Lattice organizations allow workers to work flexibly and to achieve a work-life balance.
Kathrin Ziegler/Photodisc/Getty Images
Corporations can be organized in different ways. The traditional corporate structure is a ladder shape, or hierarchy. In a ladder structure, there are many layers of organization and management, with the people at the top of each layer making the major decisions and the workers having little responsibility. In contrast, a lattice organization is structured so that work is largely self-directed and self-managed by individual workers.
Description
A lattice organization allows multiple work and career pathways, and lacks the traditional top-down hierarchy. For example, allowing all workers to participate and contribute to development of new projects and allowing workers to work remotely or on flexible schedules. Lattice organizations also allow employees to move laterally through the organization, changing positions so that they can gain knowledge about all aspects of operations.
Lattice Model
A lattice organization uses a lattice model that consists of three lattice ways: careers that can be organized to suit the needs of individual workers; flexible work scheduling that allows workers to achieve a work-life balance by taking on more or less responsibility; and full participation – providing ways for workers to contribute ideas and suggestions in every area of the company.
Benefits
A lattice organizational structure allows corporations to become more flexible and to adapt more quickly to changing market conditions. Lattice organizations are also able to take better advantage of their talent pool. By giving workers more responsibility, and the opportunity to change their work patterns to balance their work and home life, lattice companies have better worker retention and greater productivity.
History
The idea of a lattice organization was first put into practice in 2005 at Deloitte, where management pioneered the idea of mass career customization to replace flexible working arrangements. This program allows workers at Deloitte to organize their level of responsibility at work to match their personal needs – employees who need to "dial down" can move to positions with less responsibility, then "dial up" again when they wish. The company found this approach so successful that they began to recommend it to their clients.
Customization
Lattice organizations allow employees to customize their careers as they need. Lattice ways to build careers offer multiple paths for learning and growth. Mike Davis, senior vice president of global human resources at General Mills, describes this customization in a CNBC article as mixing and matching “cross-functional assignments, cross-country assignments, people taking time off for personal leaves and then coming back. It’s really quite varied.” Increased collaboration is another hallmark of lattice organization. For example, AT&T created a mass-participation system allowing any employee to contribute ideas and then work on the resulting projects.
Lattice organizations allow workers to work flexibly and to achieve a work-life balance.
Kathrin Ziegler/Photodisc/Getty Images
Corporations can be organized in different ways. The traditional corporate structure is a ladder shape, or hierarchy. In a ladder structure, there are many layers of organization and management, with the people at the top of each layer making the major decisions and the workers having little responsibility. In contrast, a lattice organization is structured so that work is largely self-directed and self-managed by individual workers.
Description
A lattice organization allows multiple work and career pathways, and lacks the traditional top-down hierarchy. For example, allowing all workers to participate and contribute to development of new projects and allowing workers to work remotely or on flexible schedules. Lattice organizations also allow employees to move laterally through the organization, changing positions so that they can gain knowledge about all aspects of operations.
Lattice Model
A lattice organization uses a lattice model that consists of three lattice ways: careers that can be organized to suit the needs of individual workers; flexible work scheduling that allows workers to achieve a work-life balance by taking on more or less responsibility; and full participation – providing ways for workers to contribute ideas and suggestions in every area of the company.
Benefits
A lattice organizational structure allows corporations to become more flexible and to adapt more quickly to changing market conditions. Lattice organizations are also able to take better advantage of their talent pool. By giving workers more responsibility, and the opportunity to change their work patterns to balance their work and home life, lattice companies have better worker retention and greater productivity.
History
The idea of a lattice organization was first put into practice in 2005 at Deloitte, where management pioneered the idea of mass career customization to replace flexible working arrangements. This program allows workers at Deloitte to organize their level of responsibility at work to match their personal needs – employees who need to "dial down" can move to positions with less responsibility, then "dial up" again when they wish. The company found this approach so successful that they began to recommend it to their clients.
Customization
Lattice organizations allow employees to customize their careers as they need. Lattice ways to build careers offer multiple paths for learning and growth. Mike Davis, senior vice president of global human resources at General Mills, describes this customization in a CNBC article as mixing and matching “cross-functional assignments, cross-country assignments, people taking time off for personal leaves and then coming back. It’s really quite varied.” Increased collaboration is another hallmark of lattice organization. For example, AT&T created a mass-participation system allowing any employee to contribute ideas and then work on the resulting projects.
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