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I andra fall tycks det\u00a0r\u00e5da \u00f6vertro p\u00e5 nya organisationsboxars\u00a0f\u00f6rm\u00e5ga att l\u00f6sa problem, och m\u00e5nga studier\u00a0visar att majoriteten av alla omorganisationer\u00a0misslyckas med att skapa v\u00e4rde f\u00f6r f\u00f6retaget.\r\n\r\nF\u00f6r Axholmen handlar organisationsdesign om\u00a0att m\u00e4nniskorna i ett f\u00f6retag organiseras p\u00e5\u00a0b\u00e4sta s\u00e4tt f\u00f6r att leverera mot f\u00f6retagets m\u00e5l.\u00a0V\u00e5r erfarenhet visar att en lyckad\u00a0organisationsdesign hj\u00e4lper f\u00f6retag att bli\u00a0framg\u00e5ngsrika p\u00e5 tv\u00e5 s\u00e4tt:\r\n<ol>\r\n \t<li>M\u00f6jligg\u00f6r att f\u00f6retagets l\u00e5ngsiktiga\u00a0strategiska m\u00e5l n\u00e5s, exempelvis \u00f6ka\u00a0innovationen, f\u00e5 synergieffekter vid\u00a0uppk\u00f6p, svara mot ett teknikskifte<\/li>\r\n \t<li>Leder till konkreta finansiella resultat p\u00e5 kort och l\u00e5ng sikt, exempelvis kostnadsbesparingar H\u00e4r delar vi med oss av v\u00e5ra insikter kring en lyckad organisationsdesign.<\/li>\r\n<\/ol>"],"_modules-below-content_3_text-block-description":["group_page_modules_below-content_text-block_text-block-description"],"modules-below-content_3_text-block-buttons":[""],"_modules-below-content_3_text-block-buttons":["group_page_modules_below-content_text-block_text-block-buttons"],"modules-below-content_5_template":["anchor\/default"],"_modules-below-content_5_template":["group_page_modules_below-content_anchor-template"],"modules-below-content_5_anchor":["tretips"],"_modules-below-content_5_anchor":["group_page_modules_below-content_anchor_anchor"],"modules-below-content_6_template":["text-block\/default"],"_modules-below-content_6_template":["group_page_modules_below-content_text-block-template"],"modules-below-content_6_text-block-title":["Fem tips f\u00f6r att lyckas med en organisationsdesign"],"_modules-below-content_6_text-block-title":["group_page_modules_below-content_text-block_text-block-title"],"modules-below-content_6_text-block-image":[""],"_modules-below-content_6_text-block-image":["group_page_modules_below-content_text-block_text-block-image"],"modules-below-content_6_text-block-image-overlay":["0"],"_modules-below-content_6_text-block-image-overlay":["group_page_modules_below-content_text-block_text-block-image-overlay"],"modules-below-content_6_text-block-description":["<h4 style=\"text-align: center;\">1. B\u00d6RJA MED M\u00c5L OCH MENING<\/h4>\r\n\r\n<hr \/>\r\n\r\nOmorganisationer anv\u00e4nds ofta som en sorts universall\u00f6sning. Med tanke p\u00e5 att majoriteten misslyckas, g\u00e4ller det att t\u00e4nka till f\u00f6re. Till att b\u00f6rja med b\u00f6r det, som med all f\u00f6r\u00e4ndring, finnas ett tydligt m\u00e5l med en ny organisationsdesign (se kapitlet ovan). Det b\u00f6r dock ocks\u00e5 finnas indikationer p\u00e5\u00a0att nuvarande organisationsdesign bidrar till\u00a0att m\u00e5let inte kan uppn\u00e5s. Det kan t.ex.\u00a0handla om en decentraliserad ink\u00f6psorganisation\u00a0som \u00e5stadkommer vitt skilda\u00a0resultat i prisf\u00f6rhandlingar.\r\n<h4 style=\"text-align: center;\">2. V\u00c4RDEDRIVET UTAN ATT FEGA UR<\/h4>\r\n\r\n<hr \/>\r\n\r\nEn omorganisation leder alltid till kostnader\u00a0och oro i organisationen. Fr\u00e5ga dig d\u00e4rf\u00f6r\u00a0vilken typ av f\u00f6r\u00e4ndring som skapar mest\u00a0v\u00e4rde i relation till insats.