Organizational Design-Value Matrix

The Organizational Design-Value Matrix is a 2x2 matrix used to assess the value of an organization's design elements. It helps to identify which elements are most important to the organization's success and which elements should be improved.

At a very high level, the Organizational Design-Value Matrix is used in the context of business, organizational design.

Organizational Design-Value Matrix quadrant descriptions, including examples
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What is the Organizational Design-Value Matrix?

A visual explanation is shown in the image above. The Organizational Design-Value Matrix can be described as a matrix with the following quadrants:

  1. High Value/High Design: Elements that are both highly valued and well-designed, such as a well-defined mission statement.
  2. Low Value/High Design: Elements that are well-designed but not highly valued, such as a detailed employee handbook.
  3. High Value/Low Design: Elements that are highly valued but poorly designed, such as a customer feedback system.
  4. Low Value/Low Design: Elements that are neither highly valued nor well-designed, such as a complex approval process.

What is the purpose of the Organizational Design-Value Matrix?

The Organizational Design-Value Matrix is a 2x2 matrix used to assess the value of an organization's design elements. It helps to identify which elements are most important to the organization's success and which elements should be improved. The matrix is divided into four quadrants: High Value/High Design, Low Value/High Design, High Value/Low Design, and Low Value/Low Design.

The High Value/High Design quadrant represents elements that are both highly valued and well-designed. These elements are essential to the organization's success and should be maintained and improved upon. Examples of elements in this quadrant might include a well-defined mission statement, a strong organizational culture, and effective communication channels.

The Low Value/High Design quadrant represents elements that are well-designed but not highly valued. These elements may not be essential to the organization's success, but they may still be important. Examples of elements in this quadrant might include a detailed employee handbook or a complex reporting system. These elements should be evaluated to determine if they are worth maintaining.

The High Value/Low Design quadrant represents elements that are highly valued but poorly designed. These elements are essential to the organization's success, but they may not be functioning as effectively as they should. Examples of elements in this quadrant might include a customer feedback system or a performance management system. These elements should be improved in order to maximize their value.

The Low Value/Low Design quadrant represents elements that are neither highly valued nor well-designed. These elements may not be essential to the organization's success, and they may not be functioning as effectively as they should. Examples of elements in this quadrant might include a complex approval process or a cumbersome reporting system. These elements should be evaluated to determine if they are worth maintaining or if they should be eliminated.


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What templates are related to Organizational Design-Value Matrix?

The following templates can also be categorized as business, organizational design and are therefore related to Organizational Design-Value Matrix: Effort Impact Matrix, Gap Analysis Matrix, Growth Share Matrix, Kraljic Matrix, Outsourcing Matrix, Quadrant Analysis, Risk Analysis Matrix, Risk Value Matrix. You can browse them using the menu above.

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