Microsoft Organizational Growth & Control Study Essay

Microsoft has been a highly influential and instrumental organization of vary during our lifetime. At times we praise these innovations, and at times weve cursed it. The organisation has tried to cut back it. Organizations have tried to imitate it. By no means has this company had an easy time. Organizational growth goes through tiers, each(prenominal) culminating in a crisis degree which moldiness be overcome in order to continue growth. Lets evaluate how Microsoft met these challenges. 1.Relate Microsofts problems with its control and evaluation systems to each of the stages of growth in Greiners model. In stage 1 of Greiners model of organisational growth, growth through creativity, the norms and values of the organizational culture, rather than the hierarchy and organizational mental synthesis, control hatfuls behavior (Jones, 2010, p. 315).For Microsoft, the control and evaluation systems were likely driven now by Bill Gates and Paul Allen, where Bill reviewed continue d scheduling as well as leadership during the first five years of the business. In stage 2 Growth through direction Microsoft partnered with IBM to allow for its PC-DOS operating system to the IBM PC (Bill Gates, February 18, 2012, p. 1). Luckily Bill keep the OS copyright, which created a differentiation between hardware and software in the marketplace and propel direct Microsoft to one of the first corporations to market in the software space. At this point Bill moved from startup to established corporation and prescribed his senior management police squad, and situated the corporation in Redmond, majuscule. In stage 3 growth through delegation its likely that the weakened work groups described in this case for analysis story was forming and performing. trigger was delegated to these police squads and control functions of the performance reviews were tied to the team structure. Performance was likely flat tied to the revenue of the product the team was contri stilling too, and likely equally 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 difficulty for the Vista release, political stress, and deterioration of team dynamics (Jones, 2010, p. 330). For stage 4 growth through coordination, Senior leading likely stepped in to reassume control and evaluate the situation to make leave corrections to get back on track. I lived in Washington State at that time and had many colleagues that worked at Microsoft.As the textual matter states, Microsoft was very secretive about its information, but I do subsist that there was a significant amount of reorganization and attrition that attended whatever changes they made during that time. There was extensive emphasis placed on getting the following product releases out the door in apropos fashion, and although there appeared to be an elevated amount of bugs in the release, timeli nes 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 Greiners model growth through collaboration, Microsoft should begin to counselling efforts for more coordination between levels of the organization.The product team structure that Microsoft utilizes should stay intact, but the management action with teams should be less rigid and more supporting. clipping to market and customer needs are paramount, and policy and process must accommodate quick response in support of these goals. The small team structure that made Microsoft the great company it is should be maintained. This composition supports an ingrained organizational structure that is advised at this stage to be full effective and keep costs low.Microsoft has transitioned through Greiners model of organizational growth and amassed billions in profit despit e standard periods of crisis. This shows that the organizational structure and culture of Microsoft is one of strength and discipline to make go downments as demand to continue its dominance in the marketplace. And as organizations change, the culture and its employees must adjust as well. Many innovative businesses have been spun off or benefitted from those employees that distinct not to stay. For better or worse, that company has provided great gain to the technical revolution of our time.ReferencesBill Gates. (February 18, 2012). In Bill Gates. Retrieved February 18, 2012, from http//en.wikipedia.org/wiki/Bill_Gates Jones, G. R. (2010).Organizational Theory, Design, and Change (6th ed.). f number Saddle River, New Jersey Pearson Education Inc.