"Describe the new roles expected of the HTI executives using visionary and exemplary leadership as a way to achieve change in the organization."
Your team of management consultants has been retained by Holographics Technologies International (HTI), a multinational conglomerate of 18 different hardware and software companies located in the United States, New Zealand, South Africa, Ireland and Canada that together represent the leading edge of holographic applications for government, industry and education. Current products include biomedical applications, research simulations, virtual classrooms, and 3D projections for entertainment parks. The future of holographic applications is wide open to aerospace simulations, virtual education, counterfeit security, 3D medical diagnostics as a substitute for invasive procedures, product and service advertising, and holographic storage devices. In fact, some marketing experts and futurists believe that holographic motion pictures and television sets are the next generation of entertainment.
Although HTI is a leader in technology, its current leadership style to global operations is quite antiquated, inconsistent with modern business practices, and inadequate to sustain the expected growth rates. HTI is managed and lead more like a military organization, with only a few executives from each of the subsidiaries influencing the research, design, prototyping, production, and distribution of current products.
These executives meet primarily by teleconferences and emails. Working level interactions between programmers, hardware developers and engineers among these companies are funneled through the daily executive meetings. In fact a lot of valuable talent is being lost over frustrations generated by delays in executive coordination. Most employees feel that allowing for fast-pace communications among front-line workers is more effective for this type of industry.
I will suggest HTI to adapt the boundary less organization. This type of organization is flat and flexible. A flat and flexible organization that promotes innovative ideas; easy to join, easy to resign; also possible to expel a member. Thus the organization's focus is on adapting and changing in response to the external environment. A flexible organization has the capability to change in response to the environment
The "Boundary less" organizational structure is flexible organization structure. First propounded by GE CEO Jack Welch in 1990 as the "Boundary less" organization, the idea has caught on extremely fast amongst global majors.
A key concept behind the boundary less organization is how multiple entities can come together, without the end consumer even realizing it at times, to provide the consumer with the final product, creating a win-win situation at all times. Such a move would obviously require immense sharing of responsibilities, information; traditional boundaries as we know between organizations will become immaterial. (indiainfoline)
Now this concept is very much useful for our organization because:
1) The business space is changing at an exponential increase in velocity, complexity, unpredictability and hyper competitiveness in the global arena.
2) All business including domestic business is moving to a Customer led business space. Customers want more for less. That is an absolute global reality.
3) The life span of differentiators will become extremely short. Entry barriers will be eroded by competition sooner than later.
4) Newer and more stringent standards in quality and processes will keep everyone on their toes. Quality will be a passport for entry but not a license for continuing business.
5) The expectations of employees will be on the rise. Performance will become more critical. At the same time, for high performing employees there will be many more opportunities.
6) Global business requires a global workforce with mix from all geographies. People processes and practices must straddle cross-cultural gaps.
7) There are some who predict that the entire nature of the organization will change. Rigid structures are giving way to Velcro-like relationships. Roles are becoming ...
This explains the impact of visionary and ememplary leadership