No need generalized answer ok LEAD.305.HSF1 Adaptive Decision Making Week 7 Forum: Organizational Structure and Decision Paragraph 1: How have organizational structures changed as a result of COVID and hybrid work environments? How are employees dealing/accepting these changes? Paragraph 2: Having read Jeff Bezos article, how does both organizational structure and culture help or hinder trust to make timely decisions? What is ONE highlight about the organization that has lead to Amazon's success? Feel free to bring in any of the topics discuss thus far in class TO DO: You need to response to your (4) classmastes post regarding to the questions above: Example( Thank you for sharing your insights, and I fully agree with your evaluation that decentralized and flexible setups, the incorporation of remote work, less hierarchical structures, and team-oriented frameworks are progressively becoming more prevalent. These transformations are being prompted by various factors, including the need to enhance communication and collaboration, the aspiration to be more adaptable to change, and the growing significance of prioritizing the customer. I also appreciate your emphasis on customer focus. As organizations become more widely dispersed, ensuring that everyone is aligned with the customer is becoming increasingly crucial. This involves understanding the customer's demands and expectations clearly and then creating and delivering products and services that satisfy those needs.) CLASSMATES #1 In my experience, organizational structures did not change that much as a result of COVID. Our work environments definitely changed from the pandemic - first, making everyone "temporarily" work from home, then allowing more individuals to change their roles to remote, to eventually having to go back into the office. I have found that several employees preferred the work from home or hybrid environments vs. going into the office 5 days a week. During the pandemic, I found that employees were nervous. They had a lot of outside pressure and things going on in their personal lives with the pandemic. Employees relied heavily on their leadership to communicate updates in a timely manner regarding their concerns. Today, I feel like employees are having a hard time dealing with the ever-changing requirements regarding hybrid work. Employees were told one thing during the pandemic, and now they are being told the opposite (I.e. come back into the office). After reading Jeff Bezos article, I learned that both organizational structure and culture can help to make timely decisions. In Jeff's article he talks about the organizational culture at Amazon and how it has contributed to the company's success. One highlight that stood out to me in the article was Jeff's comment about how Amazon is customer obsessed, not competitor obsessed. I believe this contributes to Amazon's success because they are putting the needs of their customer's first. YOUR RESPONSE 1: CLASSMATES #2 Organizational structures have undergone significant changes as a result of COVID-19 and the transition to hybrid work environments. With remote work becoming widespread, companies had to reevaluate their structures to ensure that they continue to function effectively. One significant change has been the shift towards flexible and decentralized structures. Many companies had to reduce their physical footprint and allow employees to work from home, which means that decision-making has become more distributed. This has led to the rise of collaborative and cross-functional teams, as well as an increased focus on communication. Employees have been forced to adjust to these changes, and the response has been mixed. Some embraced the freedom and flexibility that comes with remote work, while others have struggled with the increased isolation and difficulty of collaborating with colleagues. A challenge that organizations face is ensuring that employees remain connected and engaged despite the physical distance. Companies had to use advanced technology to maintain regular communication and promote collaboration. They have also had to find new ways to build culture. The Letter to Shareholders by Jeff Bezos, is an insightful analysis of the company's growth and success over the year that described Amazon's core values and new initiatives. Both organizational structure and culture play a critical role in fostering trust and enabling timely decision-making. Amazon's organizational structure is designed to encourage innovation, experimentation, and collaboration. This decentralized structure allows for quick decision-making and ensures that teams have the resources and information they need to make informed choices. The use of metrics and data-driven decision-making further reinforces the company's commitment to making timely and informed decisions. While Amazon's culture has placed a strong emphasis on customer obsession and a willingness to take risks, both of which are supported by a culture of transparency, accountability, and learning from failure. Employees are encouraged to speak up, challenge assumptions, and work collaboratively to achieve shared goals. This culture of openness and agility enables Amazon to quickly adjust to changing customer needs and market trends, accelerating decision-making and improving the quality of decisions made. One highlight is the company's focus on long-term thinking. Bezos writes extensively on the value of