Assignment 2

Group No. 4
Shubham Agrawal BD20058    Soham Banerjee BD20060         Sonal Balwani BD20061
V Lohitha BD20068              Vadalkar Sarthak Ram BD20069    Yash Aggarwal BD20073

The Godfather

They followed a hierarchical structure with 4 levels. Most of the coordination was based on direct
supervision. A person was assigned the task and eventually was supposed to report the completion and
failure of the same to the assigner. 
There was generally horizontal differentiation with a functional structure in the company with each
member given fixed roles and they reported to their bosses after completion of the work. There were no
formal rules, but word of mouth rules was known and followed by everyone, due to fear of retaliation
from the top bosses. We come across a few instances where there was standardization of process like the
discussion between the prominent family heads whenever the matter concerned all of them and also
sharing the profits between all the families. 

Artefacts:

1. The head of the family is the supreme decision maker, and everyone accepts that
2. Italian culture is prominent all along the movie, but the characters are trying hard to assimilate
American culture
3. Having high political influence with many politicians and policemen under their payroll.

Values and Beliefs:

1. Making offers and being reasonable about it but sometimes making an offer no one can refuse.
2. Family is above everything and that is the reason of the rise of Don Vito
3. Keeping your opinions amongst the family and not letting anyone else outside know your views
4. Resorting to violence whenever they have to force someone to accept their views.

Assumptions:

1. People whom they have helped in the past owe them allegiance and must return the favor when
asked for.
2. All the other mafia families are assumed to be backstabbers ready to exploit any weakness shown
by the Corleone’s.
3. People oriented in terms of family but in all other terms the behavior is highly task oriented
4. The families portrayed their presence in the outside world as doing business for social welfare,
but they were favoring only the Italian community.

Design challenges:

1. The whole structure was standardized and people were expected to follow the same behavioral
patterns, mainly out of fear. This was fine in the short term but there was a high chance to defect
and backstab in collusion with the other mafia groups because of the fear in the long term.  
 2. Within the family, all the decisions were taken by the head of the family suggesting the design to
be vertical with the power concentration in one authority. This posed the challenge that if the
authority died then the whole system might disintegrate. 
3. We can find some of the horizontal distribution too where at the level of goons some were
specialized assassins, and some were just the frontline forces. Since it was hard to find loyal
companions, death of a specialized assassin meant loss of a useful resource and this posed a great
challenge for the whole system.

The Intern

The Structure of About the fit is not conventional, and there is a lot of emphasis on the flatness. There are
very few levels of middle-level management between Jules and the employees. Jules prefers keeping the
door open for anyone to walk-in and have a conversation. The structural dimension of the company has a
centralized authority, and it lies with Jules. There are instances where Jules is micromanaging even in
menial jobs. The company’s organizational culture is also not typical because there is no dress code and
there is an instance where Jules tells Ben he doesn’t need to dress up for the office. 

The coordination is vertical among the employees. There were no particular departments for different
tasks. Only people were accountable for the task and they used to follow reporting relationships. When
Jules asked to transfer Ben to another department, but that is the responsibility of the HR department, not
any other employee. Web developers as well as a senior intern report to Jules, which also shows that there
was not much horizontal differentiation and Jules was micromanaging everything.   

Artefacts: 

1. Cordial and informal environment no uniforms

2. Jules, the boss was working with all other departments 
3. Appreciation bell was used to appreciate the work of employees
4. They were not very organized; we could see a pile of files on a table 
5. Overworking has become normalized in the company

Values and beliefs:

1. They maintained diversity in terms of age group of the employees as was reflected in the senior
intern program.
2. Consideration of inputs from subordinates
3. A positive relationship between employees

Assumptions

1. There is an assumption that the senior internship program is for maintaining PR,  and actual
apprenticeships rarely occur in a meaningful way
2. There is an inherent assumption in the employees that the senior interns cannot be burdened with
work and 

Design challenges:
The company had horizontal differentiation and the employees were seen working in departments such as
designing, logistics, web development, customer care etc. Processes were not very standardized, and they
were working with mutual adjustment. One of the reasons for lack of standardization could be the startup
nature of the firm. Most of the employees are overworked, Jules and her secretary are working more than
14 hours a day. This can be seen as a challenge which is arising out of the lack of standardization of work
allocation. The company needs to resolve this challenge by employing more people or assigning work to
underutilized interns.