Organizational Design and Culture of Laboratory Animal Science Association - Case Study Example

LASA—Organizational Design and Culture Introduction Overview of Lasa The organization of Laboratory Animal Science Association (Lasa) always tries to ensure proper care and support of the animal organs, tissues as well as cellular components for medicinal, veterinary and many other scientific processes. The rationale of this assignment is to determine the organization design and culture followed by the organization of Lasa in order to enhance its processes in long run. Discussion Five tools of organizational design and examples The organization of Lasa always desires to improve the welfare and concern of the laboratory animals in order to enhance their scientific procedures. However, in order to this underlining vision, the organization tries to offer more concentration over the concept of reengineer work processes. By doing so, the organization tries to enhance the knowledge and information regarding the well-being of the laboratory animals so as to increase the procedures of refinement and reduction at the time of testing the organs and tissues for scientific processes (Draft, 2010). This strategy might prove effective for the organization of Lasa to enhance its reputation and brand image of offering ethical care and services to the laboratory animals. However, due to the implementation of these types of improved services to the laboratory animals, the profitability and position of the organization of Lasa might get improved to a significant extent as compared to many other rival players. Moreover, the organization of Lasa also tried to make networking with outsiders so as to develop new partners and to enhance the existing abilities and talents of the employees. This might be possible only by implementation of varied types of training programs so as to increase their devotion and commitment of the laboratory scientists towards the laboratory animals. For example: the organization of Lasa partnered with the Boyd Group and Animal Research Information so as to tackle the issues related to the process of utilization of various animal organs for biomedical researches. Similarly the organization of Guido Bernardini Foundation (FGB) tries to offer training sessions for the development of the professionals of the laboratory in order to enhance their performances as compared to others. This helps the organization of Lasa to improve its reputation and competitiveness in this aggressive age among other players. Utilization of work groups The working groups of Laboratory Animal Science Association (Lasa) are selected by the Board of Management of Lasa as per their expertise and knowledge regarding animal identification for research purposes. The working group’s members are mainly used to identify the animals, prior biomedical processes. For example: in order to make the biomedical process successful, the effective genotypes needs to be identified by the working group members efficiently. However, loss of identification of the effective genotype or young mice might lead to repetition of the entire process of breeding or development of various types of issues. Therefore, in order to make the experiment or biomedical tests effective, varied types of training are offered so as to amplify their knowledge and expertise about numerous aspects of anatomy, physiology and animal genotype (Felasa.eu, 2014). Moreover, the working group members are also recruited in order to offer best care and concern over the laboratory animals. They also monitor the health of the used laboratory animals daily in order to maintain their health in a good condition. As a result of better monitoring of the health of the laboratory animals, best results might be obtained that might enhance the popularity and reputation of the organization of Lasa in the entire globe among others (Jones, 2008). Furthermore, the working group members are also positioned in order to offer best veterinary care of the laboratory animals so as to improve their well-being and security within the organization of Lasa. Thus, implementation of such types of practices helps to fulfill the mission of the organization of Lasa to offer ethical treatment and refinement to the laboratory animals. Motivational practices In order to improve the performance and productivity of the employees of the organization in this age, varied types of motivational practices are used such as incentives and bonuses (Adair, 2010). This strategy proved extremely effective for the organization of Lasa to increase the devotion and dedication of the employees towards its 3R policy. Moreover, by offering varied types of training and developmental programs, the inner knowledge and talents of the employees also gets enhanced to a significant extent as compared to many other rival players. This strategy acted as a boon for the organization of Lasa that amplified the retention ratio of the employees that increased its prosperity and popularity. For example: the organization of Lasa offered extra incentives to the working group members for presenting best animal identification as well as micro sampling. This enhanced the inner morale and motivation of the employees to offer extra dedication towards their assigned duties so as to attain better performance. The reward system and incentives In this age maximum extent of the organizations, operating in any segment desires to attain sustainability and competitive position in the market. However, in order to fulfill this desire, the human resources or employees of the organization need to offer high devotion or commitment towards the assigned tasks. Only then, the organization might become successful in achieving its objectives and goals in long run that may amplify its brand image and profitability. But, in order to motivate the employees towards their responsibilities and tasks, the human resource managers need to implement certain effective policies and strategies such as incentives, rewards, performance related pay systems etc. These strategies acts as a driving force to motivate the employees towards their assigned tasks (Adair, 2010). The organization desires to accomplish its targets by offering rewards, incentives or performance related pay systems to its employees. This means, in order to attain the rewards or incentives, the employees offer high level of devotion that enhances their rate of performance