HAF assesses each organization’s framework and organizes a change in the business framework model to accommodate sustainability through engagement and human fulfillment.

Due to the market’s instability, it is best to organize an organic cultural change into the organization’s framework to stabilize and sustain workforce. Due to the current problematic workforce health safety concerns, mental stability challenges and Gen Z due to occupy a larger workforce population it is best to begin an organic cultural change process to guarantee sustainability in the near and further future.

HAF recommends the utilization a strong organic framework with agreed functional mechanistic framework to achieve the sustainability changes desired more easily.

Organizational structure is a type of framework used in businesses. Its purpose is to find the most effective way to delegate roles, power, and responsibilities to its employees and departments.

It also controls and coordinates how information flows between different departments and levels of management in an organization. Having a proper organizational structure will allow a company to implement better operating procedures, and dictate which employees help in making decisions or shaping the organization. Based on an organizations goals and objectives it may be structured in many ways

HAF begins with these questions to expand the business owner, leaders, or management awareness of the importance of the business framework model:

1. Will your business sustainability strategies guarantee your required business needs if the market instability continues?
2. Are you sustaining workforce needs currently and into the future?
3. How will your structure work successfully with Gen Z workforce?
4. Is your structure flexible to adapt quickly to the market rate of changes today and in the future.
5. Is the problem the structure or the way management is managing it?
6. Does the structure match out strategy?
7. Has organization design been compromised due to accommodating to personalities?

Mechanistic and Organic Design

The “mechanistic” organization’s framework

Mechanistic structures are mainly for companies that operate in a stable environment, use a centralized approach of authority, and maintain strong loyalty for management. Organizations that use a Mechanistic type of structure generally do not need to change or adapt their structure. This is mainly due to lack of innovation, creativity, and quick decision analysis not needed. Examples of organizations using Mechanistic structures include colleges and universities. If you think about it, they have long and strict registration procedures, rarely have to adapt or change in order to keep students enrolling, and most students tend to maintain high loyalty or obedience toward their instructors.
Key take-aways:
– Belief upper management is better capable of making decisions
– Management instructions must be followed
– Communication and control must proceed through hierarchical routes
– More emphasis toward completing a task opposed to achieving company goals
– Employees are more jobs specialized and placed into certain departments
– Low differentiation of tasks

Mechanistic Structures Include:

The “Organic” organizational framework

Organic structures are used in organizations facing unstable environments and must possess the ability to change accordingly. They have the ability to process, analyze, and distribute information and knowledge very quickly. This ensures that they stay competitive against other businesses. Businesses using Organic structures need to communicate effectively and quickly by spreading information. This is done by departments and different functional areas being closely integrated with one another. Also, by implementing decentralized decision making, employees of lower ranking will have the ability to make important decisions. This will help empower employees leading to greater creativity and better problem solving. Google Corporation is a great example of an Organic structure-based business.
Their employees are encouraged to use creative problem-solving skills and develop new products.

Organic Structures Include:

– Large network of authority, control, and communication
– Problem solving is encouraged by all employees
– Employees are more goals oriented than job orientated
– Employee empowerment is encouraged

The structure of an organization will dictate how people interact with each other and their relationship of roles in the organization. If a structure is outdated or not implemented correctly in a business, it will lead to many problems. These include conflict among employees or departments, confusion of employee roles, and lack of communication / coordination among departments.

In the past managers have simply tried to reorganize or work with the current structure of a business rather than addressing the necessary issues. This could lead to greater complexity rather than solving structural flaws.