Introduction
Cisco company has faced many problems due to its traditional organizational structure. However, the intention of the management is to make some changes in the structure to redefine the decision-making process and overall organizational efficiency. A participative decision-making process is a good approach for the company to make the difference.
1-How has Cisco changed its structure and control systems?
The traditional structure of the company was controversial due to its backward decision-making approach. The structure depicted the command-and-control system in the company, which enabled the dominance of the management of the company in different business sectors. The top ten managers of the company use to make different decisions for different business processes. Opportunities for low-level managers and employees were sidelined by the top management. Due to command-and-control structure, it was tough for the company to streamline different ideas and make the difference in both internal and external business processes. Thus, the structure was changed due to the new approach, introduced by John Chamber. As far as the structure and control system of the company is concerned, the participation of low-level managers and employees in the decision-making process is in the limelight. The company management can derive different business and market insights through the collaborative decision-making process. Obviously, it seemed a huge shift from the mechanistic structure to an organic structure. This shift regarding the structure was purposeful, as the company wanted to streamline new ideas and innovations in an effective and lucrative manner. Cisco initiated this change process, and due to the effective implementation plan, it was quite successful. Change in organizational structure has created the possibilities of effective control of the management (Peljhan & Tekavcic, 2008).
2-Relate Cisco’s changes to its control and evaluation systems to the stages of growth in Greiner’s model.
The Greiner’s model depicts the growth of the company regarding different direction. For Instance, the growth has been enhanced in this company through the streamlining different ideas, derived from the bottom-line of the company. Also, the growth through direction has been justified in this company, and the management directs different decisions to create the impact on the business process. Also, through delegation, the participation of lower management in the making process helped different groups and teams to execute these ideas in both, long and term business strategies. Coordination has been justified in this company through sharing responsibilities and collaborations. Growth through coordination seems rapid in the company, and the management looked up to it to take benefits. The growth, collaboration is triggered by the development of different products. Teams are to collaborate in an effective manner to meet the business objectives in this new organic structure. In a short, it can be said that Greiner’s model is the best tool to evaluate the organizational structure and success of the Cisco (Rocca & Snehota, 2014).
3-Go online and investigate how Cisco’s new approach has worked. How is it continuing to change its structure and control systems to solve its ongoing problems?
The new structure and control systems have been implemented successfully by the company. It has been revealed that the company has embraced this change effectively. For Instance, the culture of work delegation regarding decisions and strategy making process has been changed. People, at the low level in the company, streamline different ideas and make decisions in the best interest of the company. The role of the top management is only to make different policies regarding the business process. In this organic culture, it has been observed that some new roles and responsibilities are defined or identified for all key stakeholders of the company. People in this company are not dependent, and they can make different decisions at their own will. With the perspective of the management, the role is changed due to some new leadership traits. New leadership traits are roles defined to identify different issues in the business process and guide all stakeholders to make right decisions. All new products, which have been developed by the company, are integrated with some ideas. The organic approach worked for the company, and it enabled the best control on different business divisions. The management attained the business sustainability through this approach, and it is going to be sustained for a long run. Change in organizational structure has enhanced the opportunities for the manage to keep control on the ongoing problems in the organization (Rocca & Snehota, 2014).
Conclusion
In end, it is to conclude that redefined structure and control system of the company has helped to identify different problems. In the contemporary business, some change interventions are necessary to make different outputs predictable. Cisco has done well in this regard, and obviously, this change can also help the company to sustain the business for a long run.
References
Peljhan, D.j., & Tekavcic, M.k. (2008). The Impact of Management Control Systems – Strategy Interaction on Performance Management: A Case Study. Organizacija, 41(5), 174-184.
Rocca, A. L., & Snehota, I. (2014). Value creation and organisational practices at firm boundaries. Management Decision; London, 52(1), 2-17.
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