investing in innovation, even at the expense of short-term profits, and he encourages shareholders to adopt the same approach. This long-term thinking has allowed Amazon to take risks and pursue new initiatives that have fundamentally transformed the retail industry and led to the company's success. One example is Amazon's decision to launch Amazon Web Services represents a significant investment in a new business model that had the potential to disrupt the cloud computing industry. YOUR RESPONSE 2: CLASSMATES #3 How have organizational structures changed as a result of COVID and hybrid work environments? How are employees dealing/accepting these changes? The COVID and hybrid work environments profoundly impacted the organizational structure. Traditional hierarchies and strict departmental structures have been reevaluated and modified to account for the move toward remote work, flexible scheduling, and virtual collaboration. The COVID-19 pandemic has forced organizations to rethink their organizational structures in a number of ways. One of the most significant changes has been the move to more flexible work arrangements, such as remote work and hybrid work Consequently, organizational hierarchies have become flatter, as physical presence in the office is no longer a prerequisite for productivity. Employee reactions to the changes brought about by the shift towards hybrid work environments vary depending on individual preferences, circumstances, and the support organizations provide. Many employees have embraced the flexibility offered by hybrid work arrangements. They appreciate the ability to work from home or combine remote and in-person work. Employees who value work-life balance and prefer a more autonomous work style have generally been more accepting of these changes. Having read Jeff Bezos's article, how does both organizational structure and culture help or hinder trust to make timely decisions? What is ONE highlight about the organization that has lead to Amazon's success? After reading Jeff Bezos's article, it becomes evident that he places great importance on the significance of organizational culture and structure in creating an environment that promotes trust-building and timely decision-making. Bezos highlights that Amazon's culture, centered around customer obsession, innovation, and accepting failure, is critical in facilitating quick decision-making and embracing risks. He acknowledges the value of Amazon's flat hierarchy and the emphasis on small teams, known as "two-pizza teams," in fostering a sense of ownership and responsibility among employees. As a result, employees are empowered to make decisions autonomously without waiting for permission from higher authorities. Bezos acknowledges that Amazon's large size can sometimes result in sluggishness and hinder creativity. Nevertheless, he argues that the benefits of Amazon's culture and structure outweigh any drawbacks. One important reason behind Amazon's success is its strong dedication to making customers happy. From the beginning, Amazon has made it a priority to offer the best experience possible for customers. This focus on customers can be seen in many parts of the company's operations. Amazon is committed to customer satisfaction by providing fast and dependable shipping services. Through its Prime subscription service, Amazon changed how online retailers operate, setting a higher standard and making product delivery more convenient and faster for customers. YOUR RESPONSE 3: CLASSMATES #4 Where I work, our organizational structure has not changed since COVID-19. Some of our values and processes have shifted and I think there's a greater emphasis on mental health and more opportunities for remote work but our structure remains largely untouched. Once the stay-at-home order had been lifted, my organization was quick to identify positions that needed to be in the office and those who could work remote. We reduced our physical office space in Point-Richmond to accommodate but we still follow a common hierarchical organizational chart. Thankfully, we haven't seen any major layoffs. Turns out the renewable energy industry was more turbulent due to political administrations than a global pandemic. I think there was a lot of ambiguity at work during the beginning of COVID and my organization, I felt, did an exceptional job at prioritizing employee safety. Our CEO at the time issued weekly messages with organizational updates, or expected policy changes with what was coming from the government and the CDC. Like everywhere, there was uncertainty but I don't think it ever increased to hysteria. There's been some grumblings about positions returning back to the office but thankfully, my job is 100% remote. I think the Jeff Bezos article highlights the importance of a CEO addressing the organization to highlight changes are to reiterate company values. One of the more standout parts of the address was, "I’m talking about customer obsession rather than competitor obsession, eagerness to invent and pioneer, willingness to fail, the patience to think long-term, and the taking of professional pride in operational excellence." He goes on to talk a lot about failure and I don't think a lot of CEO's preach a willingness to fail and when Bezos says it, it feels more like an affirmation of culture than a hollow statement. Invention, experimentation and failure are all keys to Amazon's success. YOUR RESPONSE 4:

