Managing The Transformation

by Dr. Ronald Wood, The Wood Research Institute

Organizational change is happening all of the time.  All organizations at one time or another have had to change their activities.  This could mean redesigning the structure of an organizations, the transfer of work assignments, the introduction of new products, services, technologies, systems or changing the behaviors of individuals in an organization.  Meeting the challenge for organizational change is critical for businesses, governments and educational institutions in the 21st century. 
 
When organizations implement change the following factors must be considered: 1) the basic goals and strategies; the products and services and their quality; the organizational structure; the design of work units; the organizational processes and the organization’s culture.  With all of this churn change is never a comfortable experience. 
 
One example of this is the Internet.  The Internet has brought about significant change in our society and the organizations that support it.  The Internet has certainly changed how businesses and their customers learn about each other, communicate, and process transactions.  This requires managers to meet the challenge of managing change.  How can managers do this?
 
Managers can manage change by invoking the following steps within their organizations:
  1. Create a vision
  2. Communicate and disseminate information throughout the enterprise
  3. Empower other team members to act on the vision
  4. Institutionalize and refreeze new ideas and fresh concepts
  5. Measure their progress.  Organizations that follow these five steps will manage change quite effectively.
     
For whitepapers and other published works by Dr. Ron Wood contact us at: info@4axiomcorp.com.

Getting Employees to Buy-In To Change

Outsourcing can help executives make quicker better informed decisions, open up new sources of revenue, and free them of the day-to-day back office tasks to focus on core competencies. But how can outsourcing be a win-win situation for employees who's jobs and lives are now impacted? Underestimating the effect of employee resistance can seriously decrease the return on investment in the whole initiative.

In today's world of business, major organizational change is inevitable. A proactive instead of reactive approach can mean the difference between success and failure. As outsourcing is being used more and more as the tool to effectively manage that change, so grows the fear and insecurity employees often feel when they even hear the word outsourcing. How can employee resistance effect the transition?

Employees in fear losing current positions, or of having to learn new skills will often impede the transfer of important knowledge or simply become less productive. Management must therefore be aware of the potential pitfalls and plan for the transition.

A seasoned outsourcing service provider understands the risks as well as the benefits of implementing HRO into a company's existing corporate culture.

Critical Success Factors

  • Understand your company's culture.
  • Recognize that your employees are stakeholders. There knowledge and skills are vital to your companys' success.
  • Mobilize department leaders to develop a plan of onging communication with employees; their lives will be impacted during the initial stages of the outsourcing transformation.
  • Ensure adequate transfer of employee knowledge.
  • Consider how corporate objectives may conflict with employee interests.
  • Eliminate the risk of inadequate resources.
  • Plan for ongoing change.
Transitioning Your People Into A New Procurement System

"Culture and resistance to change are the major factors slowing down companies that wish to take part in eProcurement," wrote Quis Shahin, eProcurement specialist for ATOS Origin in Dhahran, Saudi Arabia.*

He's right. The number one reason, most procurement projects don't reach their full savings potential is simple inertia. A lethal combination of corporate culture and infefective processes are almost always at the heart of it. You've made a significant investment in an automated procurement system that's got great potential for ROI. But will your people use it? How do you prepare your company for the transistion into an automated procurement system?

In Organizational Change Management (OCM) there are three levels of analysis including: Individual, Group, and Organization System. The understanding of behavior in organizations increases at the system level. This course investigates the individual and the foundations of individual behavior, including personality and emotions, motivation, and decision making. The course also examines the foundations of group behavior; work teams; communication; leadership and creating trust; power and politics; and conflict and negotiation. Finally, the course probes the foundations of organization structure; technology and work design; performance appraisal and reward systems; organizational culture; and organizational change and development. Three contemporary topics will also be studied: diversity, globalization, and ethics.

For additional information on transition, email us at info@4axiomcorp.com.


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