Reinvention of organizations need to integrate the organizational design into business process design and organizational re-engineering.
Unshackle the overly rigid organizational hierarchical chain, apply systems principles to introduce different concepts of hierarchy: In a world that has been transformed by technology, many old and powerful hierarchies became commoditized. Dysfunction, silo, bureaucracy, etc, are often caused by overly rigid organizational structures or static processes. Within traditional hierarchical structures, mechanical “command-control” management mindsets and hierarchical structure appear to be the norm. To improve agility and speed, organizations today cannot be organized using the outdated or mechanistic paradigm that resulted in bureaucracies.
All structures are a result of some sort of compromise in achieving the “line of best fit” as one size and shape does not always fit all. In an ideal digital workplace, the organizational structure needs to be solid enough to keep people or things in order; but fluid enough to keep information and ideas flowing. Thus, delayering becomes a lens through which it is possible to examine and fix many other issues including organizational bureaucracy. By following systems principles, business managers demonstrate effective communication skills, collaborative problem-solving capability, learning agility, and team-working to overcome common challenges.
Navigate through difficult changes and achieve strategic organizational goals smoothly: Listen to people, listen to the needs of the company, help people achieve the goals and objectives by overcoming barriers. Business leaders set digital guidelines to help people navigate through difficult changes, guide the business with a clear vision, spend their time with business teams, clarify which direction is progressing. Business managers fine-tune organizational structures, and manage a healthy application portfolio in shaping differentiate business competency. They deliberately make the close structural alignment among the company’s strategic direction; enforce accountability, guide changes and transform the company’s underlying functions, processes, structures, cultures, with adjusted digital speed.
Organizations need to move so quickly that the talent needed tomorrow is very difficult to determine today; they should also keep tuning business processes and capacity to accelerate performance. The evolutionary business architecture helps to navigate the business transformation journey from “as is'' to “to be” state step-wisely, clarify the direction of the company, bring up a long-term standpoint, and orchestrate the organizational interrelationship between people and process, interdependence of process and technology, etc. Forethoughtful organizations explore untapped talent pools, to navigate the employees’ potentials, develop employees’ professional competency. So collaboratively, they can solve complex problems and achieve strategic goals effectively.
Quality is assessed in the combination of the explanation of business variances: Quality is everyone’s business, revealed via what people act. Quality check includes making an objective assessment of organizational effectiveness, efficiency, scalability, flexibility, resilience, etc, or the overall digital fitness of an organization. Beside hard numbers or numerical success indicators, leaders should get informed of the qualitative information that is crucial to understand the health and well-being of the company’s efforts to go digital and being digital.
Quality management starts with building a high-quality workforce. Quality assessment is to evaluate both individual and team performance on how effectively they can put abundant knowledge, robust processes, and efficient tools actually used in actions. The quality check of the teams is to evaluate both individual and team performance on how effectively they can improve the quality of products/service, their level of skill, capability, competency, their unexplored potentiality, as well as their learning agility to bring organization to the next level of maturity. Through quality management and integration, the enterprise is easily combined with assets for orchestrating a high-performing business.
Reinvention of organizations need to integrate the organizational design into business process design and organizational re-engineering. Business management practices need to be informative, interactive, and intelligent, being able to reconfigure its own structure and change its own behavior to become more viable, and improve organizational agility and maturity.
Navigate through difficult changes and achieve strategic organizational goals smoothly: Listen to people, listen to the needs of the company, help people achieve the goals and objectives by overcoming barriers. Business leaders set digital guidelines to help people navigate through difficult changes, guide the business with a clear vision, spend their time with business teams, clarify which direction is progressing. Business managers fine-tune organizational structures, and manage a healthy application portfolio in shaping differentiate business competency. They deliberately make the close structural alignment among the company’s strategic direction; enforce accountability, guide changes and transform the company’s underlying functions, processes, structures, cultures, with adjusted digital speed.
Organizations need to move so quickly that the talent needed tomorrow is very difficult to determine today; they should also keep tuning business processes and capacity to accelerate performance. The evolutionary business architecture helps to navigate the business transformation journey from “as is'' to “to be” state step-wisely, clarify the direction of the company, bring up a long-term standpoint, and orchestrate the organizational interrelationship between people and process, interdependence of process and technology, etc. Forethoughtful organizations explore untapped talent pools, to navigate the employees’ potentials, develop employees’ professional competency. So collaboratively, they can solve complex problems and achieve strategic goals effectively.
Quality is assessed in the combination of the explanation of business variances: Quality is everyone’s business, revealed via what people act. Quality check includes making an objective assessment of organizational effectiveness, efficiency, scalability, flexibility, resilience, etc, or the overall digital fitness of an organization. Beside hard numbers or numerical success indicators, leaders should get informed of the qualitative information that is crucial to understand the health and well-being of the company’s efforts to go digital and being digital.
Quality management starts with building a high-quality workforce. Quality assessment is to evaluate both individual and team performance on how effectively they can put abundant knowledge, robust processes, and efficient tools actually used in actions. The quality check of the teams is to evaluate both individual and team performance on how effectively they can improve the quality of products/service, their level of skill, capability, competency, their unexplored potentiality, as well as their learning agility to bring organization to the next level of maturity. Through quality management and integration, the enterprise is easily combined with assets for orchestrating a high-performing business.
Reinvention of organizations need to integrate the organizational design into business process design and organizational re-engineering. Business management practices need to be informative, interactive, and intelligent, being able to reconfigure its own structure and change its own behavior to become more viable, and improve organizational agility and maturity.
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