No need generalized answer ok LEAD.305.HSF1 Adaptive Decision Making Week 7 Forum: Organizational Structure and Decision Paragraph 1: How have organizational structures changed as a result of COVID and hybrid work environments? How are employees dealing/accepting these changes? Paragraph 2: Having read Jeff Bezos article, how does both organizational structure and culture help or hinder trust to make timely decisions? What is ONE highlight about the organization that has lead to Amazon's success? Feel free to bring in any of the topics discuss thus far in class TO DO: You need to response to your (4) classmastes post regarding to the questions above: Example( Thank you for sharing your insights, and I fully agree with your evaluation that decentralized and flexible setups, the incorporation of remote work, less hierarchical structures, and team-oriented frameworks are progressively becoming more prevalent. These transformations are being prompted by various factors, including the need to enhance communication and collaboration, the aspiration to be more adaptable to change, and the growing significance of prioritizing the customer. I also appreciate your emphasis on customer focus. As organizations become more widely dispersed, ensuring that everyone is aligned with the customer is becoming increasingly crucial. This involves understanding the customer's demands and expectations clearly and then creating and delivering products and services that satisfy those needs.) CLASSMATES #1 In my experience, organizational structures did not change that much as a result of COVID. Our work environments definitely changed from the pandemic - first, making everyone "temporarily" work from home, then allowing more individuals to change their roles to remote, to eventually having to go back into the office. I have found that several employees preferred the work from home or hybrid environments vs. going into the office 5 days a week. During the pandemic, I found that employees were nervous. They had a lot of outside pressure and things going on in their personal lives with the pandemic. Employees relied heavily on their leadership to communicate updates in a timely manner regarding their concerns. Today, I feel like employees are having a hard time dealing with the ever-changing requirements regarding hybrid work. Employees were told one thing during the pandemic, and now they are being told the opposite (I.e. come back into the office). After reading Jeff Bezos article, I learned that both organizational structure and culture can help to make timely decisions. In Jeff's article he talks about the organizational culture at Amazon and how it has contributed to the company's success. One highlight that stood out to me in the article was Jeff's comment about how Amazon is customer obsessed, not competitor obsessed. I believe this contributes to Amazon's success because they are putting the needs of their customer's first. YOUR RESPONSE 1: CLASSMATES #2 Organizational structures have undergone significant changes as a result of COVID-19 and the transition to hybrid work environments. With remote work becoming widespread, companies had to reevaluate their structures to ensure that they continue to function effectively. One significant change has been the shift towards flexible and decentralized structures. Many companies had to reduce their physical footprint and allow employees to work from home, which means that decision-making has become more distributed. This has led to the rise of collaborative and cross-functional teams, as well as an increased focus on communication. Employees have been forced to adjust to these changes, and the response has been mixed. Some embraced the freedom and flexibility that comes with remote work, while others have struggled with the increased isolation and difficulty of collaborating with colleagues. A challenge that organizations face is ensuring that employees remain connected and engaged despite the physical distance. Companies had to use advanced technology to maintain regular communication and promote collaboration. They have also had to find new ways to build culture. The Letter to Shareholders by Jeff Bezos, is an insightful analysis of the company's growth and success over the year that described Amazon's core values and new initiatives. Both organizational structure and culture play a critical role in fostering trust and enabling timely decision-making. Amazon's organizational structure is designed to encourage innovation, experimentation, and collaboration. This decentralized structure allows for quick decision-making and ensures that teams have the resources and information they need to make informed choices. The use of metrics and data-driven decision-making further reinforces the company's commitment to making timely and informed decisions. While Amazon's culture has placed a strong emphasis on customer obsession and a willingness to take risks, both of which are supported by a culture of transparency, accountability, and learning from failure. Employees are encouraged to speak up, challenge assumptions, and work collaboratively to achieve shared goals. This culture of openness and agility enables Amazon to quickly adjust to changing customer needs and market trends, accelerating decision-making and improving the quality of decisions made. One highlight is the company's focus on long-term thinking. Bezos writes extensively on the value of