A specific recommendation for restructuring the department in such a way that company culture is improved while employees are empowered.
Describe the established methods of control and the current departmental and organizational cultures.
Recommend a restructuring strategy that would improve the culture and empower employees.
Describe which management practices would be most effective and why.
Explain how the new size and structure could affect the organization, individuals, groups, teams, and the organization's future.
Restructuring: Toward Improved Company Culture and Employee Empowerment
Restructuring or change in structure is one of the forms of organizational changes. Other forms include changes in technology and people. All of these forms of changes are initiated by the management in order to improve organizational performance.
Changing structure, technology and people: overview
Changing structure was further explained by Robbins and Coulter( 2005) as any alteration in authority relations, coordination mechanisms, employee empowerment, job redesign, and other structural changes. On the other hand, changing technology involves modification in the way work is performed in terms of processes, methods, or equipment. Changing people refers to changing their attitude, expectations, perceptions, and behaviour.
How the new size and structure could affect the organization, individuals, groups, teams, and the organization's future
Organizational changes, in which structural change is one, aim for an improved organizational performance in the future. Performance may take the form of profits, sales, market share, competitive position, and several others.
Structural change is defined by Certo as a type of organizational change that emphasizes modifying an existing organizational structure.
Imposing structural changes may pose a challenge to the managers. Individuals, groups, and teams may resist the planned change. As such, they may be demoralized and consequently, their productivity would suffer. Resistance may be reduced by: making it clear to the people concerned the need for the change, involving them in planning for the change, clarifying to them the details of the change as well as how they will be affected by the change. Benefits to both the individual employee and to the organization as a whole should be emphasized.
People resist change because of the following: a) they do not see the need for the change, b) the exact nature and scope ...
Organizational leadership methods of control are examined. The expert describes the established methods of control and the current department and organizational cultures.