netrashetty
MP Guru
Organisational Structure of iRobot : Founded in 1990 and incorporated in Delaware in 2000, the iRobot Corporation designs robots such as an autonomous home vacuum cleaner (Roomba), the Scooba that scrubs and cleans hard floors, and military and police robots, such as the PackBot. iRobot is a public corporation (NASDAQ: IRBT), based in Bedford, Massachusetts.
CEO
Colin Angle
Director
George McNamee
Director
Peter Meekin
Director
Paul Kern
Director
Andrea Geisser
Director
Jacques Gansler
Director
Rodney Brooks
Director
Helen Greiner
Director
Ronald Chwang
Director
Paul Sagan
CFO
John Leahy
COO
Joseph Dyer
CTO
TW
Media Relations
Nancy Smith
Home Robots Division
JB
Healthcare Business Unit
TL
Government & Industrial Robo...
Robert Moses
Sales
Tom Thomas
Finance & Accounting
AD
Legal & Secretary
GW
Human Resources
PO
CIO
JL
The structural needs of expansion and growth are satisfied by the functional structure but only up to a limit. There comes a time in the life of organizations when growth and increasing complexity in term of geographic expansion, market segmentation and diversification make the functional structure in adequate. Second most common type of structure can be organized by:
- Geographic area
- Product or service
- Customer
- Process
o Advantages
- Clear accountability
- Higher employee morale
- Creates career development opportunities for managers
- Allows local control of situations
- Leads to a competitive climate within an organization
- Allows new businesses and products to be added easily
o Disadvantages
- Can be costly to set up
- Each division requires functional specialists
- Duplication of staff services, facilities, and personnel
- Managers must be well qualified
- Requires an elaborate, headquarters-driven control system
- Competition between divisions may become so intense that it is dysfunctional
When there is structure in marriage, the question of how to make marriage work is clearly answered, because this structure, featuring role specifics based on unselfish principled love, unifies marriage to last a lifetime.
To illustrate, let's draw a business organizational chart to explain this structure. The first box, like any well-run function, positions a leader (a CEO or president). Next boxes indicate support staff. Each employee is designated a specific role in which to contribute to the company and grow to his or her full potential.
This support staff are employees the CEO surround himself whom he recognizes are competent people who are just as capable, often more capable than himself in specific areas. These are people he respects and who will perform at a high level of proficiency in their field of expertise.
And very importantly, these are trustworthy people he can consult for vital input in making major decisions. The CEOs, job then, is always working with these team members for the betterment of the company.
CEO
Colin Angle
Director
George McNamee
Director
Peter Meekin
Director
Paul Kern
Director
Andrea Geisser
Director
Jacques Gansler
Director
Rodney Brooks
Director
Helen Greiner
Director
Ronald Chwang
Director
Paul Sagan
CFO
John Leahy
COO
Joseph Dyer
CTO
TW
Media Relations
Nancy Smith
Home Robots Division
JB
Healthcare Business Unit
TL
Government & Industrial Robo...
Robert Moses
Sales
Tom Thomas
Finance & Accounting
AD
Legal & Secretary
GW
Human Resources
PO
CIO
JL
The structural needs of expansion and growth are satisfied by the functional structure but only up to a limit. There comes a time in the life of organizations when growth and increasing complexity in term of geographic expansion, market segmentation and diversification make the functional structure in adequate. Second most common type of structure can be organized by:
- Geographic area
- Product or service
- Customer
- Process
o Advantages
- Clear accountability
- Higher employee morale
- Creates career development opportunities for managers
- Allows local control of situations
- Leads to a competitive climate within an organization
- Allows new businesses and products to be added easily
o Disadvantages
- Can be costly to set up
- Each division requires functional specialists
- Duplication of staff services, facilities, and personnel
- Managers must be well qualified
- Requires an elaborate, headquarters-driven control system
- Competition between divisions may become so intense that it is dysfunctional
When there is structure in marriage, the question of how to make marriage work is clearly answered, because this structure, featuring role specifics based on unselfish principled love, unifies marriage to last a lifetime.
To illustrate, let's draw a business organizational chart to explain this structure. The first box, like any well-run function, positions a leader (a CEO or president). Next boxes indicate support staff. Each employee is designated a specific role in which to contribute to the company and grow to his or her full potential.
This support staff are employees the CEO surround himself whom he recognizes are competent people who are just as capable, often more capable than himself in specific areas. These are people he respects and who will perform at a high level of proficiency in their field of expertise.
And very importantly, these are trustworthy people he can consult for vital input in making major decisions. The CEOs, job then, is always working with these team members for the betterment of the company.
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