investing in innovation, even at the expense of short-term profits, and he encourages shareholders to adopt the same approach. This long-term thinking has allowed Amazon to take risks and pursue new initiatives that have fundamentally transformed the retail industry and led to the company's success. One example is Amazon's decision to launch Amazon Web Services represents a significant investment in a new business model that had the potential to disrupt the cloud computing industry. YOUR RESPONSE 2: CLASSMATES #3 How have organizational structures changed as a result of COVID and hybrid work environments? How are employees dealing/accepting these changes? The COVID and hybrid work environments profoundly impacted the organizational structure. Traditional hierarchies and strict departmental structures have been reevaluated and modified to account for the move toward remote work, flexible scheduling, and virtual collaboration. The COVID-19 pandemic has forced organizations to rethink their organizational structures in a number of ways. One of the most significant changes has been the move to more flexible work arrangements, such as remote work and hybrid work Consequently, organizational hierarchies have become flatter, as physical presence in the office is no longer a prerequisite for productivity. Employee reactions to the changes brought about by the shift towards hybrid work environments vary depending on individual preferences, circumstances, and the support organizations provide. Many employees have embraced the flexibility offered by hybrid work arrangements. They appreciate the ability to work from home or combine remote and in-person work. Employees who value work-life balance and prefer a more autonomous work style have generally been more accepting of these changes. Having read Jeff Bezos's article, how does both organizational structure and culture help or hinder trust to make timely decisions? What is ONE highlight about the organization that has lead to Amazon's success? After reading Jeff Bezos's article, it becomes evident that he places great importance on the significance of organizational culture and structure in creating an environment that promotes trust-building and timely decision-making. Bezos highlights that Amazon's culture, centered around customer obsession, innovation, and accepting failure, is critical in facilitating quick decision-making and embracing risks. He acknowledges the value of Amazon's flat hierarchy and the emphasis on small teams, known as "two-pizza teams," in fostering a sense of ownership and responsibility among employees. As a result, employees are empowered to make decisions autonomously without waiting for permission from higher authorities. Bezos acknowledges that Amazon's large size can sometimes result in sluggishness and hinder creativity. Nevertheless, he argues that the benefits of Amazon's culture and structure outweigh any drawbacks. One important reason behind Amazon's success is its strong dedication to making customers happy. From the beginning, Amazon has made it a priority to offer the best experience possible for customers. This focus on customers can be seen in many parts of the company's operations. Amazon is committed to customer satisfaction by providing fast and dependable shipping services. Through its Prime subscription service, Amazon changed how online retailers operate, setting a higher standard and making product delivery more convenient and faster for customers. YOUR RESPONSE 3: CLASSMATES #4 Where I work, our organizational structure has not changed since COVID-19. Some of our values and processes have shifted and I think there's a greater emphasis on mental health and more opportunities for remote work but our structure remains largely untouched. Once the stay-at-home order had been lifted, my organization was quick to identify positions that needed to be in the office and those who could work remote. We reduced our physical office space in Point-Richmond to accommodate but we still follow a common hierarchical organizational chart. Thankfully, we haven't seen any major layoffs. Turns out the renewable energy industry was more turbulent due to political administrations than a global pandemic. I think there was a lot of ambiguity at work during the beginning of COVID and my organization, I felt, did an exceptional job at prioritizing employee safety. Our CEO at the time issued weekly messages with organizational updates, or expected policy changes with what was coming from the government and the CDC. Like everywhere, there was uncertainty but I don't think it ever increased to hysteria. There's been some grumblings about positions returning back to the office but thankfully, my job is 100% remote. I think the Jeff Bezos article highlights the importance of a CEO addressing the organization to highlight changes are to reiterate company values. One of the more standout parts of the address was, "I’m talking about customer obsession rather than competitor obsession, eagerness to invent and pioneer, willingness to fail, the patience to think long-term, and the taking of professional pride in operational excellence." He goes on to talk a lot about failure and I don't think a lot of CEO's preach a willingness to fail and when Bezos says it, it feels more like an affirmation of culture than a hollow statement. Invention, experimentation and failure are all keys to Amazon's success. YOUR RESPONSE 4: