'Microsoft Organizational Growth & Control Study Essay\r'

'Microsoft has been a highly influential and instrumental organization of change during our lifetime. At clock we praise these innovations, and at times we’ve cursed it. The regimen has tried to correspond it. Organizations have tried to model it. By no means has this association had an flourishing time. Organizational fruit goes done wooden legs, distri exclusivelyively culminating in a crisis stage which must be bastinado in order to continue produce. Let’s approximate how Microsoft met these challenges. 1.Relate Microsoft’s problems with its guard and evaluation systems to each of the stages of growth in Greiner’s model. In stage 1 of Greiner’s model of organizational growth, ‘growth through and through with(predicate) creativity’, ‘the norms and values of the organizational finish, sort of than the hierarchy and organizational grammatical construction, control people’s behavior’ (Jones, 2010, p. 315).\r\nFor Microsoft, the control and evaluation systems were likely drive directly by bankers bill Gates and capital of Minnesota Allen, where Bill reviewed continued programming as comfortably as leadership during the first five eld of the business. In stage 2 ‘Growth through direction’ Microsoft partnered with IBM to provide its PC-DOS operating system to the IBM PC (â€Å"Bill Gates,” February 18, 2012, p. 1). Luckily Bill maintained the OS copyright, which created a differentiation surrounded by hardware and package in the grocery storeplace and propelled Microsoft to one of the first corporations to market in the software space. At this point Bill moved from startup to established corporation and decreed his senior management squad, and situated the corporation in Redmond, chapiter. In stage 3 ‘growth through delegation it’s likely that the subtle acidulate groups described in this case for analysis study was forming and perform ing.\r\nInnovation was delegated to these teams and control functions of the performance reviews were tied to the team structure. Performance was likely directly tied to the tax income of the product the team was contributing too, and likely as distributed. This is typically the case when the company is thriving. So too, the ‘crisis of control’ that accompanies this stage led to the performance management changes that caused bar for the Vista release, political stress, and deterioration of team dynamics (Jones, 2010, p. 330). For stage 4 ‘growth through coordination’, senior Leadership likely stepped in to reassume control and evaluate the situation to make appropriate corrections to force back on track. I lived in Washington State at that time and had many colleagues that worked at Microsoft.\r\nAs the text states, Microsoft was very secretive somewhat its information, but I do know that thither was a significant amount of reorganization and excoriat ion that accompanied whatever changes they made during that time. There was big emphasis placed on getting the undermentioned product releases out the door in timely fashion, and although there appeared to be an elevated amount of bugs in the release, timelines did improve. 2.Microsoft today is most likely in the growth through collaboration stage. How do you recommend it changes its structure, culture, and control systems to solve its problems at this stage? At this stage in Greiner’s model ‘growth through collaboration’, Microsoft should begin to focus efforts for more coordination between levels of the organization.\r\nThe product team structure that Microsoft utilizes should stay intact, but the management action with teams should be less unbending and more supporting. Time to market and customer take are paramount, and policy and process must agree quick response in support of these goals. The small team structure that made Microsoft the considerable company it is should be maintained. This composition supports an organic organizational structure that is advised at this stage to be in full effective and keep costs low.\r\nMicrosoft has transitioned through Greiner’s model of organizational growth and amassed billions in earn despite standard periods of crisis. This shows that the organizational structure and culture of Microsoft is one of strength and discipline to make adjustments as needed to continue its dominance in the marketplace. And as organizations change, the culture and its employees must adjust as well. many a(prenominal) innovative businesses have been spun off or benefitted from those employees that unyielding not to stay. For better or worse, that company has provided great gain to the technical revolution of our time.\r\nReferences\r\nBill Gates. (February 18, 2012). In Bill Gates. Retrieved February 18, 2012, from http://en.wikipedia.org/wiki/Bill_Gates Jones, G. R. (2010).\r\nOrganizational Theory, D esign, and Change (6th ed.). Upper tear River, New Jersey: Pearson Education Inc.\r\n'