Claymore Consultants: Analysis of Organizational Structure and Change

This report presents an analysis of the Claymore Consultants case study, focusing on the company's organizational structure and the challenges it faced. The study examines the implications of a flat organizational structure, the need for change management, and the impact on employee motivation and company growth. It explores the transition from a flat to a tall structure, discussing the importance of diversity, employee respect, and communication. The report identifies key indicators for improving operations, including leadership, employee satisfaction, and opportunities for growth. It also includes recommendations for Claymore Consultants to enhance its operations, foster a positive work environment, and ensure sustainable success in the future. The analysis highlights the significance of adapting to change, fostering employee engagement, and promoting effective leadership to overcome challenges and achieve organizational goals.

Running Head: A STUDY ON CLAYMORE CONSULTANTS
A Study on Claymore Consultants
Name of the Student:
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1A STUDY ON CLAYMORE CONSULTANTS
Executive Summary
The following report is based on a case that is related to a company named Claymore
Consultants. The study is based on identifying the key indicating factors to enhance changes in
the current operations of the organization. The study also includes certain recommendation that
has been made to support the operation of the company in the future.

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Table of Contents
Introduction....................................................................................................................................3
Discussions......................................................................................................................................3
Recommendation.........................................................................................................................12
References.....................................................................................................................................14

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Introduction
The following report contains a brief study about an organization named Claymore
consultants where the key factor of the study is to identify changes in the framework of structure,
processes and boundaries that are required and to be followed for the growth and development of
the company in the current and in the future operations. The study is classified and is based upon
identifying the key indicators to enhance changes to the current operation of the company. As a
part of identifying these factors there are certain discussions and recommendations that are
applied to make the study more effective and understandable.
Discussions
According to Claymore Consultants, as compared to the operation area of the industry the
company was having an effective route of growth in the beginning, but later there were several
discrepancies faced by the company to have a better persistence in the market. As the
organization systematically followed a Flat Organizational Structure which is by not having any
middle managers for the company operations between staff and the executives as it was a small
firm and business decisions and ideas were undertaken only between the staff and the higher
authorities. This particular function generally had the system of lower operational cost for the
organization as it was a newly started company and it was important to have a systematic
implementation of ideas and knowledge between the staff and authorities for further operations.
The other major advantage of Claymore Consultants in having a flat based organizational
structure was in case of any discrepancies happened in the organization regarding the
operational queries, in such case the staff can have a direct access with the authorities and get the

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issue solved in a limited framework of time (Lăzăroiu 2015). This function state that there were
better communication gap in the organization. As compared to the operation of Claymore
Consultants micromanaging function had a huge benefit within the organizational operations,
where the task were easily guided and each information regarding a particular task were kept
updated by the managers. This function had a positive impact in the working level of employees
and increased the factor of motivation and satisfaction between the employees of the
organization.
Source: (Mikkelsen et al 2017)
Figure: Flat Organizational Structure
As the particular organization was following a flat organizational structure, there is a
need of certain changes and initiatives that has to be made and created to enhance a better and
systematic operation in the future. There can be issue of bad decision made between the
employees, as it is bottom up type of hierarchy and in the particular company there is a lack in
the number of employees working, in case of any out of expertise issues it well be difficult to
find solutions to overcome the particular problem. This may generally lead to a lot of time

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consuming factors which may limit the productivity of the organization as a whole. As Claymore
had a better growth in the market at a short point of time and the managers were planning to
expand the business operations and increase the number of employees in the organization. As
compared to the current environment of the company it will be easy and functional for Claymore
to follow a tall organizational structure within their organization to enhance better operation
and have an effective working culture for the employees (Katou 2015). As compared to flat
structure the organization may lack the factor of supervision and control towards the staff.
Having a tall structure generally means all the operations within the organization are controlled
managed and operated by the respective person who holds the part of responsibility which can be
a supervisor or a team leader. This may lead to certain factors such as having a lack of work life
balance in the employees and can also hinder employee retention for the company which may be
considered as one of negative impact that can affect the company operation. Claymore being a
particular company stepping towards the stage of growth had a sudden pitfall in the operations
due to the management system and lack of responsibility issues that was followed and operated
in the company.