\u00a0Figur 1 illustrerar olika delar i en\u00a0organisationsdesign, och alla beh\u00f6ver inte\u00a0vara relevanta i varje situation. Det kan vara\u00a0s\u00e5 att \u00f6nskade m\u00e5l kan n\u00e5s genom att\u00a0f\u00f6rtydliga ansvarsomr\u00e5den och f\u00e5 bra m\u00e4tetal\u00a0p\u00e5 plats, snarare \u00e4n att inf\u00f6ra en\u00a0matrisorganisation.\r\n\r\n[caption id=\"attachment_2048\" align=\"aligncenter\" width=\"1285\"]<img class=\"wp-image-2048 size-full\" src=\"https:\/\/axholmen.se\/wp-content\/uploads\/2020\/07\/organisationsdesign1.png\" alt=\"\" width=\"1285\" height=\"774\" \/> Figur 1: Axholmens modell f\u00f6r organisationsdesign[\/caption]\r\n\r\nAtt fokusera p\u00e5 v\u00e4rde \u00e4r dock inte samma\u00a0sak som att vara alltf\u00f6r f\u00f6rsiktig. Erfarenheten\u00a0vid t.ex. kostnadseffektivisering \u00e4r att\u00a0\u201dduttande\u201d kan skapa lika mycket oro som en\u00a0rej\u00e4l organisationsf\u00f6r\u00e4ndring, utan att leda till\u00a0\u00f6nskade resultat.\r\n<h4 style=\"text-align: center;\">3. TREND MOT LATERALA N\u00c4TVERK<\/h4>\r\n\r\n<hr \/>\r\n\r\nDe senaste 20 \u00e5ren har f\u00f6retagens milj\u00f6\u00a0f\u00f6r\u00e4ndrats mot att pr\u00e4glas av snabb\u00a0teknologiutveckling och global konkurrens.\u00a0Livscykler har tryckts ihop, kartan f\u00f6r\u00a0immaterialr\u00e4tt ritats om och \u00e4garkraven blivit\u00a0multidimensionella.\u00a0Organisationsdesign har d\u00e4rmed b\u00f6rjat\u00a0r\u00f6ra sig bortom traditionella vertikala\u00a0hierarkier, mot r\u00f6rliga arbetsgruppsstrukturer,\u00a0och n\u00e4tverk utanf\u00f6r f\u00f6retagets gr\u00e4nser. En\u00a0tydlig indikator \u00e4r att projektorganisationer\u00a0b\u00f6rjar integreras som naturlig del i annars\u00a0hierarkiska organisationer. De f\u00f6retag som\u00a0v\u00e5gar designa mot en n\u00e4tverksorganisation,\u00a0redo att m\u00f6ta en st\u00e4ndigt f\u00f6r\u00e4nderlig omv\u00e4rld,\u00a0kommer att ha en konkurrensf\u00f6rdel.\r\n<h4 style=\"text-align: center;\">4. KULTUR SOM ALTERNATIVT PERSPEKTIV<\/h4>\r\n\r\n<hr \/>\r\n\r\nJu mer l\u00f6st h\u00e5llen organisationsstrukturen\u00a0beh\u00f6ver vara f\u00f6r att m\u00f6ta upp mot st\u00e4ndig\u00a0f\u00f6r\u00e4ndring, ju mer fokus beh\u00f6ver l\u00e4ggas p\u00e5\u00a0f\u00f6retagskulturen som en kompletterande\u00a0kontrollmekanism. F\u00f6retagskultur utesluter inte struktur, men\u00a0tar utg\u00e5ngspunkt i underliggande v\u00e4rderingar\u00a0och attityder (se figur 2).\r\n\r\n[caption id=\"attachment_2050\" align=\"aligncenter\" width=\"600\"]<img class=\"wp-image-2050 size-full\" src=\"https:\/\/axholmen.se\/wp-content\/uploads\/2020\/07\/organisationsdesign2-e1593761950512.png\" alt=\"\" width=\"600\" height=\"510\" \/> Figur 2: Axholmens modell f\u00f6r prestationsdriven kultur[\/caption]\r\n\r\nEtt bra och omtalat exempel p\u00e5 en\u00a0framg\u00e5ngsrik resa mot v\u00e4rdedriven kultur \u00e4r\u00a0Netflix. S\u00f6k efter \u201dHow Netflix Reinvented HR\u201d\u00a0p\u00e5 YouTube f\u00f6r intressant l\u00e4sning.\r\n<h4 style=\"text-align: center;\">5. DESIGN BORTOM BOXAR OCH PAPPER<\/h4>\r\n\r\n<hr \/>\r\n\r\nSlutligen m\u00e5ste n\u00e4mnas att den b\u00e4sta av\u00a0organisationsdesign inte betyder n\u00e5gonting,\u00a0om implementeringen misslyckas. 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