Managing strategic organizational renewal

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Managing strategic organizational renewal

  1. 1. Managing Strategic Organizational Renewal<br />
  2. 2. Strategic Overview<br />Select, train, and organize employees<br />Previously focused on the training and management development methods<br />Concepts and skills you need to more successfully implement organizational changes<br />
  3. 3. Managing Change – What Do We Change?<br />Strategic change – a company’s strategy, mission and vision<br />Cultural change – a company’s shared values and aims<br />Structural change – reorganization<br />Developmental change – people’s attitudes and skills<br />Technological change – work methods<br />
  4. 4. Cultural Change<br />Five ways to achieve cultural changes:<br />Make it clear to employees what you pay attention to, measure, & control<br />React appropriately to critical incidents & organizational crises<br />Deliberately role-model, teach & coach the values you want to emphasize<br />Communicate priorities by how you allocate rewards & status<br />HR procedures & criteria consistent with values you hold<br />
  5. 5. Technological Change<br />Technology is a powerful engine of change<br />Creates change by modifying the work methods organizations use to do tasks<br />Results in reengineering work process<br />Must apply HR methods:<br />Teamwork<br />New job descriptions<br />Boosting skill & knowledge levels<br />More flexible work arrangements<br />
  6. 6. Lewin’s Process Leading Change<br />3 steps<br />Unfreezing<br />Moving<br />Refreezing<br />
  7. 7. Ten-step Change Process<br />Mobilize<br />commitment<br />Communicate<br />that vision<br />Urgency<br />Create a <br />guiding coalition<br />Develop a <br />shared vision<br />
  8. 8. Monitor progress<br />& adjust vision<br />Ten-step Change Process<br />Anchor new ways<br />in culture<br />Consolidate<br />gains<br />Generate<br />short-term wins<br />Help make<br />the change<br />
  9. 9. Using OrganizationalDevelopment<br /> Organizational development is a special approach to organizational change in which the employees themselves formulate the change that’s required and implement it, often with the assistance of a trained consultant<br />
  10. 10. Four DistinguishingCharacteristics of OD<br />Action research<br />Behavioral science knowledge<br />Attitudes, values and beliefs<br />Changes organization in a direction<br />
  11. 11. Four Types of OD Applications<br />Human process applications<br />Technostructural interventions<br />Human resource management applications<br />Strategic applications<br />
  12. 12. Human Process Applications<br />Aim first at improving human relations skills<br />Provide insights and skills required to better analyze behaviors<br />A facilitator uses survey research to solve problems & plan action<br />
  13. 13. Human Process Applications<br />Sensitivity, laboratory, or T-group training are used minimally today<br />Team building can improve effectiveness<br />Confrontation meetings resolve misconceptions<br />
  14. 14. Using OD to Increase Productivity<br />Technostructural interventions<br />HR management applications use action research <br />Strategic applications harmonize<br />
  15. 15. TotalQualityManagement<br /> Total quality management (TQM) is a type of program aimed at maximizing customer satisfaction through continuous improvements<br />Continuous<br />improvement<br />Zero defects<br />6 <br />Kaizen<br />
  16. 16. Creating Team Based Organizations<br />82% of U.S. Companies use teams to perform some tasks<br />Self-directed teamshave several distinguishing characteristics:<br />Perform naturally interdependent tasks<br />Use consensus decision making<br />Team’s members perform enriched jobs<br />Teams are also highly trained<br />Employers empower the teams & individual members<br />
  17. 17. Entrepreneurs + HR - Empowerment<br />Time Vision finds employee empowerment works well in cases that directly involve employees<br />Team investigates which retirement vehicle to use & has responsibility to switch to it<br />Finds empowerment requires right employee and correct training<br />
  18. 18. How to Build Productive Teams<br />Establish demanding performance standards<br />Select members for attitudes and skills<br />Train leaders to “coach,” not “boss”<br />Use positive feedback<br />Select those who like teamwork<br />Train, train, and train some more<br />Cross-train for flexibility<br />
  19. 19. Insight – Product Improvement Teams<br />Need to be<br />proactive<br />Identify & <br />correct problems<br />Achieve continuous<br />improvement<br />Roadmaps guide<br />progress<br />
  20. 20. Strategic HR – Signicast Uses a Team Approach<br />Implement<br />ideas<br />Employee<br />suggestions<br />Validate with<br />employees<br />
  21. 21. Employee Involvement Programs<br />An employee involvement program, a team activity,is any formal program that lets employees participate in formulating important work decisions or in supervising their own work activities<br />Managers rank them as great productivity boosters<br />
  22. 22. Business Process Reengineering (BPR)<br /> “The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance such as cost, quality, service, and speed.” <br /> … Quote by experts Michael Hammer & James Champy<br />“Why do we do what we do?”<br />“Why do we do it the way we do?”<br />
  23. 23. Steps in BPR<br />Several jobs <br />combined into 1<br />1<br />Workers make<br />more decisions<br />2<br />Reduce checks, <br />controls to boost<br />efficiency<br />3<br />“Case manager”<br />approach<br />4<br />
  24. 24. HR’s Role in Reengineering Process<br />Help build commitment<br />Promote team building<br />Redesign compensation<br />Redesign the work itself<br />Create empowered jobs<br />
  25. 25. Flexible Work Arrangements<br />Organizational renewal does not require massive change<br />Flextime allows workers to build their day around core midday hours<br />Compressed workweeks offer longer workdays but fewer of them<br />
  26. 26. More Flexibility<br />Job sharing – two or more people share a single full time job<br />Work sharing – a temporary group work-hour reduction during economic slowdowns<br />Work from home or telecommuting – using the internet to “phone in” your work <br />

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