When it comes to organisational structures, the film industry provides one of the most effective solutions to business challenges we encounter today.
The modern business environment we live in is evolving ever so rapidly, so are the perceptions of consumers - which gives companies all the more reasons to flex promptly. Therefore, the organisational structures of companies have to be fluid and flexible to meet the 'moving demand'.
The organisational structure of the film industry is perfect to help them cater to new tastes. It brings together the best-in-class talent for a specific project and manages complex co-ordination. In the film industry, each division may focus on a particular role such as the music and film recording.
However, it is vital that the director ensures that each division co-ordinates with the others as their roles are correlated in order to produce the end product, on completion the team would disassemble until the next film. It does so without complex organisational structures and layers, while having access to the best talent on a project.
Visualise it as a spider's web, where at the centre lies the film director and producer, encircled by the crew specialising in related domains. The multiple layers of hierarchy are completely abolished; instead a horizontal chain of command exists to further enhance communication in addition to reporting the progress to those in the middle. This structure particularly is financially feasible due to its variable cost structure because you hire people on a project by project basis.
This structure helps to easily create new ideas using the best talents in the industry with no organisational layers obstructing it. However, the question is why are we not experimenting this? The traditional organisational structure and thinking may hinder creativity; the latter could possibly promote efficiency and productivity. Is it due to the fear of failure or our mind set with regard to payroll, control and performance?
A payroll comprises a list of employees hired on fixed-term or part-term basis. Finely defined contracts on the period of employment and employee expectations would create a sense of control where the person employed will have to respect the contractual terms through performance. The conventional thinking needs to be revamped.
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