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Lattice method example11/12/2023 offers a case example of the lattice model in practice: while it has incorporated some structure as its grown and developed, the company largely retained an emphasis on worker connection, self-organization, and decentralized management. Full participation – providing ways for workers to contribute ideas and suggestions in every area of the company. Flexible work scheduling that allows workers to achieve a work-life balance by taking on more or less responsibilityģ. Careers that can be organized to suit the needs of individual workersĢ. This characteristic allows lattice organizations to be more adaptive “as specific needs arise.” Īccording to Lisa Magloff at the Houston Chronicle, the lattice organization model consists of three "lattice ways":ġ. “everyone can – and indeed, is expected to – contribute.” ģ) Teams and the objectives that guide them are self-made. This characteristic is meant to encourage every member of a lattice organization use their own leadership skills in constantly changing teams. This characteristic encourages more collaboration, something which has proven to be increasingly useful in today’s workplace environments in which non-routine, dispersed, virtual, and project-based work is common. Core to the lattice method is:ġ) Direct person-to-person communication without intermediaries, enabling all employees to work with each other. Individuals and self-managed teams in the lattice are free to interact directly with anyone in the organization to get what they needed to be successful. In the lattice model, there are no (or, at least, fewer) layers of management, allowing information to flow freely in all directions and normalizing personal communication. In traditional organizations, these connections exist as an informal network of relationships underlying the formal hierarchy. The lattice model was developed to increase connections between workers. How it Works: Process, Interaction, and Decision-Making Here, hiring is a very selective process, with not all individuals able to handle the company’s distinct approach. Gore and Associates, individual factories are prohibited from exceeding 200 employees. Lattice structures are generally kept small to build a close knit and interpersonal atmosphere. He termed it a 'lattice' to emphasize the focus on interconnection. When establishing his company in the 1950s, Gore opted for a decentralized model to ensure every individual in the organization was connected to each other. The lattice model is largely attributed to Bill Gore, founder of W.L. The word ‘lattice’ describes “a three-dimensional structure that extends infinitely in any direction… are evident everywhere from a garden’s wooden trellis to the metalwork of the Eiffel tower.” Thus, it is an apt way to describe a method that produces no hierarchy, free information flow, and collective decision-making. Workers are largely self-directed and are included - to a greater or lesser extent - in major business decisions and project development. The lattice structure of organization management was created in opposition to the traditional ladder model. Traditional business management models use a hierarchy or 'ladder': people at the top make the most important decisions, while people at the bottom have the least responsibilities.
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