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Source: (Pardey 2016)
Figure: Tall Organizational Structure
As compared to Claymore Consultants there are some of the key factors and indicators
that have to be kept under consideration to introduce new changes to the current operations of the
company are mentioned as follows:
Acceptance and Appreciation for Diversity
Respect and Fair Treatment of every Employee
Sense of Pride and Enthusiasm for the company and work done
Fair and equal opportunity for every employee to realize their full
potential
Timely and honest communication between every employees regarding
policies and company issues
Strong company leaders with a good sense of direction and purpose
Competitive in industry innovation, customer service and price
Investment in learning, Training and employee knowledge
Lower than average turnover rates

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Acceptance and Appreciation for Diversity
As compared to the acceptance and appreciation factor of Claymore consultants it is
understandable that, as per the current operations of the organization they were following a flat
structure due to which after having a certain level of growth in the introduction stage the
company reached to the stage of decline. There is a lack of acceptance and appreciation factor in
the organization as there were fewer employees. The major change that can be introduced in the
current operations can be through the process of recruiting new employees for the right work
such that there will be no lack of expertise in any area and in case of any discrepancies the
problems and issues can easily get solved without any consumption of time. They must try to
ensure the factor of effective diversity through the hiring process where they can have better
sustainability in the business for the future operations. This process can only be performed when
there is a system of effective and systematic leadership and the factor of trust between the
employees and managers of the organization. According to the case it is stated that, there were
lack of trust between the managers and the employees, they were unwilling to transfer their
position in the organization where they believed that the function may not be as per expectations
and this can lead to the fall of productivity in the business.
Respect and fair treatment of every employee
According to the particular case it is understandable that there were lack of confidence
and motivation in the employees of Claymore Consultants. As there were less workforce the
current employees had lot of work pressure and responsibilities regarding the operations. Being a
company who is into the consultancy business, for the purpose of having better persistence and
sustainability in the business, satisfaction of employees generally play a major role on all

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aspects. To get work done at the right point of time the organization must ensure to create the
factor of effective leadership within the organization. Each and every employee to the level of
managers to middle level staffs must be treated equally without any discrimination considering
them as the key asset of the company. This function can create a factor of confidence in the mind
of employees which can enhance and motivate them to work more. An organization with
effective leadership quality must have that capability to bring their employees out of fear and
create confidence and the factor of trust in them which will make them more dedicated towards
their work.
As the above mentioned case states there were lack of respect and value towards the
employees which further created a huge impact in the organizational performance (Närman,
Johnson and Gingnell 2017). There are several factors to show respect towards the employees
such as the most important factor that has be kept under consideration is to respect their time.
The employees can be allocated shifts assigning a particular time frame from which the factor of
work pressure can be avoided and can ensure better and effective rate of productivity in the
current and also for the future operations.
Sense of pride and enthusiasm for the company and work done
As this factor generally states that no matter how the working culture of the respective
organization is but employee satisfaction depends upon their pride and value in the company also
on the basis of work that they are performing. According to the case it is identified that Claymore
Consultants had a steep working culture where there is no factor of enthusiasm and pride in the
organization which lead to less level of employee’s motivation process in the organization on the
basis of organizing events. They must try to follow this factor as this can help employees to

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come out of there actual working culture and enjoy some leisure time with the organization. This
helps them to get more connected with the organization along with proper coordination and the
factor of understanding (Chen and Rybak 2017). For having better and effective growth in the
future organization must have that tendency to look back and understand level of dedication and
working culture of the employees rather than measuring the actual turnover of the organization
during the particular year. The key factor that is too considered under this situation is that
employee’s satisfaction is the most important part that is to be given more importance to have a
better organizational growth in the future.
Fair and equal opportunity for employees to understand their full potential
As per the case related to Claymore consultants it is stated that in the beginning stage the
employees worked with complete dedication and for long hours but later there were lack of
confidence and factor of dedication in the employees. The number of employees started
declining due to heavy work pressure and lack of coordination and understanding between the
management and the team members (Connolly et al 2017). It can be a suggested for Claymore
that instead of extending the work level of the employees they must try to create a better working
environment within the organization. This function can be performed by giving opportunity for
the employees to reach higher level by promoting them from the current position to higher post
on the basis of work performed by them. This creates confidence and enthusiasm in the
employees which can bring the factor higher productivity and can enhance better growth for the
organization.

