Post 563 –by Gautam Shah
Design Organizations operate in two sets of conditions. One set is an environment that varies at a faster pace with the times, and the Second set is the work style or culture that evolves as a matured manner of operations. A design organization comes into being over a period of time. Even when its conveners have years of experience before the venture, it needs a maturation period. A design team is a fluid entity continually affected by internal and external circumstances and in perpetual evolution.
The work environment in a design organization is formed by immediate issues, like combination of resources, humans and situational conditions and public concerns. The work environment is also seen as empathy, created with the staff members, clients, collaborators and stack-holders. It is related to the leadership, and their priorities on the basis of current values, available skills, complexity of the assignments and permissible actions. The work environment can flourish well where there are historical precedents in the form of work-culture or style. An individual, a fresh or short term leader can easily vitiate the work environment but cannot alter the deep-rooted work-style of the organization.
The work style of the organization represents the effectiveness of leadership beyond the duties as owners or conveners. Organizations trying to develop, core competence or acute specialization, needs to be aware of the work-culture. A leader can hope to mould the work-style of the organization by improvisation of the day to day work environment. Work-style is a historical formation, and must develop from formal and informal systems of past. It cannot be a policy diktat and cannot be enforced from outside.
Each design organization over a time develops its own distinctive response mechanism. Where, the work-style is a synergetic mix of authority and responsibility. The work-style embodies the projects’ successes and failures, team members’ contributions and prejudices, clients’ satisfaction and anger, adhered programmes and failed schedules, Innovations perceived, supported and carried through, and learning from new ventures and shortcomings.
For each organization, the style of task handling is always exclusive, because it is formed by the team members, projects and the times. Some team members persist for a longer period, but many others stay for an assignment or shorter duration. The projects are routine or radical, but carried through the organization for the long-term policy goals. The organization deals with many such circumstantial combinations, but the situations never recur in time or space, and for anyone else.
The physical spread of the organization in the society makes it a trustworthy professional entity. The societal pride permeates in to the organization, and impacts the behaviour of its members and the nature projects being offered.