Kingfisher School of Business and Finance

Dagupan City

The Morning Star's Lattice

Structure
Case Study No. 3
in
BME 12: Human Behavior in Organizations

Submitted by:
Aguilan, Maria Alondra Jane P.
Alicaycay, Julie-Ann B.
Bolambao, Mary Christine
Castil, Beth Chee C.
Dayrit, Kyryl Angel A.
Delos Santos, Danica C.
Joson, Ma. Angelika V.
Leocadio, Lislie Joy U.
Molina, Marianne C.
Paglingayen, Chad Joshua
Pua, Vanessa Joyce C.
Tandang, Andrea Eiai DG.
Velasco, Jashley Pearl M.
Group 11

Submitted to:
Ms. Rosalie M. Gabat
Ms. Mylahnie R. Lopez
 I. Problem
The bureaucratic structure of management has dominated the corporate world.
However, hierarchical organizations hinder freedom and foster administrative systems rather
than productivity. Thus, some businesses prefer a lattice structure characterized by undefined
roles of management entailing absolute autonomy. Morning Star operates as a lattice
organization that requires a high degree of self-management. While the overall freedom helps
enhance employees’ skillset and synergies, lack of adaptability, a discrepancy of views, and
potential role confusion may transpire disputes. Thus, this case study aims to answer the
following:

In what ways could Morning Star optimize new employee assimilation and maintain a
competent self-governed workforce?

II. SWOT Analysis

STRENGTHS WEAKNESSES
• Cost-effective
• Intricate Management Regulation
• Improved Morale
• Time-intensive Assimilation
• Revolutionary Approaches
OPPORTUNITIES THREATS
• Cultivated Goodwill • Dysfunctional workplace
• Press Coverage • Dynamic Markets

Strengths
● Cost-effective
Since lattice structure requires competent workers who can be self-managed, an in-depth hiring
process would partake. Moreover, this structure eliminated the need for a supervisor. Thus, the
reduction in human resources costs will aid the company in saving money and lowering turnover
costs.

● Improved Morale
Autonomy correlates with freedom. It generally boosts employee morale since workers are
happier when they can limitlessly participate in extensive routines. Thus, it plays a significant
role in employee retention.
 ● Revolutionary Approaches
The Morning Star Company has a broad perspective and strategic view of the business
industry. The self-managed workforce tends to nurture innovation, producing remarkable
outputs. The company’s revolutionary approaches entail business upheaval and breakthroughs.

Weaknesses
● Intricate Management Regulation
The lack of the traditional top-down hierarchy in a lattice organization may cause difficulties in
monitoring employee performances. The absence of formal supervisors entails possible role
ambiguities. To gain more control, the delegation of independent personnel shall ensure the
alignment of decisions with organizational values.

● Time-intensive Assimilation
Managers accustomed to bureaucratic practices may face challenges in learning Morning Star’s
self-managing way of working. Furthermore, the variety of autonomic jobs may cause
unassertive behavior due to dissatisfied job performance brought by transitional routines.
Imposing an in-depth hiring process is a viable solution to ensure that recruits are befitting the
philosophy of freedom.

Opportunities
● Cultivated Goodwill
Competent employees tend to establish reputation and yield goodwill. Morning Star's self-
managed employees constitute factors affecting the value of the company. Morning Star should
invest more in HR to upgrade onboarding processes and nurture its workforce.

● Press Coverage
The media features top businesses to impart valuable strategies to the public as inspiration.
Unsuitable for a massive firm, the Morning Star's lattice organizational structure was still
effective, embodying a milestone. Morning Star shall expect and take advantage of press
invitations to boost sales and gain opportunities to transact with renowned organizations.
Threats
● Dysfunctional workplace
Various self-managed pursuits may create incompetent employees due to limited expertise and
lack of guidance, thereby compromising the company’s goal. Employees may face subsequent
issues such as job overload, conflicting goals, and poor interaction that negatively affects overall
performance. Imploring empowerment shall induce open communication instigating unethical
workplace behaviors.

● Dynamic Markets
Regardless of the company’s success in integrating lattice organization structure, the fluctuating
market conditions imply a rough transition to other organizational structures, compromising
freedom. Morning Star may experience high employee turnover, disrupting overall business
operations. To mitigate this occurrence, flexibility and employee job satisfaction should be
maintained.

III. Alternative Courses of Actions (ACA’s)

ACA No. 1: Automation of Onboarding Processes
Morning Star Company’s lattice organizational structure is significantly different from the
traditional bureaucratic organizations. The hiring process is precarious, making it hard to
cultivate a synchronized workforce. To ease the adaptation phase of new hires, Morning Star
could consult with IT companies and develop an automated framework for onboarding plans.
Automated onboarding software comprises a unified system that centralizes data and expedites
administrative documentation. New employees would have immediate access to encapsulate
information and adjust accordingly. Fundamentally, communication is prompt, and constant
feedback notification features monitor progress efficiently.

Advantages
● Heightened completeness and accuracy
● Reduced operational costs
● Conserved resources
Disadvantages
● Lack of interaction
● Huge cash outlay
ACA No. 2: Implementation of Buddy System
Morning Star could implement a buddy program system as a cost-efficient option to
release the pressures of the onboarding process. A buddy system involves designating a
workplace buddy, a sharing method to orient new employees. A buddy program would
accelerate productivity and improve job satisfaction. Vitally, the buddy system exhibits
empowerment and participation in the workplace, entailing improved employee relationships
vital for employee retention.

Advantages
● Boosts productivity
● Highlight empowerment
● Cost-efficient
Disadvantages
● Cultivates dependency
● Negative long-term implications
● The perceived threat of loss

ACA No. 3: Formation of Cross-Functional Team For Employee Training

Morning Star is a lattice organization composed of teams and equally competent individuals.
The company could initiate a cross-functional team, specifically formed to train new hires. The
executive should prepare a criterion to find mentees specializing in on-the-job training. This
undertaking would explicitly eliminate the process of employee assimilation. The formed team
shall cater concerns of new hires and instill a holistic understanding of the company's
philosophy of freedom.

Advantages
● Reduced cycle times
● Clear roles and responsibilities
● Collaborative culture
Disadvantages
● Restricts employees to specific functional area
● Contradicts organizational culture

IV. Recommendation
The Morning Star company needs to invest more in HR to maintain a competent self-managed
workforce in the long run. Among the generated various options, the group recommends ACA
No. 1: Automation of Onboarding Processes. Installing automated software for onboarding
plans promotes the ideal undertaking for a far-reaching and self-managed organization like the
Morning Star.

With ACA No. 1, Morning Star can increase employee retention and cut operational costs
offsetting the incurred initial investment outlay. Essentially, the automated onboarding software
incorporates advanced technologies exhibiting modernized processes for performance appraisal
and management regulation, ultimately saving resources. Finally, this ACA highlights
innovation, independence, autonomy, and freedom.

The group decided against ACA No. 2: Implementation of Buddy System because it might
induce impending diversity efforts thwarting perceived threats to opportunities, contradicting
organizational values. Lastly, the group does not prescribe ACA No. 3: Formation of Cross-
Functional Team For Employee Training because it limits the appointed mentees' job scope
and authority.