Running Head: HEATING AND VENTILATION BUSINESS

Thelma Landeros
Instructor: Dr. Rebecca Lynch
Management Theory I – ORGL 4341
Week 4 Research
Heating and Ventilation Business
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ABSTRACT

Choosing a positive or negative feature about the organization aspect and design include

the degree of specialization, delegation of authority, types of departmentalization and span of

control. Organizing my heating and ventilation business will involve designing jobs that address

the range, depth and relationship of each position within the industry. In this essay, I will

explain the use of the Jay Gal Braith’s Star Model for organizing my company, what would these

changes accomplish and how I will achieve my goal in keeping the HVAC business strong,

updating our technology to improve and be in a proactive environment.

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Organizational structure and design are used interchangeably but have different

meanings. According to Annie McKee in her book Management a Focus on Leaders,

organization design is the process of creating an organizational structure, and the phrase

organizational structure refers to the way labor, communication, authority, and resources are

coordinated to accomplish goals (McKee, Organizaing for a Complex World: Forces Affecting

Organizatinal Structure and Design, 2014). My goal is to keep my business in heating and

ventilation strong by empowering my staff with a 3-year plan. Having the goal as the central

point, I choose positive attitude, leadership, including the features about the general organization

aspect and design for my company. In the first year, come out with a training program, in the

second year buy the shop we now rent, and for the third year to expand research of air

conditioning units. The graph shows the how in design process, using the capabilities of the Star

Model (Figure 3).

Figure 3. Operating Model

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In the first year, my strategy within the Star Model, is to create and maintain an

exemplary training program. At this moment my company includes the following functional

departmentalization and flat organizational structure (Figure 1). With a total of 14 staff members

including the 2 President/Owners, my company will have a mission to provide the best service

and lowest price in our community. Our vision, is becoming the company of choice. Organizing

the business with an engaging atmosphere for employees, in order to promote the best technical

and customer service.

Figure 1. Functional Departmentalization and Flat Organizational Structure

Good leadership includes the organization itself and how the organization is structured.

With this in mind, an all-channel communication network is a powerful instrument that must

flow positively among the staff to obtain maximum flow of information (McKee,

Communication: The Key To Reasonant Relationships, 2014). This will provide and efficient

employee commitment and engagement, by listening to the staff ideas and letting them know that

their contributions are valued. Sadly, the flow of the all-channel network can also negatively

affect the organization since it runs in a chaotic manner. In order to prevent any confusion or

disorganization, I will use persuasion as a valuable tool.

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Part of the training process will be to persuade my employees to strive for enjoying their

jobs. This might sound almost impossible in the business world, where it is all about money.

However, by explaining the rules and regulations of each position, not just thru the human

resources or HR labor laws or workforce data, but thru an individual strategic mentoring role of

each staff member, it can be done. Employee morale is often linked to trust, faith in leadership

and belief in the organizations’ mission and vision. For example, obtaining and communicating

employee engagement information thru quantitative research that is gathering information that

can be converted to numbers, then utilized using statistics and other mathematical tools (McKee,

Leading and Managing For Today And The Future, 2014). I can administer an employee opinion

survey asking the staff to rate the effectiveness of the managerial communication or degree of

trust with or among leaders, which are aspects of moral.

As a future leader, I often think that all my employees will have the ability to positively

influence no matter what formal role they hold within my company. I will include end of year

bonus, plus a monthly gift card certificate incentive. Leading with emotional intelligence, critical

thinking and ethical leadership will measure the success, promote incentives, and team work

among all staff and the overall company environment.

To gain the most benefit from a change in organization, I will go beyond fixing today’s

problem to think about capabilities needed 12-36 months into the future that will differentiate the

business from its competitors (Kates, 2010). In the second year, my goal will be to buy the

building we now rent. This means the need of extra income to purchase the shop without

affecting employees’ income or customer prices. Organizational transformation is part of a

strategic planning, involves setting up meetings throughout the year talking about the goal of the

year, changes along the way, being visible about it by showing presentations of any new
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information, that is, any new technology tools, reviews, including ideas to improve customer

satisfaction about our services. Also, I have to be specific in decision-making, upcoming

contracts, highlighting benefits for all staff, and incorporating incentives.

One tactic in separating my company from other businesses and their products, will be to

focus in customer needs, implementing a strategy differentiator like the use of an App where

customers will be able to set appointments, different methods of payments, verifying when the

technicians will arrive and who is installing or fixing a unit. The App will include a set of

questions for my technician’s safety. For example, if the outside area where the AC unit is

located was recently fumigated with pesticides. This will ensure both customer and staff

satisfaction, reliability and curtesy, something that our business enterprises are missing in these

days.

Building a compelling case for change must be completed with an expanding research in

air conditioning units. A full year of work with significant involvement and leadership attention,

will need a substantial reorganization requiring the making of new capabilities. Tipping points or

decisions where the business recognizes when customers are ordering more smart AC units, or

with new technology included. Once the organization recognizes the new evidence or form of

customer purchase preference, then I start researching for the most up to date technology in AC

units that are reliable and have what the customers need and want.

The Five Milestone Deign Process is a road map to organize and arrange the tasks, that

illustrates the end of a phase of decision making and prepared to move on to the next (Figure 2).

Human resources will be equipped with the design framework that will be explained and utilized

to structure, process, reward, measure and talent every staff member within my AC company

with the objective of a better outcome throughout the entire design and implementation process.
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Figure 2 Jay Galbraith Star Model

In conclusion, using a correct design such as the Star Model will assist in the 3-year goals

for the most effective basic units of organization, forms of power allocation, and cross-functional

teams used, including the features about the general organization aspect and design for my

company. In the first year, come out with a training program, in the second year buy the shop we

now rent, and for the third year to expand research of air conditioning units.
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References

Kates, G. K. (2010). People and Strategy. Designing Strategic Organizations: The New Work of
Executives and HR, 16.
McKee, A. (2014). Communication: The Key To Reasonant Relationships. In A. McKee,
Management A Focus On Leaders Second Edition (p. 129). New Jersey: Pearson
Education, Inc.
McKee, A. (2014). Leading and Managing For Today And The Future. In A. McKee,
Management A Focus on Leaders Second Edition (pp. 133-134). New Jersey: Pearson
Education, Inc.
McKee, A. (2014). Organizaing for a Complex World: Forces Affecting Organizatinal Structure
and Design. In A. McKee, Management A Focus On Leaders Second Edition (p. 294).
New Jersey: Pearson Education, Inc.