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Timely and Honest Communication with all employees regarding policies and company
issues
The employees of Claymore Consultants never shared their views and ideas between
them. Apart from working with togetherness to attain equal goal, the managers of the
organization were not willing delegate their post to other team members who deserved the
position though it was difficult for them to manage and operate as the clients started increasing.
To avoid the particular issue trust factor in Claymore plays a major role (Ahammad et al., 2016)
There must be trust between the employees from where they can easily get to know about the
current issues and problems that the organization is facing and can overcome the problem
working together with dedication. Being the company performing with flat organizational
structure as the relation is directly between the staff and mangers, it is important to make every
employees understand about the norms and policies that are pertaining in the company. This
makes them more updated about the organizational culture and can also help in ensuring
employee stability within the organization.
Strong company leaders with a good sense of direction and purpose
The leadership quality of the organization was not according to the expectations as there
were certain factors of trust issues between the managers and employees in the . As the
employees had the issue of work load there is a tendency of having fear and lack of confidence in
them, this can create a negative impact in the employees and can also affect the function of the
organization. They must try to ensure effective leadership quality within the organization which
may help in bringing a positive force in the mind of employees that can motivate them to work
better with more expectation and confidence.

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Competitive in Industry innovation, customer service and price
According to the case it is stated that Augus and Hamish knowing that there company
was at the declining stage, after getting an offer from large multinationals like global group
(1989) to sell the firm. They rejected the offer understanding that they can come up with more
ideas by creating a dynamic structure for the organization. As the company was having huge loss
in the market the positive quality was that they wanted to grow in that particular industry. At this
particular stage it was important for the organization and management to structure different ideas
that are different from that during the commencement stage. This is because as mentioned in the
case twenty first century environment and workforce presented very different challenges from
when they started out in 1987.
Lower than average turnover rates
According to Claymore the organization had low turnover rates in the beginning which
shows that the working culture was healthier and effective but later as the operation of the
organization started declining in the year after 2005 as the turnover became high, they started
losing effective workforce, there were no systematic management in the organization, they lost
the kind of working culture they had. They should have implemented low turnover rate in the
company from the beginning to the end stage. Instead of giving more importance to the
production part, utilizing employees systematically by ensuring employee satisfaction could have
made them more reliable in the market by maintaining a proper turnover ratio.

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Investment on learning, Training and employee knowledge
The major disadvantage of Claymore was that they failed to provide training programs
and effective knowledge to their employees, where at that particular time they made them to
work more than the actual hours. This had a positive impact in the beginning but later affected
the organizational function as a whole (Aruna and Anitha 2016). According to Claymore if the
employees were given proper training and awareness at the right time certain factors such as lack
of confidence, motivation, and lack of effective leadership skills could have been avoided.
Recommendation
Some of the factors that can be considered as a part of recommendation considering the
following case are mentioned below:
 Instead of following a flat organizational structure in the organization, having a tall
organizational structure can be more beneficial for the organization. This may help in the
systematic distribution of work among the employees which may reduce work load and
can create a motivational factor in the workforce.
 Employee satisfaction must be considered as the key factor in the organization. Instead of
making the employees working for hours there must be some leisure time events arranged
for them which will create a separate work culture for the organization and the
employees. This can make them more connected with the organization which will
enhance them to bring more dedication towards their job.

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 The must try to ensure low turnover rates in the company such that they can have
effective growth and talented workforce within the organization.
 Employees must be given equal pay according to the work done by them and incase of
high productivity they must be gifted with extra amenities such as incentives which can
generate more confidence in them.
 There should be effective leadership skills in the organization such that the workforce
will remain well managed and authenticated. This will help to avoid any kind of
discrepancies pertaining in the organization.
 Recruitment must be based upon the quality of expertise required for the right job.
 There should be equal division of information between the employees where they must
remain updated about the current and future functional aspects of organization which can
help in increasing growth through better coordination.

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