The Shackleton’s Antarctic expedition, from 1914 to 1916, is a compelling story of leadership when disaster strikes again and again. In words of David Foster Wallace, Real leaders are people who help us overcome the limitations of our own individual laziness and selfishness and weakness and fear. Q1;- Has designing and leadership at Learning Lab Denmark been effective so far? Why/Why not? What about Organizational Culture?
A1:- Organizational design is the pillar of any organization. It is the deliberate process of configuring structures, processes, reward systems, and people practices to create an effective organization capable of achieving the business strategy. It is ongoing process and simply a vehicle for accomplishing the strategic tasks of the business. A well-designed organization helps everyone in the business do his/her job effectively. A poorly-designed organization (or an organization by default) creates barriers and frustrations for people both inside and outside the organization. Organizational design affected by few key factors, which are: 1. Strategy
Learning Lab Denmark was the "Research and Development Institute" which was established by the help of Danish Ministry of Business and Industry, the Ministry of Research and the Ministry of Education and the Private sectors. Like every organization, in LLD, there was an Organizational design to perform its job smoothly. In that organization, there was a central unit which conducted all the the jobs like Management, Communication and Culture activities called "Secretariat". It was an independent organization but affiliated with the Danish Pedagogical university (DPU). In LLD, there were two senior managers, one was managing director and other was a research director. Research director was responsible for research jobs which were going on in all Consortia. The MD was to report to the boards and to oversee the organization's daily operations. There were six consortia where in each consortia, a Consortium Director was deputed and under which many employees were working on different projects. The Consortium were : Math and Science (MS)
Neuroscience, Cognition and Learning (NCL)
Play and Learning (PL)
The Creative Alliance (TCA)
Workplace Learning (WL)
Tools for the Knowledge Based Organization (TKO)
There was a dpartment under secretariat for sharing all the information and ensure an effective network of communication within LLD. It shared all the learnings between all Consortia and between Consortia and Secretariat. It also support to LLD by developing a consortium's website. Secretariat also focused on the organizational culture whether is was followed or not.
In my view, the Organizational design and leadership both were not so effective due to that Organization failed to perform. If we consider the basic key factors of Organization design, we will find; 1. Startegy - There was lack of strategy. What we have to do and what will be the tentative time frame of completion of job. There was lack of experienced employees so that they couldn't make proper strategy. 2. Environment - There was no favourable work environment. Leaders were not able to communicate properly. Each consortia was doing his own way. There was ego issue between two different departments and both were avoiding each other instructions. 3. Technology - This was the research institute so the first thing which was required, adequate knowledge, experienced expertise, upgraded technologies. There was lack of all these things which led to fail the organization. 4. Human Resources – The HR management was handled by DPU so there was big gap between the actual scenario inside the LLD and action taken by DPU. DPU was not involved directly and there was no perfect communication networking between LLD and DPU. There was big dissatisfaction in the employees of LLD. One of the reasons to fail the LLD was weak leadership. In the case...
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