INTRODUCTION TO ORGANIZATIONAL RESTRUCTURING AND ORGANIZATIONAL PERFORMANCE
Change is the general idea of every active organization. Change occurs in almost all organizations which means at every level of the organization. The focus of our project would be on structural change in particular. We will be focusing on changes in the authority patterns, allocation of rewards, access to information, technology, and the likes. It will give us a clear and broad view of the organization. I will be doing the comparison on the conditions of Bank Alfalah before and after restructuring. Bank Alfalah Ltd changed its structure from De-Centralized to Centralized in January 2008. We would be doing comparison of the organization before 1980 when it was led under the Federal Government and from 1980 till this time period since it has been autonomously run by the Board of Governors. Currently the bank is operating on a Centralized structure with 3 department i.e. Sales, Operations and recovery.
As the title of the project shows that we are focusing on the performance of the organization due to restructuring; so restructuring is defined in terms of work environment, training, and technology. Training further implies knowledge and skills of the employees. These are the variables of organizational restructuring. Unless or until the employees of an organization are not trained properly and empowered, the organization cannot meet its goals. An Organization belonging to which ever industry has to put effort to sustain its growth in the industry. The performance of organization is based on its productivity. The focus area of my research is the banking sector. There are no comparisons in my study as such with other organizations because I have studied a s...
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... diverse workplace. Understanding the relationship between organization restructuring and its employees is the key to improve your organization’s ability to move through change effectively and perform well.
Organization restructuring can help you gain insight about job fit and how best to alight talent with business needs to deliver the highest level of organizational performance. Knowing the goals and objectives of each individual in your organization can be difficult. Analysis will help you develop an effective solution for organization restructuring by assessing your workforce and their position in the following organization issues:
- Overall mission, vision and strategy
- Current and future business culture
- Customer strategies
- Employee strategies
- Functional practices and systems
- Senior management
- Performance measurement and management systems
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.
In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,
An organization might have a structure in place for change but they must also look at the finances. An organization must have appropriate finances to handle the change and must keep the organization profitable (Nielsen and Abildgaard, 2013). Both finances and the social environment within in an organization are resources that can potentially limit an organization from
changing the individuals in the company (their skills, values, attitudes, and behavior). On this case, the changes are considered to be instrumental to organizational
What is organizational behavior? Prior to this course, I had never known that much of what is organizational behavior and in which ways it can impact the organization. Initially, over the course my knowledge about OB was expanded.
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
The literature supports the position that there should be a relationship between the structure and organization change. This study was undertaken to determine how different organization roles, hierarchy, and sizes affect planned strategic change. A survey instrument was administered to top federal government agency leadership to assess change in their organization. The intention is to draw common relationships between organization change and specific categories or sizes of organizations.
When organizational change proves necessary, all people at all levels of the organization should address change as a “how,” “what,” and “why” problem in order for the change to be sustained over time.
Change in an organization occurs when an organization identifies an area of where necessary change must be undertaken, examines it thoroughly and adapts to it. This may lead to gaps where employees may not adapt to a certain change and therefore it is important that an organization takes into considerati...
First you need to identify the organization’s internal and external resources, organization’s strengths and weaknesses as compared to its competitors and the opportunities it has for better utilization of resources.
...ess of the organizations inclination to change; the staffs skills and competency; magnitude of revolution capability and decision-making strategy. This change must be pertinent to the organizations objectives and to its members; opportunities for the members of the organization to make informed and prudent choices for a prudent decision-making.
people who are different from each other to diverse the company culture to find different viewpoints and ideas to gain Competitive advantage (Simmons, 1996). Organizations that are lacking diversification and which are also being exposed to the general approach of minimizing the discrimination and injustice will unfavorably affect both customer and employee while diminishing the relationships with both parties (Kundu, 2001). Peters et al. (1982) conveyed that OC should create a diverse body of employees, customers and stakeholders that are being valued and integrated in to all dimensions of the work where that particular company may learn from the people they serve, by listening internally and externally to them.
Managers must first evaluate their personal reactions to the organisational change and how they can best accept this change. They must then ascertain the knowledge or training they may need to lead this change in the most successful manner.
...llenging to the organization is undeniable thus the organizations really have to come out with competitive transformation strategies so that they are strong enough to compete with their business competitors (Tonono, 2008).
At the core of every successful organization lies that specific organization’s application of the basic principles of organization development. In the book written by Carter (2004) entitled Best Practices in Leadership Development and Organization Change, the concept of organization development was defined as an organization-wide effort and conceptual initiative intended to increase an organization’s viability and effectiveness. In most cases, organization development is described as a change initiative and educational strategy aimed at changing the values, beliefs, attitudes, as well as the structure of an organization for the betterment and improvement of the overall firm’s performance. On the other hand, some organizational analysts argue that while organization development may include a long list of change efforts initiative and implemented by a firm, this does not necessarily mean that such changes in the organization may bring about positive impact or consequences on the firm’s performance (Carter, 2004).