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Organizational Structure: How Companies Design, Choose, and Change Their Org Charts
Paperback
Publisher: Independently Published
Published: Jun 29 2026
Pages: 370
Weight: 1.09
Height: 0.82 Width: 6.00 Depth: 9.00
Language: English
Three things happen to companies that never design their structure on purpose.
Decisions crawl through five approval layers while competitors ship.
Your best people quit - not for money, but because nobody can tell them who owns what.
The org chart turns into fiction: the real company runs on workarounds, favors, and threads nobody can audit.
None of this is bad luck. Structure decays by default. Every new hire, every temporary reporting line, everyreorg-by-panic adds another patch - until the structure nobody chose is the one choosing for you.
This book stops all three.
The frameworks that map to each:
- The Grouping Decision Framework - stops the first. Functional, divisional, matrix, or hybrid, chosen onevidence instead of fashion, so decisions stop dying in the layers.
- The Integration Toolkit - stops the second. RAPID decision rights and role charters give every person aclear owner and a clear seat - the reason your best people stop leaving.
- The Business Case Method - stops the third. A written reason for every structural change, so the charton the wall stays the company that actually exists.
- The Transition Roadmap - sequences all three into a change people survive, because they hear it fromyou, not from a leaked deck.
57 ready-to-use templates inside - scorecards, decision matrices, role charters, communication plans -every one on the page, none behind an email wall.
Mike Pritula has spent 20+ years in HR leadership and teaches organizational design to students in 185countries.
The standard academic guide to the same subject costs over $50 and reads like a textbook; a consulting firmwill redesign your org for the price of a new car. This is the same system, for less than lunch - or pay the realprice in eighteen months of stalled decisions, lost people, and a chart nobody believes.
Don't wait for the next quarter where the structure fails you in public. Fix it on purpose.
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