Introduction
IDEO Company has a very unique organization structure. Thus, this reflective treatise attempts to explicitly review the organization structure of IDEO Company and how it promotes innovativeness among employees.
Structure of the IDEO Company
IDEO Company exhibits distinctive and unique organization structure that is shaped by the organization’s goals. In advancing organizational learning, the system that helps the organization to avoid the learning disabilities is proactive organization thinking. The company concentrates on systems thinking, mental models, personal mastery, shared vision, and team learning.
From these perspectives, the organizational structure and culture play a significant role in hindering as well as fostering learning in organizations. The IDEO’s chief Kelley asserts that for the self-motivated people, this approach allows them to do much more spectacular things than if you ‘manage’ them.
Other factors associated with inhibiting learning in organizations are inappropriate organizational structures, work pressure, entrenched attitudes towards learning, and emphasis on meeting targets. Fear and resistance to change in organizations that are characterized by high levels of bureaucracy and inter-functional rivalry are the main reasons that impede learning in such organizations.
Fortunately, since every employee in IDEO Company is his or her own boss; the cultural structure of the company has spurred a continuous growth in the competitive market.
On the other hand, IDEO has a learning culture that embraces learning. Hence, this makes it easier to change the practices that might hinder learning in the various departments through devolution of tasks and responsibilities to employees and managers.
Related to changes in organizational structure are the variations in job design and new structures which provide the employees with an opportunity within the work activities. Moreover, the organization exhibits flexibility in its organizational structure that enables jobs to be redesigned thus, facilitating work based innovations.
The IDEO Company has demonstrated that there exists a complex network behind its formal organizational chart. The teamwork based organization structure actually identifies the hierarchy of the organization structure in order to understand the complex network. In addition, it provides myriad illustrations of persuasive importance of problem definition within communication contemporary context. Also, the strategies of investigation, ramification, and elements of the problem definition are addressed.
Technical Communication as a subject has also undergone a lot of metamorphosis due to emerging technology. Other than the economic gains, the company has been able to accrue benefits in the areas of culture and governance in the quest for efficiency and affordability in the present competitive market through collective responsibility strategy.
The driving forces have broken down many physical barriers to worldwide communication which used to limit connectivity in the markets of IDEO Company over long distances. Brand equity has become an essential part of the IDEO business operations on the facets and the need for optimal operation.
IDEO’s brand equity has an essential tool for marketing and communication relationship with clients and market segmentation. This has been made possible by technological revolution and inventions aimed at remodelling efficiency, reducing redundancy, and embracing systematic orientations in their products.
Service blue printing is a technique that management uses to innovate and improve services in a company. The essence of this technique is to come up with several models of a line of activity in a company. These lines need to be customer centric. The IDEO Company has successfully employed the service blue printing technique to sustain innovativeness in its production line. These parts are line of interaction with customer, line of internal interaction, line of visibility and support processes.