You have recently been hired as a new manager hired into a failing division in a company. The product line is outdated and losing market share, inter-departmental communication is adversarial, and competition for corporate funding is fierce. How are you, a new individual, going to turn things around? Consider the following example, Symphonic Cooperation, from another "industry" below. The following article is an example of how one person, working in a very different type of workplace, turned around a company by making changes in its structure. Some of what was done may be food for thought in your very different work environment. As your first job as the new manager at the outdated, adversarial company, write a plan for changing its organizational structure, incorporating the following elements:
Your vision of the new organizational structure for your division including how you would realign individuals, tasks, processes and functions
Steps to manage the transition from the old organizational structure to the new
New policies that you would implement that should begin right away to facilitate the change to the new organizational structure
Report MUST contain a reference list and should be cited in the body of the paper in APA guidelines
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To turn around a failing division in a company, it is important to develop a comprehensive plan that addresses the outdated product line, adversarial communication, and the competition for funding. Here's a plan outlining the steps and policies that can be implemented:
1. Vision of the New Organizational Structure:
a) Realignment of Individuals: Assess the skills and strengths of the current employees and identify areas where they can contribute effectively. Consider reassigning individuals to new roles that align with their expertise and experiences. This may involve training and development programs to enhance their skills.
b) Realignment of Tasks: Evaluate the existing tasks and processes within the division and identify inefficiencies and redundancies. Modify job responsibilities to ensure each employee has a clear role and contributes towards the division's goals.
c) Realignment of Processes: Streamline and optimize existing processes to eliminate bottlenecks and improve efficiency. Encourage cross-functional collaboration to foster better communication and cooperation between departments.
2. Steps to Manage the Transition:
a) Communicate the Vision: Clearly communicate the new organizational structure and the rationale behind the changes to all employees. Address any concerns or skepticism they may have. Develop an open-door policy to encourage employees to provide feedback and suggestions during the transition.
b) Implement in Phases: Break down the implementation of the new organizational structure into manageable phases to minimize disruption. Start with small-scale pilot projects to test the effectiveness of the changes before rolling them out across the division.
c) Provide Training and Support: Offer training programs and resources to equip employees with the necessary skills and knowledge for their new roles. Provide ongoing support and guidance during the transition period to ensure a smooth adjustment.
3. New Policies for Immediate Implementation:
a) Open and Transparent Communication: Implement a policy of open and transparent communication across all levels of the division. Encourage regular departmental meetings, cross-functional collaborations, and knowledge sharing opportunities.
b) Performance Evaluations and Rewards: Introduce a performance evaluation system that aligns with the new organizational structure. Recognize and reward employees who contribute significantly to the division's success and foster a culture of continuous improvement.
c) Innovation and Creativity: Create an environment that encourages innovative thinking and creative problem-solving. Establish a system for employees to submit ideas and suggestions for improvement and provide recognition for successful implementations.
It is important to remember that the specific plan for turning around a failing division may vary depending on the industry and the unique challenges faced. Therefore, while the example provided may serve as a guide, adapting and customizing the plan to the specific context of the company is crucial.
When writing a report on this plan, remember to include a reference list and cite sources in APA format according to the guidelines provided by your institution or organization.