Star Model

Galbraith’s Star Model constitutes a framework designed to take a holistic approach to organizational design analysis. The model divides an organization’s design into five major components labeled Strategy, Structure, Processes and Lateral Capability, Reward Systems, and People Practices. Each point on the Star Model represents one of these five components. (Figure 5).

Galbraith et al. establish a systematic process in which the strategy of an organization sets the framework for all design decisions and becomes the basis for designing the organization in a logical way. The strategy becomes a future vision that clarifies the things that need to be changed and the things that need to be preserved to accomplish the vision. Galbraith stresses the importance of fully understanding how the organization is operating in its current state in order to achieve the future state.39 _{For the} purpose of this study, only the Strategy, Structure, Processes and Lateral Capability components are utilized. The People Practices and Reward Systems components are beyond the scope of this research project, but are presented in Appendix B.

37 _{Jay Galbraith, Diane Downey & Amy Kates, Designing dynamic organizations: A hands-on guide} for leaders at all levels. (New York: Amacom, 2002), 24.

38 _{Richard Burton, Geraldine DeSanctis & Borge Obel, Organizational design. (New York:} Cambridge University Press, 2006), XV.

39 _{Jay Galbraith, Diane Downey & Amy Kates, Designing dynamic organizations: A hands-on guide} for leaders at all levels. (New York: Amacom, 2002), 24.

Figure 5. Galbraith’s Star Model40

a. The Strategy

The first of five points on the Star Model is the Strategy point. Considered the cornerstone of the design process, the strategy must be clear and agreed upon by leadership teams so shared criteria exists during decision making processes. It represents a broad term that sets the direction that the organization will take based on its vision, mission, short and long-term goals. The design criteria that result from defining the Strategy point are structured by organizational capabilities such as skills, processes, technologies, and personnel abilities, which are sources of competitive advantage that help to achieve the desired strategy.41

40 _{After Ref. Jay Galbraith, Diane Downey & Amy Kates, Designing dynamic organizations: A hands-} on guide for leaders at all levels. (New York: Amacom, 2002), 2.

41 _{Jay Galbraith, Diane Downey & Amy Kates, Designing dynamic organizations: A hands-on guide} for leaders at all levels. (New York: Amacom, 2002), 3.

Strategy

Vision Direction Competitive Advantage

Structure

Power and Authority Reporting Relationships

Organizational Roles

Processes and Lateral capability

Networks, Processes Teams, Integrative Roles,

Matrix Structures

Reward Systems Goals, Scorecards & Metrics

Values and Behaviors Compensation/Rewards People Practices

Staffing Selection Performance Feedback Learning and Development

b. The Structure

The Structure point of the Star model defines the location of formal power and authority within the organization, as well as internal components (departments, divisions, and workcenters), their hierarchy and relationships. Differentiation of internal components is established around functions, products, markets or geographical locations, and then arranged hierarchically based on management and decision making capabilities. In this respect it is important to understand the interdependencies that exist between subunits such as departments or divisions so cross-functional teams can be implemented effectively. In a typical organization structure is represented by an organizational chart.

c. Processes and Lateral Capability

Processes and Lateral Capability must be identified and made part of the design in order to overcome barriers to collaboration that are inherent to organizational architectures. Integration of information and decision making through technological networks, interpersonal actions, teamwork, lateral processes become the binding force that brings and keeps an organization working together. Lateral processes can be defined as cross-organizational, formal or informal processes that can remain in place for years or be flexible enough that they can be regularly reconfigured. They are designed to connect and team-up the right people, regardless of position, to solve problems and create opportunities for the organization.

Galbraith et al. suggest assessing each component of the Star Model in a particular way. The Strategy component suggests a picture of the future for the organization but in order to achieve this, a complete understanding of how the organization operates in its current state is necessary. Understanding the organization in its “as is” state can be accomplished using the following three activities:42

• Translating the strategy into design criteria. This is done in three steps: 1. Identify Success Indicators

42 _{Jay Galbraith, Diane Downey & Amy Kates, Designing dynamic organizations: A hands-on guide} for leaders at all levels. (New York: Amacom, 2002), 24.

2. Understand the Value Proposition 3. Determining the Design Criteria

• Clarifying limits and assumptions. Identify limits or boundaries that determine what is and what is not included in the design process

• Assessing the current state. Done through interviews, focus groups and/or surveys

The Structure component refers to the formal organization of personnel and work into defined units. Galbraith et al. propose taking the following five steps in determining the organization’s structure:43

• Select a structure that is most likely to support development of required organizational capability

• Define new organizational roles in the structure and clarify the points of interface among them

• Reality test the design

• Determine a process to involve others in mapping the design • Set up a governance structure to move the design process forward

Lastly, Galbraith et al. suggest that Processes and Lateral Capability be assessed by defining the following five types of capabilities in the organization:44

• Networks used to coordinate work informally

• Lateral Process used to move information and decisions in a formalized flow • Teams that can work interdependently and share responsibility for outcomes • Integrative Roles or positions that coordinate work across the organization • Matrix Structures

43 _{Jay Galbraith, Diane Downey & Amy Kates, Designing dynamic organizations: A hands-on guide} for leaders at all levels. (New York: Amacom, 2002), 60.

44 _{Jay Galbraith, Diane Downey & Amy Kates, Designing dynamic organizations: A hands-on guide} for leaders at all levels. (New York: Amacom, 2002), 136.

The Star Model provides a comprehensive and holistic framework on which to define and construct the different components of the organization. The complete design and analysis of a dynamic organization using all available components of the Star Model requires a significant amount of research to collect all the necessary information, and does not constitute the purpose of this study. As stated previously, the focus of this study is to make an assessment of selected components of the organization; and therefore, only the Strategy, Structure, and Processes and Lateral Capabilities components of the framework are used. In addition to the Star Model, this study extensively uses Burton et al.’s Five Step Approach of Organizational Design to assess important aspects of the FRCSW Components Department current organizational design.