as well as quality of work. This helps the organizations to enhance its market share and popularity, in spite of high bargaining power of customers and competitive rivalry. Hence, due to these causes, maximum extent of the organizations desire to implement performance related pay systems within its structure. Evaluation and feedback process Within the organization of Lasa, the partners are mainly responsible to evaluate and ensure, whether proper standards are maintained or not. Moreover, the partners try to ensure, whether the ethical processes are maintained at the time of testing the animals for biomedical research purposes. For Example: the Laboratory Animal Veterinary Association (LAVA) is entirely responsible for ensuring that proper care are offered to the vets at the time of research or not. By ensuring it, the partner might evaluate the type of performance and devotion of the employees towards their assigned tasks. Similarly, the organization of Royal Society for the Prevention of Cruelty to Animals (RSPCA) look after the type of treatment offered to the animals so as to reduce the issue of cruelty and unethical activities over the laboratory animals. This strategy also offers an idea of what type of treatment or policy is followed by the employees of the organization of Lasa over the laboratory animals in this age. However, after reviewing these treatment methods and commitments, the performance of the employees are rated and evaluated by the organization of Lasa as compared to others. Moreover, the organizational partners and board of management also attains varied types of feedbacks regarding the performance of their co-employees. By hearing their views and words, the performance evaluation of a specific employee takes place. Due to which, all the employees tries to maintain effective team work and communication with one-another in order to attain best feedbacks at the time of appraisals. Elements in the organization According to Hofstede model, there are certain elements or dimensions that affect cultural changes within an organization. These are: power distance, uncertainty avoidance, individualism and collectivism as well as masculinity and feminity. If the rate of distribution of power within its influential employees is high, then, it’s accepted by all the employees of the organization and then, the rate of interpersonal conflicts is quit less at the time of implementation of any change (Ross, 2004). Moreover, if the rate of uncertainty avoidance is high, then the rate of change within the organization is also quite high. Similarly, if the rate of individualism is high as compared to collectivism, then the level of implementation of changes is also high. Along with this, if the rate of feminism is high as compared to masculinity, then the rate of change of culture is extremely high. However, due to the presence of these above mentioned elements or dimensions, the organizational change might be easily changed. The ethical model The organization of Lasa uses ethical intuitionism or moral intuitionism as it tries to maintain effective care and well-being to its laboratory animals. This is done in order to reduce the issues of cruelty of animals at the time of research. Moreover, with the help of the model of ethical intuitionism, the organization tries to offer ethical practices to the laboratory animals (Stanford, 2012). But in order to do so, the organization of Lasa tries to gather varied types of information and facts from various individual and organization so as to maintain effective services to the animals. Thus, from the above mentioned points, it might be revealed that the model of ethical intuitionism is extremely effective for the organization of Lasa. Overall Opinion The corporate strategy of the organization of Lasa is to offer varied types of inventive policies and services towards the laboratory animals. So, the organization tries to collect varied types of new ideas from the outsiders that may increase the underlining knowledge and talents of the laboratory assistants of Lasa. This might help the organization to create a distinctive and differentiated image in the market among many other rival players. Therefore, due to the implementation of varied types of ethical policies so as to amplify the well-being of the laboratory animals, the reputation and position of the organization of Lasa might get enhanced and the desired objective of reducing the issue of cruelty may be accomplished. Moreover, as the organization offers varied types of motivational rewards, the employees are motivated to perform the desired policies and strategies. For example: the organization of Lasa partnered with the organization of Guido Bernardini Foundation (FGB) so as to enhance the inner skills and abilities of the employees. This might prove effective for the employees of Lasa to fulfill the desired objectives of the organization in long run. Specific actions taken In order to delegate the authority to the middle and junior managers, varied types of actions are taken such as proper sharing of the ideas and information. This helps to enhance the concept of team work among the members of the organization of Lasa. By implementing this policy, the employees become more dedicated and devoted towards the assigned goals and objectives of the organization of Lasa as compared to other rival players. Moreover, by sharing the ideas among the employees, a sense of responsibility and accountability arises that improves their performance and prospects (Triplett, 2007). Thus, it might be stated that due to the implementation of these above mentioned policies, the brand image and reputation of the organization of Lasa improved to a significant extent as compared to others. References Adair, J. (2010). Effective Motivation: How to Get the Best Results From Everyone. New York: Cengage Learning. Draft, L. R. (2010). Organization Theory and Design. New York: Cengage Learning. Felasa.eu. (2014). Working-groups/working-groups-past/animal-identification. Retrieved from: http://www.felasa.eu/working-groups/working-groups-past/animal-identification/. Jones. (2008). Organizational Theory, Design, And Change, 5/E. London: Oxford. Ross, N. (2004). Culture and Cognition: Implications for Theory and Method. London: Sage. Stanford, N. (2012). Organization Design. New York: Springer. Triplett, J. (2007). Organizational Design: A Holistic View. London: Sage. Read More