Evaluating and Improving Nike’s Organizational Chart.This assignment gives you experience evaluating an existing organizational chart for a company, and based on the chapter guidelines, proposing a new and improved organizational chart for the company; you will engage in a discussion by sharing and commenting on others’ proposed organizational chart.

QUESTION

This assignment gives you experience evaluating an existing organizational chart for a company, and based on the chapter guidelines, proposing a new and improved organizational chart for the company; you will engage in a discussion by sharing and commenting on others’ proposed organizational chart.

This activity corresponds with learning objective 6 and 7 of the lesson.

Instructions:

Develop an existing organizational chart for Nike, Inc. located in case 20. Follow the guidelines described in the chapter when developing the organizational chart.
Evaluate the existing organizational chart of Nike. What do you especially like and dislike about the company’s organizational chart?
Develop a new and improved organizational chart for Nike. You may want to change up the list given, adding and deleting positions as you deem necessary as well as changing certain titles to ensure adherence to the chapter guidelines and dos and don’ts in devising organizational charts.

https://www.youtube.com/watch?time_continue=10&v=16tT8VAEJ54&feature=emb_logo

ANSWER

 Evaluating and Improving Nike’s Organizational Chart

Introduction

Organizational charts play a crucial role in visualizing the structure and hierarchy of a company. In this assignment, we will evaluate the existing organizational chart of Nike, Inc. and propose a new and improved chart based on the guidelines described in the chapter. By analyzing the strengths and weaknesses of the current chart, we can identify areas for improvement and create a more effective organizational structure.

Evaluation of the Existing Organizational Chart

The existing organizational chart of Nike showcases a hierarchical structure that reflects the company’s size and complexity. One positive aspect of the chart is its clarity in displaying the reporting lines and functional areas within the organization. The chart effectively highlights key positions, such as the CEO, executive vice presidents, and functional heads, providing a clear understanding of the chain of command.

However, one notable drawback of Nike’s organizational chart is its lack of flexibility and adaptability to changing market dynamics. The chart appears to be rigid, with fixed roles and positions, limiting agility and innovation within the organization. Additionally, the chart does not adequately reflect the importance of cross-functional collaboration and teamwork, which are essential in today’s rapidly changing business landscape.

Development of a New and Improved Organizational Chart

To address the shortcomings of Nike’s existing organizational chart, we propose a new and improved structure that emphasizes agility, collaboration, and innovation. Our proposed chart seeks to optimize communication, streamline decision-making processes, and foster a culture of collaboration throughout the organization.

CEO and Executive Leadership

At the top of the chart, the CEO will remain the central figure, responsible for setting the overall strategic direction and vision for the company. The executive leadership team will consist of key functional heads, including the Chief Operating Officer, Chief Marketing Officer, Chief Financial Officer, and Chief Technology Officer.

 Functional Divisions

Under the executive leadership team, we propose the establishment of clear functional divisions, such as Marketing, Operations, Finance, Technology, and Human Resources. Each division will be led by a senior vice president or vice president, responsible for overseeing the respective functions and driving collaboration within their areas.

Cross-functional Teams

To promote collaboration and innovation, we recommend the creation of cross-functional teams within each division. These teams will consist of representatives from different functions working together on specific projects or initiatives. This structure encourages diverse perspectives, fosters creativity, and enables faster decision-making.

 Regional Structure

Considering Nike’s global presence, a regional structure should be integrated into the organizational chart. Each region will have its own regional head, responsible for overseeing operations, sales, and marketing in their respective areas. This regional structure will ensure effective localization and adaptation to regional market needs.

Agile and Flexible Roles

In our proposed chart, roles and positions will be designed to be agile and adaptable. Instead of fixed job titles, individuals will be assigned to dynamic roles that align with their skills and expertise. This approach allows for greater flexibility, enabling employees to contribute to different projects and teams based on their strengths and interests.

Conclusion

By evaluating the existing organizational chart of Nike and proposing a new and improved structure, we aim to enhance the company’s ability to navigate the dynamic business environment. Our proposed chart emphasizes agility, collaboration, and innovation, promoting cross-functional collaboration, flexible roles, and regional focus. It is important for Nike to continuously evaluate and refine its organizational structure to ensure alignment with its strategic objectives and foster a culture of growth and innovation.