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1、bri75829_ch11.qxd8/13/087:16PMPage340OrganizationalArchitectureCHAPTER11CHAPTEROUTLINETheFundamentalProblemArchitectureofMarketsArchitecturewithinFirmsArchitecturalDeterminantsChangingArchitectureInterdependencieswithintheOrganizationCorporateCultureWhenManagementChoosesanInappropriateArchitect
2、ureManagerialImplicationsEvaluatingManagementAdviceBenchmarkingOverviewofPart3Summaryoundedin1919,BrabantiaisoneofEurope’slargestmanufacturersofhouse-holdproductssuchasironingboards,wastebins,foodstoragecanisters,kitchenFtools,andmailboxes.HeadquarteredintheNetherlandswith850employeesand1998sal
3、esofabout$80million,thecompanyspecializesinsteelandstain-lesssteelutensils.Throughthe1980sand1990sBrabantiafacedincreasedcompetitionforitsproducts.Withthecreationofa“singlemarket”withintheEuropeanEconomicUnion,otherEuropeancompaniesenteredBrabantia’slocalmarkets.AsEurope’spopulationgrowthslowed
4、,thehouseholdutensilmarketbecamesaturated.Andlarge,mass-marketingretailersenteredtheEuropeanmarketdrivingoutBrabantia’straditionaloutlets—smallhouseholdspecialtystores.1Brabantianeedednewproductsandnewchannelsofdistribution.Itneededtobe-comemoreefficient.Ithadhighratesofreworkandscrap,lowlevelso
5、fproductivity,andhighratesofemployeeabsenteeism.Thefirmwasorganizedquitecentrallywithtra-ditionalformalhierarchies,taskspecialization,andafunctionalstructure.Newproductsandprogramswere“topdown”innatureandusuallyexcludedinputfromlower-leveloperationalstaff.Thefirmassesseditsperformancebasedoncost,
6、margins,andmeetingoutputgoals—notonmeasuringqualityorcustomersatisfaction.Payincreaseswerebasedonseniorityandcompanywidepaysettlements.1Sources:“NewFormsofWorkOrganization:CaseStudies,”EuropeanCommission,Directorate-GeneralforEmployment,IndustrialRelationsandSocialAffairs,UnitV/D.3(June1998);an
7、dwww.Brabantia.com.bri75829_ch11.qxd8/13/087:16PMPage341Chapter11OrganizationalArchitecture341Toaddressitsproblemsofincreasedcompetition,shrinkingchannelsofdistribution,lowworkerproductivity,andastaleproductline,Brabantiainstitute
