P201052_Sachin Shekade

MT Paper- MO

1.
a. Did the initial Implementation Strategy seem to be sensible? The Holacracy
Implementation did not work out as well as desired. Were the difficulties that arose
predictable? What should Foster have done to pre-empt them?

The implementation strategy of Holacracy at iQmetrix is not sensible considering the nature of
the organization structure company was following earlier. Matrix on which the Implementation
of holacracy is considered to be complete was inadequate. Foster planned that holacracy
Implementation was complete once each circle completed its first tactics meeting. These types
of meetings are already conducted in the company prior to the Implementation of the
Holacracy. So, considering this as a complete matrix was not the right decision.
Difficulties that rose during the Implementation of the Holacracy in iQmetrix were predictable.
As mentioned in the case, the main work focus area of the employees was their personal tasks
and goals. This was one of the big roadblocks in the Implementation of the holacracy in the
company.
This prolonged for the employees to understand their role in holacracy circle. Employees tried
to mimic the organization structure while working that existed before Implementation of the
holacracy. This resulted in difficulty in coming out of the old organization structure and
ignorance towards the bigger picture.
Employees planned their work as per their individual goals and objective and most often found
missing the organization level mission and objectives. Company witnessed mixed results during
the Implementation of the holacracy, some part witnessed massive unplanned outage or
employees found to be cheating. Hero culture was already existed in the company.
People found to confused between earlier organization structure and holacracy.
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b. Was the strategy for roll out naïve? What, if anything, should Foster have done
differently?

Yes, the strategy of the rollout was naïve. Implementation of the holacracy is need to be done
after understanding the company work culture and segment in which the company is
operating. Foster planned that holacracy Implementation was complete once each circle
completed its first tactics meeting. The key part of the holacracy Implementation is to
understanding employees and making sure holacracy implementation is necessary. If not done,
Implementation may result in major disruption in the operations. As said by Robertson,
Holacracy requires to change the company meeting practices so that every employee needs to
go training to understand the holacracy. This is the one of the area in which foster could have
made changes. Training for the holacracy Implementation was missing. Foster assumed that
changing the meeting structure and roles and responsibilities will move company from old
structure to holacracy. It is necessary to understand that holacracy is not for all the companies.
This needs to be checked before Implementation.
Understanding peers companies work structure is also plays crucial part in the Implementation
the of the holacracy.
After understanding the four issues foster mentioned in the, immediate action need to be
taken to tackles the issue. Employees were not able to differentiate between Holacracy and old
organization structure. They linked different aspect of holacracy to earlier practices and
continued to follow same. This are the few changes Foster could consider while
Implementation.
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c. The Lead link roles seem to be problematic. What are some of the drawbacks of using
former managers in these roles? How can lead links be encouraged to perform their
role, but not make decisions that others should make?

The major drawback of using former managers in lead roles is that, employees continued to
follow earlier hierarchy in the organization. One of the important aspects of the Holacracy is
that every one is on same level in circle and there is no hierarchy in the circles. Selecting
former managers will defeat the purpose of the holacracy Implementation. Employees will be
deferred decision to the mangers but in actual practice the role of lead link is to administer the
circle. People found it difficult in making decision in area in which they are not responsible

d. How should Foster have dealt with the “heroes” – those who wanted to pursue and
deliver an overarching solution to problems rather than have individuals propose
solutions to each problem individually?

Foster should encourage the Heros who wanted to pursue and deliver the overreaching
solutions but at the it is necessary to implement measure so the they don’t neglect their
individual roles and Problems. Encouraging them will help employees to look at bigger picture
at the same time completing individual objectives.
 P201052_Sachin Shekade

2. What are the primary differences between an organic and a mechanistic organization design?
Which type of organization do you think would be easier to manage? Discuss

Mechanistic Organization Organic Organization

 Employees works separately on individual
well defined tasks/objective.
 Organizations hierarchy is clearly defined
 Decision are passed to the lower level then
lower level will understand what needs to be
done.
 Employees work together to find the best
possible method to carry out the work.
 Work groups/teams and task forces are the
major integrating mechanism.
 Organization structure is decentralized
which indicated lower level can make
decisions

 There rules and guideline are being laid that

employees need to follow
 Most communication is top to bottom and
authority is with top management
 Employees get the independence to solve
the problems by contacting other team
members. Employees adjust their roles in
the department as per the requirement of
the objective
 Authority is given to all levels in the
organization and communication is lateral.

Mechanistic Organization are easy to manage as most power is with the top management and
decision making is done from one point. This will guide the organization to achieve the organization
goal easily. This can be implemented in the organization with limited scope of innovation, repeated
process, less no of employees.
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3. What are your top five key learnings from the course so far? Elaborate, using examples from
class discussions and readings?

a. Organization structures

One of the key learning so far for me is the different organization structure. Cases like
Zappos, Vittala, Amoeba give me the perspective of the how different organization
operates with different organization structure. Advantage and drawback of each
organization structures.

b. Problems in changing organization structure

What are the different difficulties companies faced during the implantation of the
structure changes that I learned from the zappos case and session

c. Problems in changing the perspective about the company

Vittala case give me good understanding of the why it Is important to change the
perspective about the company to be profitable.

d. Company can fail at any time unless necessary measure are not taken
e. Why is it important to understand the employees opinion to manage organization
successfully.

Declaration

I Sachin Shekade hereby certifies that I have not used any unfair means while answering the paper