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Management

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Jan 9, 2024

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Proposal Jose Landaverde Southern New Hampshire University Jose Landaverde MGT-20137-XA131 Align Organizational Climate 21DA01

Proposal Jose Landaverde Proposal  Evaluates the current state of the climate The need to establish a positive climate is increasingly critical to employee satisfaction, morale, and productivity levels. The review of the organizational climate assessment summary has revealed that the overall climate has shifted from slightly from 73% prior to the restructuring to 74% during the restructuring indicating a positive climate overall. Human resources initiated its assessment with the intent on acting on the outcomes to focus on the workforce morale which is declining and deliver positive results with the reorganization. Prior to the restructuring 58% of respondents from Y Organization employees indicated that members are honest and trustworthy and now 55% indicating that teamwork is inadequate. However, the increase in leadership trust increased from an average of 75% to 80.5% indicating that leadership is being effective. While the employees show a decrease of morale in some areas such as recommending Y organization, feedback about performance, following through with commitments, and satisfaction with the job responsibilities. Other areas, the perception was more implied such as: new areas of learning, management / leadership does what is best for the organization, leadership is transparent about the changes, enough time for employees to complete their work indicating there is a better life work balance, and lastly the excitement about the future of Y organization.  Compares the organizational structures by identifying how each affects the organizational climate and supports the mission, vision, and values Change is hard and at times difficult, but in order to succeed and become innovative such as organization Y the implementation of flatarchy will substantially give the organization more flexibility, more independent for the workforce. Flatarchy consists of two types of organizational structures and the advantage of the flatarchy is to use the best of the two organizational structures. The hierarchical organization with its solid but at times slow process of validation makes an effective way of planning and developing collaboration with the employees and the leadership, However, it takes the structure quite robust, well documented, but it does lack innovation in some aspect, therefore it does align with organization Y where the workforce can find the time to complete its tasks in the allotted time given because there is rules and guidelines that are followed every time. This side of the flatarchy structure focuses on the employees and the basic goal with this structure is to allow the for distributed decision making while giving everyone the opportunity to work on what they do best. Jacob.Morgan. (2015). This is reflected by the 3% increase in the of the statement “I am encouraged to challenge the status quo” and in which has a positive the organizational climate. The flat flatarchy is an example of a “leaderless” way to drive production, results, sales, etc. without the need to be managed and the workforce is given autonomy because they are self-managed organizations that produce results. Therefore, in this flatarchy, both vision and values are affected positively because it gives them the tools to be innovative while simultaneously enforcing the values that support collaboration, promote learning and investment, built honesty and trust, communicate openly, and constantly challenge the status quo. While flat organizations are defined by few management layers with a wider span of authority. When implemented correctly the structure leads to faster decision, satisfied customers and happier employees, however, incorrectly used it can lead to confusion and decreased customer loyalty.

Proposal Jose Landaverde  Recommends strategies to lead a healthy organizational climate during the transition One if the strategies that can be used to lead a healthy organization climate is the use of Holacracy because it allows the team to be autonomous and in order to keep an organizational climate that supports the vision, values, and mission of the organization Y and provide strategies for a healthy organization climate we’ll need to focus on the employees. As we know organization climate is a result of combination of elements that affect the way team members perceive the workplace from their own view. These can affect the motivation, delegation, authority, feedback, and attitudes. A strategy that can be used to keep a positive climate is to identify the current organizational climate by interviewing or completing surveys of the employees where we can identify the which factors are making a positive contribution. By setting clear expectations of all team members functionality, set standards and goals by the leadership team in order to have realistic and challenging expectations for the team. Setting responsibilities so that team members can complete tasks with little to no supervision and allowing flexibility to procedures and policies can be a reasonable and necessary approach for employees to perform. In addition, rewards can also be proper incentives and praise for their performance and success, and this will inevitably commit the team larders to have a sense of pride when they see the success of the organization. In order to continue the positive organizational climate, awareness of organization Y needs to be raised to strengthen the workplace organizational climate including the values and vision. Indeed, Career Guide. (2021).  Justifies recommended strategies by explaining how they will support the organization’s mission, vision, and values and impact performance The survey organizational climate assessment summary shows that interdisciplinary collaboration increased by 4% from a 72% prior to the restructuring to a 76% during the restructure. Small increase, nevertheless, a positive mark in the development of Holacracy structure where employees are delegated, and they are encouraged to challenge the status quo and leadership details what the expectations are, and employees follow and work with little to no supervision. Holacracy looks to do away with managing from the top-down and gives the employees and the teams more control over processes. As the employees work independently without the supervision of a manager is a way of carrying the values of Y organization because they strive for growth, integrity, communication interdisciplinary collaboration, and risk taking, all of which fall under Holacracy structure. The values are a representation of a system for managing an organization with no assigned roles and the employees have the flexibility to take on various tasks and move freely. Marshall Hargrave. (2019). Furthermore, the use of Holacracy also innovate the organization in a way that allows the employees to push the envelope of flat organizations with informal structures do not eliminate hierarchy, argues Compagne, they just make the hierarchy implicit. To support the mission of Y organization employees, need the flexibility of autonomy and once again Holacracy structure serves this purpose in order to serve international clients with innovative products and outstanding customer service. These goals

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Proposal Jose Landaverde make the employees create an environment in which each role has explicit and accountability, and within those limits, a lot of autonomy. It is an environment in which workers are self- organized, but not always self-directed. Overall, holacracy is a sustainable alternative to the traditional organization, or an interesting experiment which does not necessarily fit every case. HRReview. (2014).  Describes the additional resources (including functional systems and key skills of employees) needed to maintain a healthy organizational climate during the transition In a transition period system of communication need to be established in order to maintain an open source of information from one employee to another. One reason for spreading business operations into functional areas is to allow each to operate within their area of expertise. The resources necessary for Y organization to function and have a healthy organizational climate are: Human resources, Management, Operations, Marketing, Finance, and Research and development. The Human Resources management is a central pillar of a lot of organizations. Human Resources departments are responsible for activities spanning a wide variety of core functions. Some activities HR will be responsible for are to identify and fulfill talent needs, terminating contracts when necessary and advising leadership on the appropriate steps to take when terminating employees, maintaining ethical practices in the workplace and aligning them with the mission, vision, and values of the organization. Management will be involved in the planning, organizing, controlling and leading the teams by setting long-term goals, organizing the operations of the business. Another resource will be the marketing where they will design products and services that meet the needs of all costumers. The marketing function will also promote goods and services, determining how the goods and services will be delivered and simultaneously maintain the organizations positive organizational climate. Lumen. (n.d.).

Proposal Jose Landaverde Jacob.Morgan. (2015). The 5 Types Of Organizational Structures: Part 5, Holacratic Organizations. https://www.forbes.com/sites/jacobmorgan/2015/07/20/the-5-types-of- organizational-structures-part-5-holacratic-organizations/?sh=816affe48a26 Indeed, Career Guide. (2021). 4 Ways To Improve Organizational Climate. https://www.indeed.com/career-advice/career-development/improve-organizational-climate Marshall Hargrave. (2019). Holacracy. https://www.investopedia.com/terms/h/holacracy.asp HRReview. (2014). Holacracy: pros and cons of a radical challenge to the traditional organization. https://www.hrreview.co.uk/hr-news/strategy-news/holacracy-pros-and- cons-of-a-radical-challenge-to-the-traditional-organisation/50404 Lumen. (n.d.). Functional areas of business. https://courses.lumenlearning.com/wm- introductiontobusiness/chapter/reading-functional-areas-of-business/

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