choose the centralized structure where there is a specific hierarchy of employees or staffs. The employees can actively participa te in the process of decision-making and give their views and opinions on the affairs of the business. This will help in maintaining a harmony among all the employees, which will further have a positive impact on the productivity of the company. This will increase the sales of the company. References Ashkenas, Ron, et al.The boundaryless organization: Breaking the chains of organizational structure. John Wiley Sons, 2015. Burke, W. Warner, and Debra A. Noumair.Organization development: A process of learning and changing. FT Press, 2015. Harper, Charles.Organizations: Structures, processes and outcomes. Routledge, 2015. Stark, John.Product lifecycle management. Springer International Publishing, 2015. [1] Stark, John.Product lifecycle management. Springer International Publishing, 2015. [2] Harper, Charles.Organizations: Structures, processes and outcomes. Routledge, 2015. [3] Ashkenas, Ron, et al.The boundaryless organization: Breaking the chains of organizational structure. John Wiley Sons, 2015. [4] Burke, W. Warner, and Debra A. Noumair.Organization development: A process of learning and changing. FT Press, 2015.