Managing Strategic Organizational Renewal

Managing Strategic Organizational Renewal
 Select,train, and organize employees

 Previously focused on the training and
management development methods
 Concepts and skills you need to more successfully
implement organizational changes
 Strategic change – a company’s strategy, mission
and vision
 Cultural change – a company’s shared values and
aims
 Structural change – reorganization
 Developmental change – people’s attitudes and
skills
 Technological change – work methods
Five ways to achieve cultural changes:
Make it clear to employees what you pay attention to, measure, &
control
React appropriately to critical incidents & organizational crises
Deliberately role-model, teach & coach the values you want to emphasize
Communicate priorities by how you allocate rewards & status
HR procedures & criteria consistent with values you hold

 Technology is a powerful engine of change
 Creates change by modifying the work methods
organizations use to do tasks
 Results in reengineering work process
 Must apply HR methods:
 Teamwork
 New job descriptions
 Boosting skill & knowledge levels
 More flexible work arrangements
3 steps
 Unfreezing
 Moving
 Refreezing
Urgency
Mobilize
commitment
Create a
guiding coalition
Develop a
shared vision
Communicate
that vision
Monitor progress
& adjust vision
Anchor new ways

in culture
Consolidate
gains
Generate
short-term wins
Help make
the change
Organizational development is a special approach
to organizational change in which the employees
themselves formulate the change that’s required
and implement it, often with the assistance of a
trained consultant
1. Action research
2. Behavioral science knowledge
3. Attitudes, values and beliefs
4. Changes organization in a direction
 Human process applications
 Technostructural
interventions
 Human resource
management applications
 Strategic applications
 Aim first at improving human relations skills
 Provide insights and skills required to better
analyze behaviors
 A facilitator uses survey research to solve
problems & plan action
 Sensitivity,laboratory, or T-group
training are used minimally today
 Team building can improve effectiveness
 Confrontation meetings resolve
misconceptions
 Technostructural interventions
 HR management applications use action research
 Strategic applications harmonize
Total quality management (TQM) is a type of
program aimed at maximizing customer
satisfaction through continuous improvements
Continuous
improvement
Zero defects 6
Kaizen
 82% of U.S. Companies use teams to perform
some tasks
 Self-directed teams have several
distinguishing characteristics:
 Perform naturally interdependent tasks
 Use consensus decision making
 Team’s members perform enriched jobs
 Teams are also highly trained
 Employers empower the teams & individual
members
 Time Vision finds employee empowerment
works well in cases that directly involve
employees
 Team investigates which retirement vehicle
to use & has responsibility to switch to it
 Finds empowerment requires right employee
and correct training
 Establish demanding performance
standards
 Select members for attitudes and skills
 Train leaders to “coach,” not “boss”
 Use positive feedback
 Select those who like teamwork
 Train, train, and train some more
 Cross-train for flexibility
Need to be Identify &
proactive correct problems
Achieve continuous
improvement
Roadmaps guide
progress
Implement
ideas
Employee Validate with

suggestions employees
 An employee involvement program, a team
activity, is any formal program that lets
employees participate in formulating
important work decisions or in supervising
their own work activities
 Managers rank them as great productivity
boosters
“The fundamental rethinking and radical redesign of
business processes to achieve dramatic
improvements in critical, contemporary measures of
performance such as cost, quality, service, and
speed.”
… Quote by experts Michael Hammer &
James Champy
“Why do we do what we do?”
“Why do we do it the way we do?”

Several jobs
combined into 1
Workers make
more decisions
Reduce checks,
controls to boost
efficiency
“Case manager”
approach
 Help build commitment
 Promote team building
 Redesign compensation
 Redesign the work itself
 Create empowered jobs
 Organizationalrenewal does not require
massive change
 Flextime allows workers to build their day
around core midday hours
 Compressed workweeks offer longer
workdays but fewer of them
 Job sharing – two or more people share a
single full time job
 Work sharing – a temporary group work-hour
reduction during economic slowdowns
 Work from home or telecommuting – using
the internet to “phone in” your work

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Managing Strategic Organizational Renewal

 Select,train, and organize employees

Communicate priorities by how you allocate rewards & status

HR procedures & criteria consistent with values you hold

Anchor new ways

Employee Validate with

“Why do we do what we do?”

“Why do we do it the way we do?”

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