Organisational Design

The Work Levels Approach

Routledge; 1 edition (August 13, 1987)

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ORGANISATIONAL DESIGN:The Work-Levels Approach by Ralph Rowbottom and David Billis approach to organisational design that has grown from helping people in a wide variety of settings to grapple with basic problems of just these kinds. In carrying out such work it often becomes apparent in fact that one of the first things wrong is classic: people simply do not know how much authority and responsibility they have. Foremen wonder whether or not they are genuine 'first line managers'. More-senior production staff complain of undue interference from specialists and headquarters people. Ward sisters are left unsure of the extent of their control over night-nursing. Social work team leaders are not clear how far they are responsible for the work of other team members.
Regional officers in banking or insurance find that local managers regularly bypass them in dealings headquarters. The exact powers of designated deputies and assistants are often a matter of considerable doubt and controversy.

Taken together, these three sets of ideas on 

(a) different types of authority relationships, 

(b) different levels of work and 

(c)different levels of individual ability        

Provide an approach to organisational design of considerable power and scope.Overall an approach to organisational design which, though it makes no claim to be all-encompassing, is nevertheless substantial both in its range of application and its depth of penetration.

Above all it is an approach grounded on practical problems. It is built on decades of discussions with managers and practitioners from a wide variety of organisations on real and pressing problems as they actually manifest themselves. And it is dedicated to helping to bring such problems to practical resolution.

Major organizations and consulting firms that provide Requisite Organization-based services

A global association of academics, managers, and consultants that focuses on spreading RO implementation practices and encouraging their use
Dr. Gerry Kraines, the firms principal, combines Harry Levinson's leadership frameworks with Elliott Jaques's Requisite Organization. He worked closely with Jaques over many years, has trained more managers in these methods than anyone else in the field, and has developed a comprehensive RO-based software for client firms.
Founded as an assessment consultancy using Jaques's CIP methods, the US-based firm expanded to talent pool design and management, and managerial leadership practice-based work processes
Former RO-experienced CEO, Ron Harding, provides coaching to CEOs of start-ups and small and medium-size companies that are exploring their own use of RO concepts.  His role is limited, temporary and coordinated with the RO-based consultant working with the organization
Ron Capelle is unique in his multiple professional certifications, his implementation of RO concepts through well designed organization development methods, and his research documenting the effectiveness of his firm's interventions
A Toronto requisite organization-based consultancy with a wide range of executive coaching, training, organization design and development services.
A Sweden-based consultancy, Enhancer practices time-span based analysis, executive assessment, and provides due diligence diagnosis to investors on acquisitions.
Founded by Gillian Stamp, one of Jaques's colleagues at Brunel, the firm modified Jaques;s work-levels, developed the Career Path Appreciation method, and has grown to several hundred certified assessors in aligned consulting firms world-wide recently expanding to include organization design
Requisite Organization International Institute distributes Elliott Jaques's books, papers, and videos and provides RO-based training to client organizations