To create efficiency improve performance or implement a new technology the

To create efficiency improve performance or implement

This preview shows page 9 - 11 out of 18 pages.

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 be divisional 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 Initiatives In 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 are some examples of other organizational initiatives that can create change: Performance management system s: A system of evaluating employee objectives, coaching for performance, and providing rewards The learning organization : A strategy that supports knowledge transfer among employees and employee development
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Competency-based systems : Implementing competency models throughout the organization is done to guide employee development and promotion Balanced scorecard : A method of tracking performance in the organization based upon specific factors Organizational mirroring : Creating a thick description of an organization so employees know what their organization looks like from an objective point of view Succession planning : A plan that establishes possible candidates for positions in the event that the incumbent retires or leaves Interactive Examples 1 Which of the following is true regarding a performance management system? Evaluates employee objectives 2 Who does a succession plan identify for incumbents who may leave or retire? Candidates 3 Which of the following are two areas in an organization that could benefit from organizational design? Structure and culture 4 Which of the following is typically not part of a SWOTT analysis? Leadership 5 The balanced scorecard is a method of tracking performance in the organization and is based upon specific factors.
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