This paper will discuss about the Six criteria’s of assessing quality and effectiveness of WLP function in an organization. Each criterion in the paper is supported by the explanation and sub factors. All the assessment and evaluation is revolve around the role of WLP function, Structure, Philosophy, policies Methods, process, models used by WLP function in different sub functions like(Talent management, learning & instruction, Organization performance management, organization development).
Criterion – 1
Structuring of WLP department –WLP (Volume –II By Rothwell & Henery ) Structure can be define as the formal make-up of the organization of departments, divisions, work, groups, jobs, and individuals. The process of establishing structure is called organization design. The first criteria to assess the quality and effectiveness of WLP department is how the WLP structured in an organization, What roles, jobs, department, division, groups formed WLP function in organization.
Sub Factors:
A. Organization Structure of WLP function.
B. Allocations of budget for WLP function in organization.
C. Staffing of WLP department.
D. Roles in WLP department.
E. Role of Head/Director/CHRO/President of WLP in Executive committee.
F. Relationship between CEO and (Head/Director/CHRO/President) WLP.
Why Important:
WLP structure will define the different role of WLP function in an organization and it helps to define the WLP identity and the key requirement of the function. Assessment of structure will provide us detailed descriptions of WLP roles, reporting relationships, role behavior and the key focus area of WLP in organization. We can observe the staffing of WLP function that what key roles on the top will lead the differe...
... middle of paper ...
...stems in the formal organization means there are functions that are specifically concerned with sensing relevant changes in the outside world and translating the meaning of those changes for the organization. Functions like procurement, disposal, Marketing intelligence, research and development, product research etc.) these all functions will support the organization in sensing the external changes in taste, cultural norms & values, competitive organizations, economic and political power all these and many others reach the organization as demands for internal change. How WLP implement OD activities and keep organization active and align with external change.
How WLP supports the top leadership team in identifying the key issues of internal change, what strategies, approaches of OD, Interventions with the group, individuals WLP adopts in change management process.
Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.
The Organisation structure of a company addresses the fact that every organisation has specific units that are responsible for different roles and actions in the organisation and that no department within the organisation stands alone, they are intertwined. The organisational chart or structure should be designed to divide up the work load, responsibilities and roles to be done
Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.
The organizational structure of WL Gore is an organic model with the matrix/team structure that follows their innovations strategy. This structure influences their innovation strategy, chain of command, span of control and decentralization of processes and decision-making.
There are four management functions that were proposed by Henry Fayol in1949. It is divided into planning, organising, leading and controlling. Mr. W rated planning, organising and leading as 5 on a scale of 1-5. These functions are important to him as he sets mission statements for the company, he plans and strategize on the best possible way to achieve these plans and he gives encouragement and support to his employees when needed. He rated controlling as 3 as he appointed someone else to keep an eye on the employees and ensure that they do their job efficiently. Mr. W measures the performance of his employees and has weekly meetings to update the current situation of the industry and employees. It i...
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
Leaders benefit from building a team to create and implement change, this is a key theme in the Kotter model of change. This teambuilding engages employees throughout the process. Allowing employees to be a part of the change process gives them the opportunity and trust to be creative moving toward the future (Cochrane, 2002). Leaders can create opportunity for employees and leaders to dialogue about the change, which can help troubleshoot the process. Leaders who engage employees throughout the organization from various levels of the organization will receive perspectives from the entire organization helping them make better-informed decisions. Employees want to be allowed the opportunity to help an organization they believe in, in a way that enhances the
The goal of the report is to help audiences have a brief look at the company’s key elements and its culture, in order to come up with a strategy to secure a position in PwC. The report compiles a SWOT analysis describing PricewaterhouseCoopers, which then can be used to develop a plan of action and preparation to the future of a graduate.
Organizational structure is one of the three key organizational assets that could contribute to the effectiveness of operations of any organization (Zheng, Yan and Mclean 2009) It is joined together by different flows of information, decision processes, hierarchy of authority, specialization and working materials. (Enz 2009; Mintzberg 1980) Furthermore, it also determines the operating workflow, control of information, decision-making in the organization and the line authority (Mintzberg 1980). The facets of the organizational structure, the relationships that exist within it, and how the business processes (Bititci et al 2011) are controlled, determine the managerial style that should be utilized in addition to the strategies the organization could implement. Going further, a company’s organizational design and the parts that constitute it are seen as a contributing factor to superior performance, which ultimately provide an organization with competitive advantage over its competitors. (Enz 2009; Zheng, Yang, and Mclean 2009)
The bottom layer would follow the guideline so they can achieve the company objectives. The group structure is Chairman Board of Directors Group of Executives Board of Management Group of General Management The main departments within the group are: Administration Division Business Division Customer Support Division Network Development Division Production Services Division R&D Department Finance Department Human Resources Each division has managers for supervision. The staff in each division needs to follow the managersÂ’ decision. Every member of staff clearly understands their role and responsibility under the hierarchical structure. It is because each layer gets different responsibilities.
Organizational structure within an organization is a critical component of the day to day operations of a business. An organization benefits from organizational structure as a result of all it encompasses. It is used to define how tasks are divided, grouped and coordinated. Six elements should be addressed during the design of the organization’s structure: work specialization, departmentalization, chain of command, spans of control, centralization and decentralization. These components are a direct reflection of the organization’s culture, power and politics.
An organizational structure defines how activities such as task allocation, coordination and supervision are directed toward the achievement of organizational aims. It can also be considered as the viewing glass or perspective through which individuals see their organization and its environment. An organization can be structured in many different ways, depending on its objectives. The structure of an organization will determine the modes in which it operates and performs.
Organizational structure is the way that an organization arranges people and jobs so that work can be performed and goals can be achieved. Good organizational design helps communications, productivity, and innovation. Many organization structures have been created based on organizational strategy, size, technology, and environment. Robbins and Judge (2011, p. 504) listed three common structures: simple, bureaucracy, and matrix. In this post the author will describe the matrix structure, and discuss its advantages and disadvantages.
Change programs initiated by leaders in organizations fail because it is viewed as an external process, moving about sections of the organization, rather than an internal process which emphasizes on changes within
It is essential that excellent management theories can be implemented so that they do not compromise management policies (Ghoshal 2005). Organizational Analysis, Task Analysis and Person Analysis can be used to identify the role/roles that need to be filled, how they will do it and who will do it so that the company can reach the organizations strategic goals and business objectives. Organizational Analysis is generally conducted by mid-level to senior management and is involved with the direction of training by the analysis of environmental factors, working resources and internal resources e.g. Balanced Scorecards. Managers must make sure that there is a good organizational climate, reward systems and appropriate efficacy measures (Amna, Sumaira 2012). This form of analysis has been shown to prove its self very useful in the case of Calabrese & Spadoni‘s (2013, pp. 6594-6606) organizational analysis into service productivity and perceived service quality study of European Banking Groups.