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organization’s structure and culture. To create efficiency, improve performance, or implement a new technology, the organization’s structure can be designed or redesigned to meet its changing needs. For example, if an organization is creating a new location, it may design its structure to bedivisional so that the new location has all functions of the organization available at its new location.An organizational culture can also be designed during a change process. This may be useful for organizations to complete before the change process if the culture does not readily accept change. Likewise, for those organizations that have a change culture, the culture can be changed during or after a change process to address other organizational values like performance or accountability. Because an organization’s culture is unique to its organization, it is important to consider how change has affected the organizational culture after the change process, and it is also important to create a design that will fit with the change goals.Organizational InitiativesIn addition to strategic planning and organizational design, there are a variety of other types of initiatives that organizations can implement to create change. The key to successful organizational change is to choose an initiative that can have long-term benefits. Likewise, consideration should be given to how the initiative fits within the organization. The following aresome examples of other organizational initiatives that can create change:Performance management systems: A system of evaluating employee objectives, coaching for performance, and providing rewardsThe learning organization: A strategy that supports knowledge transfer among employees and employee development
Competency-based systems: Implementing competency models throughout the organization is done to guide employee development and promotionBalanced scorecard: A method of tracking performance in the organization based upon specific factorsOrganizational mirroring: Creating a thick description of an organization so employees know what their organization looks like from an objective point of viewSuccession planning: A plan that establishes possible candidates for positions in the event that the incumbent retires or leavesInteractive Examples1Which of the following is true regarding a performance management system?Evaluates employee objectives 2Who does a succession plan identify for incumbents who may leave or retire? Candidates3Which of the following are two areas in an organization that could benefit from organizational design?Structure and culture 4Which of the following is typically not part of a SWOTT analysis?Leadership5The balanced scorecardis a method of tracking performance in the organization and is based upon specific factors.