Organizational Structure: How Companies Design, Choose, and Change Their Org Charts (Paperback) (ISBN-13: 9798184807478)

Three things happen to companies that never design their structure on purpose.

Decisions crawl through five approval layers while competitors ship.

Your best people quit - not for money, but because nobody can tell them who owns what.

The org chart turns into fiction: the real company runs on workarounds, favors, and threads nobody can audit.

None of this is bad luck. Structure decays by default. Every new hire, every "temporary" reporting line, everyreorg-by-panic adds another patch - until the structure nobody chose is the one choosing for you.

This book stops all three.

The frameworks that map to each:

• The Grouping Decision Framework - stops the first. Functional, divisional, matrix, or hybrid, chosen onevidence instead of fashion, so decisions stop dying in the layers.
• The Integration Toolkit - stops the second. RAPID decision rights and role charters give every person aclear owner and a clear seat - the reason your best people stop leaving.
• The Business Case Method - stops the third. A written reason for every structural change, so the charton the wall stays the company that actually exists.
• The Transition Roadmap - sequences all three into a change people survive, because they hear it fromyou, not from a leaked deck.

57 ready-to-use templates inside - scorecards, decision matrices, role charters, communication plans -every one on the page, none behind an email wall.

Mike Pritula has spent 20+ years in HR leadership and teaches organizational design to students in 185countries.

The standard academic guide to the same subject costs over $50 and reads like a textbook; a consulting firmwill redesign your org for the price of a new car. This is the same system, for less than lunch - or pay the realprice in eighteen months of stalled decisions, lost people, and a chart nobody believes.

Don't wait for the next quarter where the structure fails you in public. Fix it on purpose.