Establishment

corporations

The Establishment of corporations

Having first established a purpose, an organisation commences on the creation, development, evolution, of product and services. This is then followed by the creation and operation of it's organisational structure, systems, processes and policies, in accordance with production, management, economics, viability and profitability.

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 roles, responsibilities and functions. The complexities, the variabilities of human participation, human performance and judgement are incorporated for future proofing all organisational systems and protocols.

The following are some of the points of consideration in the development of organisational processes;

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.

We work with organisations to optimise structure and operations to be fast, efficient, thorough and powerful.

THE MODEL

ORGANISATION

Modelling for Organisations and Operations

EVOLUTION OF ORGANISATIONS

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.

HISTORICAL ORGANISATION OF STRUCTURES

Historical structures have previously included many different forms;

Functional structure.
Divisional structure.
Matrix structure.
Flatarchy structure.

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

FUNCTIONAL

The functional structure divides a group into smaller group based on organisational functions such as marketing, treasury, production and management.

DIVISIONAL

Many larger organisations that have diversified into various different commodities, have also separated from each other based on the handling of each commodity.

Matrix

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.

FLATARCHY

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

Xecology Standard Form and Structure

An overview on what we deliver;

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.

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

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.

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.

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.

Organisational Policy and Administrative Processes

An organisation won't expand on it's own, no matter how good 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; i.e.: all sections of the organisation operating 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 individual and coach each of their skills to perform their role standardly in a standard form organisation.

Executive Intra Networks

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 hierarchy, 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.

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.

Structured Growth

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.

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