Greiner Five Phases of growth


 
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Greiner Five Phases of growth
Anita, Netherlands
1. The Five(six) Phases of growth is a measure of influence of age and size on the organizational structure. The cycle may not necessarily be followed step wise as suggested.
2. Reading the Greiner Curve and interpreting it with strategic relatedness, gives further and a somewhat diagnostic insight into the Administrative Format of a business. The analysis provides clues to where the organisation is, whether the organisations objective and strategy are in consonance with the design, if there is a possibility for restructuring and if yes what is the scope and expanse of such engineering.
3. I also evaluate the model as a lead indicator of probable Leadership needs as opposed to management style alone.

 
 
Greiner's Growth Curve is accurate
Charlie, USA
This model is amazingly accurate in terms of growth stages and the change drivers that trigger decisions for companies and organizations, particularly since it was developed in the early 1970's. My experience is that organizations encounter thresholds during growth that require changes in management models to successfully pass through, like a shift from "family-managed" to "professionally-managed". Of interest to me is how to retain the drive and creativity of Start-ups as a company grows. I've seen this happen in larger companies and attribute most of it to enlightened leadership that breaks down silos and encourages certain amounts of risk-taking.
 

 
Growth in Delegation and Coordination Phases
Dr.P.L.Narasimhan, India
The growth in steps 3 & 4 - delegation, coordination and direction will be flat and horizontal since the efforts will be to concentrate on maintaining the efficiency in the growth stage when the organization becomes big.
 

 
End in crisis
Francis Lenne, France
After the 6th step, we now can add: "Ending by a “failure in ethics and confidence” crisis, needing a public management solution." ... Come back to basic.
 

 
Greiner 6 phases
Frances, USA
You should know throughout the course of the implementation or process of the phases whether or not a business is working or if you have the right stakeholders for the company/business to gel without having to wait for the failure. I would panic if we had "failed ethics or confidence" as Francis mentioned. I would stop and measure the progress along the way.....
 

 
Delegation and Coordination Phases
Kevin Thuo, Student (MBA), Kenya
These two phases do provide for periodical reviews before any major decision making.. Of course this brings with it red-taping where procedures might take precedence over problem solving but "red taping" could be kept at a minimum with proper organizational structuring since it is a necessary control measure necessitated by growth...
Also, I believe that crises are the most effective motivators for change and not just in organizations but as a human phenomenon... This is true whether the crises actually happen or are well anticipated by management and avoided...
I do agree that the model could end up as a cycle at some point since we are yet to establish the possibility of an organization (business) to exist in perpetuity...
 

   
 

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