update is an effective approach to making existing central and distributed systems more responsive to business needs. To meet the demand for business innovation and agility, and organizations that are looking to improve the structure, flexibility and re-use of their work.
an article he wrote in the Harvard Business Review titled tranquility "professional management mind to achieve optimum utilization of the best," provided that the problems by companies in developed countries face was very similar to the problems faced in the third world countries today.
points of influence in organizations are the beliefs and outlook of their leaders and decision-makers. And a sense of purpose and vision and commitment of the leadership institution plays a crucial role in the results that can be achieved. However, it is essential to realize and accept the fact that if the organization is to survive must change and evolve.
if the organization is going to develop, it must be several important strategies and operational practices and methods in general make changes. Because they evolve, it is leaders and staff to be able to comply with regulatory changes or that the restructuring process will not be successful.
to be very easy, because the organization has to be seen as a dynamic system, like any other system, it will not work when they are not concerned with all the ingredients work together smoothly and efficiently. This basically means that any change in the organization should be reflected through a reorganization within the workforce. This is the only possible way to bring about change successfully.
However, it is necessary to update of any kind has to be approached from the perspective of the risks and benefits. It will be another reason to upgrade is to reduce the overall support and operational costs. This is justified only if the savings exceed the cost of the update update. In addition, any change conducted by the organization must include a plan carefully crafted to enable the human element in the organization to understand, to be willing and able to implement the required changes. Otherwise, the cost of modernization will deliver a return on investment for the organization may be, in fact, add additional costs on the initial investment.
when looking to determine where the change needs to take place it is a fact that the organizational restructuring can help in achieving the visionary management gains on the best ways to align the human resources available with the company's needs to ensure the highest level of performance and thus accomplished to ensure the best current success and continued strong profitability and healthy future within the organization.
, solve your problem has been cited capacity for innovation and creativity in the use of knowledge and information for many times as a key competitive advantage in any organization. However, there is a difference in the modernization of a relatively young organization, and the organization that has been in operation for many years.
modern problems can be solved within organizations of aging?
many organizations in the world today proudly proclaims: "We are in the process of restructuring our organization!"
Sometimes I wonder if I could not be more accurate for them to say, "We are in the process of creating a hybrid that will have no clear identity."
restructuring process is cumbersome and takes too long, the result which does not take the form immediately. An activity that goes to the roots of the organization, because it shakes the foundations on which the parent organization was built. He asks whether or not the assumptions made by the founders of the organization remains. That raises uncomfortable questions about the optimal size of the organization. It calls into question the degree of transparency in the financial management of the organization.
and when these questions are directed at the administration, which also happens to be the owners, things can become uncomfortable. When departments are audited processes accurately, many individuals can feel threatened personally. Comfort is directly proportional to the intensity of the resistance and hostility expressed towards the restructuring of the whole project.
restructuring such an ambitious and challenging project, and it is impossible to study all aspects of it in the context of this column. Change Exterior and interior design of the organization is expensive, but it's easy because the carpets, furniture, walls, and even the company logo are without feelings and have no voice. So far the most difficult of the restructuring is part of dealing with people. Fears and insecurity on the surface during this process as never before. Everyone seems to be working on a short fuse and the sounds and the nerves are always on the rise.
many companies are still working on the precise vertical structure and its parental management style.
those who are used to this approach we assume that this is something you accept as part of the reality. Do the minimum, follow the rules, and bow to the authority of, and forget about the whole experience when you go out of the company. Many of the owners of these companies want to change because they see the writing on the wall is very clear: "to adapt to the new millennium and the reality or die."
now the owners want employees to assume more responsibility and management and was the king of them company, etc ... but these employees have been conditioned to a completely different set of values and practices. Paralyzed because if they did not receive clear instructions or "does not / do not do" directives. Frustration on both sides mounts. Owners begin to recruit new blood as a means to break the deadlock dependency exhibited by older employees.
a new breed of staff may be a foreign education, it has 2-8 years of work experience outside the organization; perhaps never lived culture in the organization; has been granted a specific type of organizational structure and working relationships related thereto, and comfortable with "high-tech" information processing in decision support systems, telecommunications and transportation. This individual at risk of acting with an air of superiority in the organization and to the people in it.
perception of the two categories of staff facing each other within any organization you care to imagine. Think about how you will feel individuals: jealousy, resentment, anger, fear, frustration, intolerance and even active hatred will surface. Add to this mix the explosive strains and pressures to restructure the organization and you have a good idea of what to expect when launching such an operation. So what do you do? avoid it? Postpone it? You can not, so what do you do?
First of all, you have to prepare yourself for the worst. Second, recognize the fact that you will make some of the toughest decisions of your entire business career during this period. Third, brace yourself to deal with high stress levels are unusual for the coming 2-3 years. The worst period is within one year. You will also need to face the fact that you will see, a great material rewards in the near future, which may have to rethink and change course several times during the process, where you can test things and people. You simply can not predict the effect on the human chemistry in different parts of the organization.
what the organization can do to facilitate the necessary change enough and update itself effectively?
recruiting the best: "venture capital firms, with the talent and commitment to the recognition as the most important elements for success, and spend a lot of time to choose and follow the best people because it does not make a quantitative analysis of the projects."
"the imposition of development in the intense early: ... For most professionals learning curve depends heavily on interaction with the customer, where it operates under the watchful eye of an experienced coach."
"Assessment and herbs. Professionals like to be evaluated, to compete, to know they have excelled against their peers. But they want to be evaluated objectively and the people at the top of this field."
"professionals boost 'abilities by capturing knowledge in systems and programs. Electronic systems replace the leadership and human control measures to solve the problem. As it can eliminate the most routine tasks, freeing staff for more personalized or work skilled, allowing tasks to be more decentralized, exciting and rewarding. "
" to overcome the reluctance of professionals to exchange information. information sharing is critical because intellectual assets, unlike physical assets, the increase in value with use. "
These points give a brief overview of the many valuable opinions put forward in the HBR article. It is well worth looking for this issue, read the entire piece.
What are the symptoms that organizational restructuring is necessary?
* Staff morale was deteriorating.
* workforce productivity deteriorate and / or stagnant (staying the same).
* customer satisfaction are in decline and / or fewer new customers are doing business with the organization.
* staff performance increased errors or gaps when trying to satisfy customers' demands appear.
* There is a need for new competencies (skills) to meet the expectations and regulatory requirements and customers.
* There seems to be confusion on what individuals, departments, teams, etc ... is responsible for what these groups or individuals will be responsible for.
* It seems that the results of the delivery is not clear.
* departments and functional areas or parts of the organization significantly over the lack of or may not have sufficient resources to meet regulatory requirements.
* Performance Evaluation somewhat biased.
* channels of communication within the organization and is inconsistent, ineffective or entirely too cumbersome to be reliable.
* technological changes required by the changing markets creates resistance and / or barriers to the workflow.
* turnover is growing.
These are just a few of the symptoms that may indicate the presence of an urgent need to restructure parts or all of the organization.
However, it is very important to understand that without the restructuring and, in most of the result in bigger problems and more dangerous than they are now to be experienced well thought out, well designed plan.
organization may have a commercial strategies and ideas is great but does not have a clear effect on how the process of organizational restructuring plan. It is necessary to design and facilitate a clear definition of the different roles, showing what is required of each individual, and the dependencies between the channels of communication that will be implemented during and after the restructuring process. This better ensures that all investments to facilitate the restructuring and to deliver measurable return on investment.
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