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Success and Failure in organization design

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Success and Failure in organization design

  1. 1. SUCCESS AND FAILURE Organization DesignG.Vijay 1st year MBA –B section RA1952001020069
  2. 2. SUCCESS IN ORGANIZATION DESIGN
  3. 3. 1. Teamwork and Collaboration Promoting teamwork and collaboration aids in fostering a sense of community. Establishing teams for projects and embracing the act of sharing helps to build camaraderie as individuals work toward the same goals. Collaboration opens individual employees to other strengths and can encourage learning and growth because of it. Working on it a team gives participants the opportunity to improve their problem solving skills. Overall, companies who frequently implement teamwork and encourage collaboration benefit from the increased creativity and learning that occurs in group environments. 2. Candorr Candor, in its simplest form, is complete transparency. It is synonymous with directness and sincerity. Demonstrating and rewarding candor in business builds trust between employees, management and customers. Candor invites open, honest and healthy communication to effectively solve problems and provide feedback. Companies that practice candor in all of their communications between employees and the public are more likely to improve business performance. Open discussion and feedback is essential to identifying and solving problems and exercising appropriate oversight.
  4. 4. 3. Thinking Outside the Box Encouraging creativity and thinking that goes beyond the tasks at hand paves the way for innovation and problem solving. Thinking outside the box often leads to new insights that were previously unclear. Creative thinking is beneficial to employees in all departments and at all levels because issues and hiccups do not discriminate between industry, skill or company position. Businesses that encourage problem solving outside of what is normal for the industry or department can correct issues sooner and offer benefits from innovative solutions. 4. Employee Development One of the most important investments that a company can make is in the development of its employees. Development involves consistently training, coaching, mentoring and communicating with each employee to make sure he or she is growing within the company. This action proves to employees that they and their skills, talents and ideas matter to the organization. Developing employees helps them feel more connected and integrated into company values and goals, thus encouraging them to work better. Development also helps to point out talents and opportunities for growth. Discovering these qualities enables management to better direct teams because they will know which skills employees possess to drive results.
  5. 5. 5. Accountability Keeping yourself and others accountable for decisions and actions helps to promote transparency. Accountability involves doing what you say you will do and communicating openly about why you could not keep that promise. It involves following up, admitting to mistakes and correcting unsatisfactory behavior and outcomes. Leaders who do what they say they will and expect the same from employees strengthen the company culture and promote responsibility. Accountability is important to maintaining integrity and customers and clients are more likely to buy from or work with a company that they trust to do the right thing.
  6. 6. FAILURE IN ORGANIZATION DESIGN
  7. 7. 1. Lack of Communication No, it’s not that management fails to communicate what the change is or what it should look like, but rather, they fail to communicate why the change is needed. The number one reason why organizational failure occurs is because the case for making a change is not adequately articulated to the troops, and therefore, is never fully embraced. In fact, a recent study found that only 40% of front-line supervisors felt they were “getting the message” about the reasons behind major organizational shake-ups, which leaves at least 60% of employees in the dark at best. 2. Differing Agendas Poor communication will have many children. One of those will be staff members who resist the change due to ego and self-interest. Without a full understanding of why a change is needed, some employees will be threatened by it and thus will resist it out of perceived self-interest; they need to protect their little fiefdom. Another bastard child of poor communication are those employees who will feel alienated or excluded. If, for instance, the change is a top- down dictate where the team had no real chance to give their input, the result will likely be people who don’t own the change and therefore resist it.
  8. 8. 3. Insensitivity What is a business? It is a group of people united to create a desired, profitable result. Who is tasked with implementing a change in that business? Yep, those same people. Change is not easy for most folks. If you want your team to buy into a change, then you need to be cognizant of that fact and take it into account in two ways: •First, to the extent possible, understand how important it is to involve, early on, those who will be asked to implement the change. Get their thoughts and feedback. •Second, be sensitive to the fact that change is challenging and that it will cause individual, personal stress. 4. A Lack of Leadership It is incumbent upon management to create an atmosphere where the troops buy into the new corporate vision. But if employees feel alienated or otherwise don’t trust their higher-ups, getting them to buy into any new direction will be quite difficult.
  9. 9. 5. Poor Planning Changing the direction of an organization requires forethought. If the change is entered into willy-nilly, or too quickly, or without a proper plan, a likely outcome will be a false start, resistance, and/or eventual failure.
  10. 10. THANKYOU

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