REANER OF LIBERTY FOUNDATION ZAMBIA ūüáŅūüá≤¬†

REANER OF LIBERTY FOUNDATION ZAMBIA ūüáŅūüá≤¬†

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INTRODUCTION we the members of reaner of Liberty Foundation do here by establish this foundation in order to fulfill our purpose

Our beautiful children together with the Leader's

Our beautiful children together with the Leader's

Growth and development ‚ÄĒ economic growth, customer growth, innovation of new products and services, increasing professional.¬†

(MIND) Growth and development¬†‚ÄĒ economic growth, customer growth, innovation of new products and services, increasing professional and institutional competency.(HEART)Relationships¬†‚ÄĒ strong synergy, strong external networks, and partnering, teamwork, trust, caring, valuing differences.(SPIRIT) Meaning, integrity and contribution¬†‚ÄĒ serving and lifting all stakeholders: customers, suppliers, employees and their families, communities, society ‚ÄĒ making a difference in the world.Universal Mission Statement

Covey writes:

"The key to unleashing the power of the workforce is what I call co-missioning.  It’s clarifying the mission, vision, and values of the organization in a way that overlaps the four needs of the individuals with the four needs of the organization.  Every person’s job in the organization ought to be co-missioned to explicitly meet the four needs of both the person and the organization.  An implicit Universal Mission Statement would need to be something like this:

‚ÄėTo improve the economic well-being and quality of life of all stakeholders.‚Äô¬†

Your organization‚Äôs, department‚Äôs, team‚Äôs, or family‚Äôs mission statement would not only embody the spirit of the universal mission statement, but would also represent how you uniquely do that ‚ÄĒ your unique gift, capacity, niche ‚ÄĒ your voice."

The big idea here is to unify the four needs of the individual with the four needs of the organization.  The net effect is synergy and leverage.

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5 Types of¬†Organizational Structures¬†for Small BusinessFrom functional reporting to flat decision-making, these five types of organizational structures offer unique advantages.Choosing the right organizational structure for your company will help your team stay organized, improve communication, and collaborate productively.Organizational (org) structures help companies stay organized, improve communication and collaborate productively. Choosing the best org structure for your business starts by defining how you want your business to operate and considering the different org models that enable that vision.Typically, org models fall on the spectrum between "mechanistic" and ‚Äúorganic." Mechanistic reporting structures are more hierarchical with a top-down approach to reporting, managing, and delegating. Organic structures are more collaborative and flexible. Each of these five types of organizational structures has advantages and disadvantages, so it‚Äôs important to consider which one may be right for your business.Functional reporting structureThe functional reporting structure is one of the most common types of organizational structures. It groups employees together based on their function, or role, within the organization. For instance, the sales team works in one department, the IT team in another, and the finance team works in a third group. This encourages employees to specialize in one field, but it can also lead to siloes that make it difficult for teams to collaborate cross-functionally.Simplify your startup‚Äôs finances sure where to begin in getting your business‚Äôs finances in order? Navigating the complex finances of a growing start-up can be daunting. Learn about the key financial operations that will keep your startup running smoothly ‚ÄĒ from payroll to bookkeeping to taxes ‚ÄĒ in this guide.Divisional or product reporting structureIn this reporting structure, employees are grouped together by product lines, geographic region, market, or some other natural division. This type of org structure typically works best for¬†large companies¬†that have many products and sales channels. This is because each distinct division will have its own resources that allow it to manage sales, IT, marketing, and other operations. These types of reporting structures can lead to a duplication of resources that makes it difficult to scale. It also may decentralize decision-making and lead to bureaucratic red tape.Having a single project overseen by more than one business line also creates opportunities for these business lines to share resources and communicate more openly with each other ‚ÄĒ things they might not otherwise be able to do regularly.Process-based structureProcess-based organizational models are designed around the flow of processes that allow a business to bring a product or service to market. For instance,¬†research and development¬†come before customer acquisition, which comes before order fulfillment; therefore, employees would be organized around these three discrete processes. This structure considers how employees work together and interact with each other to create a flow that improves the productivity of the business. Like other structures on this list, though, this structure can also lead to siloes that prevent valuable feedback from being shared widely.Matrix structureThe matrix structure falls closer to the organic end of the spectrum. It doesn't follow a hierarchical model and instead creates dual reporting relationships for each employee. This means each employee reports to one person for function-based communication and a different person for product-based communication.‚ÄúThe main appeal of the matrix structure is that it can provide both flexibility and more balanced decision-making (as there are two chains of command instead of just one),‚ÄĚ wrote¬†Hubspot. ‚ÄúHaving a single project overseen by more than one business line also creates opportunities for these business lines to share resources and communicate more openly with each other ‚ÄĒ things they might not otherwise be able to do regularly.‚ÄĚThis structure works best for companies that have multiple divisions, campaigns and products. For instance, if a business is launching a new piece of accounting software, the sales rep may report to the software development manager as well as their own sales director.Flat structure flat reporting structure is the most organic of the reporting models on this list. ‚ÄúThe flat reporting structure works for organizations that have zero distinct authoritative positions. This means that decision-making is equal throughout the company, as no managers or senior-level positions exist,‚ÄĚ wrote¬†Indeed.The vision behind a flat structure is one of transparency and productivity. Ideally, employees feel motivated by sharing the decision-making power and without the pressure of reporting to senior leadership; however, when there‚Äôs a disagreement over the direction of the business, it can be hard to find alignment and get everyone on the same page.CO‚ÄĒ aims to bring you inspiration from leading respected experts. However, before making any business decision, you should consult a professional who can advise you based on your individual situation

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