Running head: HOLACRACY: WHAT IT IS AND A PLAN FOR IMPLEMENTATION1Holacracy: What It Is and a Plan for ImplementationAmerican Military UniversityHolacracy: What It Is and a Plan for ImplementationImaging an organization with flattened lines of communication with those in charge, being free of restricting job titles, a voice for everyone, and the flexibility to solve issues withoutthe red tape. Unlike the typical hierarchy management style, holacracy allows workers to governthemselves within groups where everyone decides on the roles of individuals depending on the
HOLACRACY: WHAT IT IS AND A PLAN FOR IMPLEMENTATION2task at hand. There is no hiding behind a title and there is complete transparency in this management type. As with any management system, there are pros and cons to holacracy. The biggest pro is that it is a relief from a traditional hierarchy managed organization. Arguably the greatest con of holacracy is that it has a long and expensive learning process and has an unconventional customer focus. Several popular organizations utilize holacracy across their organization with success while others did not have much luck with it. Utilizing lessons learned from previous attempts, implementation of holacracy starts with gaining 100% employee buy-in, organizational culture change, and bolstering the HRM division.Holacracy History and Overview The word holacracy comes from the word holarchy as used by Arthur Koestler in his book ‘The Ghost in the Machine’ of 1967. A holarchy consists of units that are self-governing but are also dependent of that which they are part. A holarchy therefore refers to a structure that is composed of units that are self-governing and make up the whole that directs the purposes and aims for their self-governance (Krasulja, Radojević & Janjušić, 2016).This holacracy system was developed by Brian Robertson at Ternary Software, which is acompany in Eton, Pennsylvania. The development of the system involved conducting numerous experiments with other forms of organizational governance. It began with digging into the field of organizational culture and the exploration of the values and consciousness that constitute it. Culture alone could not deal with structural and decision-making processes. The company beganthe implementation of software through short-phase tasks of work, consistent reassessment, and adapting plans to make it effective. Eventually, improved models that were more effective in autonomy and decision-making were made (Krasulja, Radojević & Janjušić, 2016).
HOLACRACY: WHAT IT IS AND A PLAN FOR IMPLEMENTATION3In 2007, under a new company called HolacracyOne, Roberson and Tom Thomison madefurther developments to the software, and began packaging it so that other organizations could use it. Companies, through training and implementing the services, learned to use it to change themode of their operations (Gouveia, 2016).
- Fall '18
- Management, Holacracy